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Featured Practice Question

I understand to complete a Medi-Cal/Medi-Care provider number the application requires a "collaborating" physician. What description of this role should be used to share with a prospective physician that one is recruiting for that role?

In California NPs practice with a standardized procedure developed in coordination with the physician and administration (if applicable). The role of the physician would be to agree to the SP and be available for consultation if needed. It is not clear from your question if you are planning to open a private practice- but if that is the case it is very important to have an attorney involved. The BRN has helpful information on standardized procedure requirements.  Supervision is addressed on page 5 of the document.

Featured Legal Question

I’m a Family Nurse Practitioner, presently working at a low income area clinic as an applicant for the loan repayment program for the NHSC.  Lately I have been told to see all primary care patients and general relief patients. They have medical doctors who refused to see primary care patients, only providing general relief patient assessments.  The team leader in charge (someone with no medical background) is continuously yelling at me to hurry up and see patients faster. Some of these old patients have lots of medical problems. When I spoke with the medical lead and asked about having some of the doctors help out, she told me to do whatever the team leader wants me to do because she is in charge.  The Human Resources office is not doing anything about this harassment.  In fact, they told me the non-medical team leader had complained that I am acting unprofessionally, and I have now been threatened with termination.  Should I get an attorney and if so what type of attorney should I get?

This team leader is basically practicing nursing without a license. You can file a complaint with the BRN, but any resolution could take a while.  You can tell them to keep it confidential for fear of retaliation.  You can also report it to your funding agency.  If you get fired, you can go after them for retaliation.  You should be getting written reports from your collaborating physician, not an HR person.  This is the kind of situation the government needs to prevent.  I would also document this on the patient’s chart so that if something happens to the patient, you will not be held liable.  You will have done everything correctly.  Documentation is your best protection!

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