It is always interesting to me how much health professionals complain about the intervention of the Occupational Safety and Health Administration (OSHA)into their practices and the costs and inconveniences of compliance.
A recent study published in the New England Journal of Medicine attempted to evaluate the quality of care provided to patients by comparing medical records from hospitals with the standard "evidence-based" best practice relative to the patient's particular medical problem.
You'll never witness any shortage of complaints and dismay associated with being the spouse or significant other of a practicing veterinarian. There are the long hours and late nights. There are lots of parties you show up at late. Then, there are those movies and theatrical performances you only see part of; whether you miss the first third or the last third depends on when the emergency call comes.
Ever hear that expression, "I wouldn't do that for love or money?" I suppose that what the expression really means is that "I wouldn't do that for anything." The logical inference is that if there is no emotional or economic motivation, there isn't any motivation at all. In the law, and in the veterinary workplace, the truth of this inference plays out each and every day.
This month, we begin a series covering a particularly relevant topic in veterinary law, yet one that is widely overlooked both by lawyers when they are counseling veterinarians and veterinarians as they seek out legal advice.
Last month we discussed the pressure tactics parents, uncles, aunts and friends of young people can use on us as veterinary practitioners to arrange for their favorite youngster to come into our clinics and "observe."
In the first part of this series, we identified a number of problem areas that
surround the employment relationship when a practice hires (perhaps a better
word would be "enlists") a part-time or relief veterinarian.