As I continue to read Dennis Miller’s PHARMACY EXPOSED I am reminded of all the problems that retail pharmacy has. This book is some 750+ pages and while I have the paperback version.. I suspect that , if there is hardback copy, if you hit someone in the head with it… it would cause some serious cranial damage. I have just passed the half way point in the book.
Dennis has reprinted a number of letters to editors to numerous pharmacy industry journal and postings from various bulletin boards … some of the reprints date back to the early 90’s and from the content .. they could have been written recently. Things have not changed from the employer stand point.. nor from the majority of RPH’s being spineless, passive, introverts.
One common theme from these pages ..is that we are allowing non-medical people to determine how we function and do our job… and I am not talking about just management.. but the general public as well..
IMO… general civility is in the CRAPPER and corporate management is endorsing, encouraging such actions from the general public , by their actions/reactions to pt/customers when they complain about what we all know are absurd in a civil society.
I have stated before… nearly all employers have a section in their P&P manual about a hostile work environment.. and unless pt/customer is specifically excluded… they are expected to act appropriately in a public place.
The point remains.. if your employer expects you to follow the rules in the P&P manual.. they are required to follow the same rules.. even when it is against their normal operating procedures… like agreeing with irate customers and absurd demands..
I would suggest that the next time that a front end manager or “suit” pacifies a irrationally irate pt/customer.. that you ask to speak with that person after the fact.. inform them that you consider that they are creating a hostile work environment and send them a email as a follow up.. They should get the point.. if they don’t.. they next time.. repeat the process …but this time..send a copy of both emails to HR/CCO..
If an employer can fire you for breaking the company’s P&P… they cannot fire you for refusing to break the company’s P&P.. Yes, they can fire you.. but.. you have documented that it is retaliation for refusing to break P&P… which is grounds for a wrongful discharge.. which can be expensive for the employer…
Jim Plagakis just posted a email from a Wal Mart Pharmacist where the store’s manager crossed the hostile work environment line… http://www.jimplagakis.com/?p=5933
Fortunately, according to what was posted, this RPH… is familiar with the hostile work environment section of the company’s P&P and called the front end manager on it.. I suspect that it will be a long time before this floor manger comes into the pharmacy and attempts to tell the pharmacy staff how to function… with this violation hanging over her head.
As I have often stated before… threats and intimidation is a TWO WAY STREET !
According to what was posted, apparently this manager “rules” with a “iron fist” and since most of the people under her are minimum or near minimum wage staff that are probably just trying to survive and they have not bothered to read the company’s P&P manual.. and she is use to making threats and creating a hostile work environment without any consequences.. and she probably knows better… but until someone called her on it.. her management style isn’t going to change.
Filed under: General Problems
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