From a young age, your parents probably tried to teach you right from wrong. And if you did something wrong, hopefully they spoke to you about it and convinced you that doing things the right way was important. So what do we do when we see someone doing something wrong at work?
Occasionally we encounter scenarios in our practices that cause us to question whether a situation is ethical, moral, or even legal. If you have, you probably asked yourself whether you should do something about it. Sometimes, there is no right or wrong answer. Many of us have chosen to look the other way. Let’s face it - often it is easier. But what happens when we look the other way? We quickly lose trust when suspicions are left unanswered.
Suspect business practices can come in all shapes and sizes. There is the employee who receives a vendor gift card for participating in a survey or study. Should the employee pocket the gift card or should they turn it over to the company to be used for the common good of everyone? What about the doctor who knowingly violates company policy by removing medical records from the practice premises? Should you inform the owner or just pretend that you didn’t see anything and hope the record gets returned? And what about the long-time business manager who refuses to answer questions about certain aspects of accounts receivable even though it is clear that funds are missing or miss-appropriated? Should you trust the manager or have a conversation with the owner?
Often, an employee is afraid to say anything for fear they will be the one to get in trouble. So what do you do? When faced with a situation that needs an answer, begin by asking questions. In these situations, what can appear black and white may actually be gray or even not what it appears at all. Try taking the following steps:
- Clarify the situation in your own mind
- Ask questions of the employee or others who may have witnessed the situation
- Get a better understanding of the big picture
- Avoid making accusations unless you are positive you have all the facts
Sometimes, just raising a question to your supervisor, manager, or owner, can help you clear up confusion. More likely though, it can present an opportunity for an administrator to see something that is not right. If your administration is part of the problem, you will need to decide if you can have a conversation with your owner and not harm your own position with the company. If you do decide to speak with your practice owner, remember, you are on a fact-finding mission to clear up your own questions or confusions, not make accusations. Going about it this way leaves room for your owner to investigate and come to his or her own conclusions which leaves you looking like an observant employee who thinks outside the box!
Submitted by the VHMA Ethics Committee:
Tom MacDonald, CVPM, Chair
Stanley Diment, CVM
Debbie Hill, CVPM, PHR
Shelley Johnson, BS, CVPM
Marie McNamara, MBA, CVPM