Minnesota readers have probably heard that toxicology tests following the death of pop icon Prince found that the cause of death was opioid overdose. Specifically, Prince was found to have overdosed on fentanyl, a synthetic opioid.
Last time, we began looking at the topic of wrongful termination, specifically as it relates to the rule of at-will employment. As we noted, there are a number of exceptions to the rule under state and federal law. The rule can also be modified by contract as well, as often happens with executive level employees and in collective bargaining agreements.
As a licensed alcohol and drug counselor (LADC), your job is to help people who are struggling with addictions. Occasionally interactions regarding this sensitive subject can go sour. And you may find that one of your clients has filed a complaint against you with the state licensing board.
Job security is a valuable thing, even when you’re underemployed, and most people like to think that they have reasonable job security. To think otherwise is difficult. Job security can be looked at a couple ways, though. First, there is job security seen from a practical standpoint—an employee’s likelihood of being terminated. Most employees who are tuned into the nature of their work and the feedback they routinely receive from their employer probably have a pretty good idea where they stand in this area.
We’ve been looking at the Minnesota Board of Medical Practice’s physician complaint review process in recent posts. Last time, we noted several potential outcomes of the complaint review process, including dismissal, public corrective action, and disciplinary action.