Don't Compromise on Resident Physician Termination Decisions

These two factors often make the resident more likely to initiate a lawsuit. The resident may conclude, for example, that the adverse decision is because of an unlawful, discriminatory reason.

"We've had cases where residents have done just that," Read says. "This is a very real and practical situation we advise program directors on all the time."

Additionally, giving residents the opportunity to finish the year can hurt patient care and the functionality of the program. Residents in limbo often lose their motivation and stop performing activities, such as:

• Responding to calls


• Completing charts and other paperwork in a timely manner


• Working congenially with colleagues


• Following department or institution policies and procedures

Program directors should consult administrators in the graduation medical education office and hospital legal counsel to discuss the terms of the termination, including the date the resident will be fired.

Every case is different, but it's generally a better move to make the tough decision and not allow the resident to finish the year, Read says.

The benefits of a swift, informed decision often outweigh the risks of a limbo period for the resident and the program.

Julie McCoy is the associate editor for the residency department at HCPro.