I got a phone call today from a young PharmD. This RPh had apparently working for one of the “BIG BOYS” as a floater for over a year and getting abt 30 hrs/wk.. A several months ago.. was offered the PIC position at a store and 40 hrs full time. Of course, as a floater, the RPh was familiar with the company’s computer system but was not familiar with the company’s PIC procedures… This RPh had to rush thru some 70+ training modules and on top of that… two Pharmacists and two senior techs had all left just as this Rph took over as PIC.
After a few months of being PIC, this RPh asked to allow to be stepped down from being PIC.. staffing levels did not permit the RPh to keep up with all the administrative requirements. Likewise, this store was located in a well to do, older community and the store’s phone system seemingly rang off the wall because these pts were expecting “service” … calling in their Rx numbers by phone.. the typical way pharmacy functioned in the mid-late 20th century.
I speaking with this RPh.. it seemed that the RPh was more focused on doing the job well/correctly than just getting the tasks done as quickly as possible.
Recently, the RPH was called into the office to find several from upper level management and loss prevention.. From my understanding of the gist of the meeting is that this Rph was accused of not reporting med errors into the pharmacy software system. Which the Rph denied… apparently mistakes are so common in their system… that a Rph who was so conscientious that med errors didn’t happen in the numbers that this company expects. So apparently in their mind.. if they are not getting reports of errors the Rph is sweeping them under the rug.
I guess if a Rph doesn’t report med errors that are happening.. then the corporation doesn’t have proof as to the RPh admitting making the errors… proof that the RPh has violated the practice act and proof that the Rph has violated the company’s P&P. Which could mean that the company may end up with some financially liability being blind-sided by a lawsuit over a error that they are not aware of .
Apparently there was a number of questions on some sort of form and several pages.. that the Rph had provided and they required the Rph to initial and sign each page.. after all the signing was completed.. the Rph asked for copies of the paperwork and was told NO!..
FIRST TEACHABLE MOMENT … under such circumstances.. ask all the corporate witnesses to sign/initial the paperwork… make a copy for you… hand you the copies and at that point in time.. you will sign them.. THEY SAY NO… YOU SAY NO !
SECOND TEACHABLE MOMENT … ask to record the conversation with your smart phone… or 
http://www.hsn.com/products/swann-hd-pencam-mini-720p-video-camera-and-recorder/6746299?query=6746299&isSuggested=True
This is a FUNCTIONING INK PEN 🙂 abt $100… always keep in your pocket ?
If recording is permitted then something is probably up… you may be taking a knife to a gun fight.. It might be in your best interest to hire any attorney to sit in on this meeting as a future date that is agreeable to all.
Well the outcome of this meeting was … they were not sure what the conclusion should be.. the circumstances were unique – a Pharmacist not making med errors ?
The Rph was “suspended” until a decision was made… when asked when a decision would be made… the group was not sure .. may take some time..
Abruptly calling such a meeting where you are out numbered .. agenda is not clear …is designed to throw you off your game.. You will never win a game where you don’t know what game you are playing nor the rules of the game.. by the time you “catch on”.. you are so many point behind.. there is no way you are going to win…
THIRD TEACHABLE MOMENT… ever had a supervisor call you on the phone or pull you aside for a “conversation”.. a one-on-one private conversation.. a very useful tool to give the supervisor plausible deniability when whatever you are told.. comes back to haunt them. One-on-one conversations gives the “other side” the ability to claim that “that is not what I said”, “that is not what I heard”, “I don’t remember saying that”, “I don’t remember hearing that”, “there must have been some sort of misunderstanding”
You deal with this sort of corporate CYA.. when you have such conversations… where you are told to do something that you consider possibly unethical, immoral, illegal or makes you personally uncomfortable.. Simply send a email to the person you had the conversation with… such as … Just to make sure that I am complete clear of our (phone ) conversation on mm/dd/yyyy at abt 00:00 … and lay out your understanding of the conversation… send it high priority and read receipt … BCC a copy to your home computer and/or your phone to verify that it went out… regardless of what the other party does… doesn’t open the mail… doesn’t acknowledge receiving the email.. there is a “paper trail” of it being sent…
Close the email out with some sort of statement “unless I hear from you otherwise or to the contrary , I will presume that my understanding of our conversation is correct and accurate.”
Your employer keeps a personnel file on you… shouldn’t you keep a corporate file on them and your supervisor? Copies or screen shots of questionable edicts. It is better to have a file that may end up being 80% junk.. than 100% empty.. if you have to defend yourself over something that you did or was told to do.
One large pharmacy/healthcare corporation asked all of their employees to sign an agreement to wave their rights to sue their employer and agreed to some sort of mandatory mediation to solve any employee/employer conflict.
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