Synergy - March/April 2014 - 13
industry feature
* Duration of the relationship
* Whether the hiring party has the right
to assign additional projects to the
hired party
* Extent of the hired party's discretion over
when and how to work
* Method of payment
* Hired party's role in hiring and paying
assistants
* Whether the work is part of the regular
business of the hiring party
* Whether the hiring party is in business
* Provision of employee benefits
* Tax treatment of the hired party.
In recent years, the volume of employment
law claims filed by physicians against
hospitals has increased. This increase, in
part, is a function of the trend of hospitals
to directly employ physicians. However,
in many cases, the claims have been
brought by physicians whom the hospitals
never intended to be employees. While
the parties may not have intended an
employment relationship, a court may
still determine that such a relationship
exists. If so, the physician is entitled to the
protections of Title I of the ADA as well
as the ADEA. Not only does this open
unanticipated employment law exposure
for the hospitals addressing issues with
aging physicians, such claims would also
not be subject to HCQIA immunity.
To the extent a hospital and/or medical staff
takes action against an aging physician based
on concerns over the physician's ability
to physically or mentally perform the job,
the physician could claim his/her privileges
were restricted due to a disability covered
by the ADA, equating to discrimination
under the ADA. The ADA defines disability
as: (1) a physical or mental impairment
that substantially limits one or more major
life activities; (2) a record of having such
an impairment; or (3) being regarded as
having such an impairment. In the event a
physician claims to have a disability, there
are additional obligations placed on the
employer under the ADA to engage in what
is referred to as the "interactive process"
and determine whether there is a reasonable
accommodation that would enable the
physician to perform the essential functions
of the job.
In Mattice v. Memorial Hospital of
South Bend, Dr. Mattice had a history of
depression and panic attacks, and had
taken leaves of absence to address these
conditions. After he returned to practice,
a patient died while under his anesthesia
care. After a medical staff hearing and
appeal, the physician was placed under a
monitoring and testing agreement. Mattice
alleged the agreement made it impossible
for him to practice, and it constituted
unlawful discrimination against him based
on conditions covered by the ADA.
Memorial filed a motion to dismiss early in
the litigation, in part, on the basis that the
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MARCH/APRIL SYNERGY
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Synergy - March/April 2014
Table of Contents for the Digital Edition of Synergy - March/April 2014
Table of Contents
Synergy - March/April 2014 - Intro
Synergy - March/April 2014 - Cover1
Synergy - March/April 2014 - Cover2
Synergy - March/April 2014 - 1
Synergy - March/April 2014 - Table of Contents
Synergy - March/April 2014 - 3
Synergy - March/April 2014 - 4
Synergy - March/April 2014 - 5
Synergy - March/April 2014 - 6
Synergy - March/April 2014 - 7
Synergy - March/April 2014 - 8
Synergy - March/April 2014 - 9
Synergy - March/April 2014 - 10
Synergy - March/April 2014 - 11
Synergy - March/April 2014 - 12
Synergy - March/April 2014 - 13
Synergy - March/April 2014 - 14
Synergy - March/April 2014 - 15
Synergy - March/April 2014 - 16
Synergy - March/April 2014 - 17
Synergy - March/April 2014 - 18
Synergy - March/April 2014 - 19
Synergy - March/April 2014 - 20
Synergy - March/April 2014 - 21
Synergy - March/April 2014 - 22
Synergy - March/April 2014 - 23
Synergy - March/April 2014 - 24
Synergy - March/April 2014 - 25
Synergy - March/April 2014 - 26
Synergy - March/April 2014 - 27
Synergy - March/April 2014 - 28
Synergy - March/April 2014 - 29
Synergy - March/April 2014 - 30
Synergy - March/April 2014 - 31
Synergy - March/April 2014 - 32
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