Malecki Brooks Ford Law Group, LLC | Healthcare Law

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HR suddenly wants to meet. Now what?

On Behalf of | Jan 16, 2025 | Healthcare Law

After a long, difficult day, a physician may receive a request to attend a meeting with human resources (HR). People in that situation might panic. They worry that they could be about to lose their job.

Medical professionals who received a request to attend a sit-down meeting with HR or management for a discussion have reason to be worried. They may need help protecting themselves.

What is the meeting about?

The first question that every physician has when facing a discussion with HR or management is the nature of the meeting. Most meetings occur for one of three reasons.

Those reasons include:

  • concerns about the provider’s performance
  • discussions about consequences for continued issues
  • summary termination

The company may propose a plan for correcting the behavior or may offer resources. The manager or HR team member conducting the meeting can also warn about the potential consequences of failing to make adjustments.

Should providers attend these meetings?

It is usually beneficial to comply with an employer’s request to sit down with someone from management or HR. Still, providers need to be ready for the discussion that could arise. They need to control their emotions and may want to discuss the situation with a lawyer ahead of time. An attorney who understands the needs of a physician and employment contracts can offer better guidance than someone with general employment law experience.

How should providers act during the meeting?

During the meeting, pay close attention to what management or HR conveys. Controlling emotional responses and being receptive to feedback is typically the best option. Providers generally need to focus on taking in information rather than arguing. Providing accurate and succinct answers to questions is important. Countering the claims made by management and HR during the meeting may not be beneficial.

In cases involving a proposed performance improvement plan or attempts at initiating progressive discipline, the provider may receive a write-up or other documentation. Instead of signing it immediately, the best thing to do is to accept it and promise a response after having an opportunity to review the written document.

In scenarios where a company attempts to terminate a provider, they can counter immediately by asserting, “No, I am not fired, and I will respond to this as soon as possible.” This response prevents the company from moving forward with the termination immediately. Additionally, even if given the opportunity, providers should not resign to avoid termination. Those who voluntarily leave their jobs face consequences related to their contracts, future business opportunities and credentialing.

Discussing this kind of scenario with an attorney as soon as possible is important. If leaving is likely the best option, a lawyer can help determine the best possible terms for that separation. In scenarios where a professional wants to stay, their lawyer can help them plan a path forward. A meeting with HR or management does not have to result in catastrophic career setbacks for healthcare providers. Responding appropriately to a meeting request and during meetings can help physicians protect their careers.