No, I Am NOT Fired!

“Human Resources contacted me today out of the blue and wants to meet with me tomorrow.  They won’t say what it is about. I feel like I am going to be fired but I don’t know why. Should I go to the meeting? What should I say?”

The above is an example of what we are asked more and more frequently in our practice of representing physicians and other healthcare professionals. They are understandably anxious when called upon this way. This article focuses on what to do if you find yourself in this type of situation and provides suggestions about how to respond.

Usually, when contacted by Human Resources (“HR”) or management out of the blue to meet to “discuss something” the reason is one of the following: 1) a discussion of the provider’s behavior and what needs to be done to correct it; 2) a warning about what will happen if the conduct continues, or 3) termination.

The following are suggestions about how to respond:

1. Should you go to the meeting? Yes. But you should BE PREPARED. How do you prepare? You should speak with your attorney about how to prepare. The attorney should be one who has solid experience with physician representation, employment contracts and credentialing. Experience matters here.
2. When you are in the meeting, LISTEN to what is being said. Be polite and professional regardless of how you feel. You will have time later to discuss the matter. If you are asked direct questions, answer them truthfully and respectfully. This is not a time to argue.
3. If you are given something in writing, regardless of what it is, even if it is a termination notice you should say, “Thank you. I will review this and get back to you as soon as possible.”
4. If you are outright terminated (fired) you should respectfully but firmly say, “No, I am NOT FIRED (to communicate that you do not accept the termination) and I will get back to you as soon as possible.” You may think that sounds odd. The rationale is that until you have time to think about what has occurred you should not automatically accept and agree that you are “fired.” (This strategy is credited to James Abruzzo, global head of DHR Global, an international executive search and leadership consulting firm).
5. Do not resign. Resignation has legal, business and possible credentialing consequences.
6. Discuss options with your attorney. What are your options? For each person and based on the factual situation, the answer will be different. Perhaps you want to leave the employer. If so, what is the best exit strategy for you? How do you manage the situation to make it work as much as possible in your favor? Perhaps you want to stay. How can you make that happen?

For further information contact:

Melinda Malecki 
[email protected]

Aileen Brooks 
[email protected]

See also:

• Nonprofit Boards and CEO Employment Contracts: What They Are, What Is In Them, and Why Both Boards and CEOs Should Agree to One: Abruzzo, James: on Amazon.com
• Decoding An Employer’s Code of Conduct
• A Constructive Solution To What May Be A “Silent” Issue?
• Is Executive Coaching For You?
• “Medical Practice Divorce” What To Do (And Not To Do) When You Are Terminated Abruptly By Your Employer