• Constructive criticism conveyed in a respectful and professional manner , without blame or shame for adverse outcomes ;
• Professional comments to any professional , manage rial , supervisory , or administrative staff , or members of the Board of Directors about patient care or safety provided by others ;
• Active participation in m edical staff and hospital meetings ( i . e ., co mments made during or resulting from such meetings can not be used as the basis for a co mplaint under this Code of Conduct , referral to the Health and Well being Committee , economic sanctions , or the filing of an action before a state or federal agency );
• Membership on other medical staffs ; and
• Seeking legal advice or the initiation of legal action for cause .
B . INAPPROPRIATE BEHAVIOR Inappropriate behavior by medical staff members is discouraged . Persistent inappropriate behavior can become a form of harass ment and thereby become disruptive , and subject to treatment as “ disruptive behavior .” Examples of in appropriate behavior incl ude , but are not lim ited to , the following :
• Belittling or berating statements ;
• Name calling ;
• Use of profanity or disrespectful language ;
• Inappropriate comments written in the medical record ;
• Blatant failure to respond to patient care needs or staff requests ;
• Personal sarcasm or cynicism ;
• Deliberate lack of cooperation without good cause ;
• Deliberate refusal to return phone calls , pages , or other messages concerning patient care or safety ;
• Intentionally condescending language ; and
• Intentionally degrading or dem eaning comments regarding patients and their fam ilies ; nurses , physicians , hospital personnel and / or the hospital .
C . DISRUPTIVE BEHAVIOR Disruptive behavior b y medical staff members is prohibi ted . include , but are not limited to , the following :
Examples of disruptive behavior
• Physically threatening language directed at any one in the hospital including physicians , nurses , other medical staff members , or any hospital employee , administrator or member of the Board of Directors ;
• Physical contact with another individual that is threatening or intimidating ;
• Throwing instruments , charts or other things ;
• Threats of violence or retribution ;
• Sexual harassment ; and ,
• Other forms of harassment including , but not l imited to , persistent ina ppropriate behavior and repeated threats of litigation .
D . INTERVENTIONS Interventions should i nitially be non-adversarial in nature , if pos sible , with the focus on r estoring trust , placing accountability on and rehabilitating the offending medical staff member , and protecting patient care and safety . The medical staff supports tiered , non-confrontational intervention strategies , starting with informal discussion of the matter with the approp riate section chief or dep artment
© 2008 American Medical Association . All rights reserved . 2