A joint Washington Post-Kaiser Health News article last year focused on the greater scrutiny aging doctors face in the workplace, an emotionally charged issue that’s come to the forefront of the healthcare world in recent years.
According to the American Medical Association, approximately 42 percent of U.S. physicians are older than 55, with 21 percent surpassing the country’s retirement age.
Still, most practices don’t have a formal approach to confronting aging physicians, particularly if retirement seems to be the only viable outcome. So what do you do if you’re confronted with this issue?
Be Straightforward
Confronting an aging physician is normally advisable, but beware – it can be awkward and perhaps problematic. But postponing a meeting with a coworker could turn into a medical malpractice lawsuit or the loss of medical licensing for the physician in question.
Physical and Cognitive Tests
Some hospitals and large medical practices are requiring aging physicians to subject themselves to periodic physical and cognitive exams. Some physicians, too proud to undergo routine testing, will perhaps retire voluntarily. Others may be forced to confront glaring medical concerns.
Steps to Handling an Aging Physician
- You can ask physicians at your practice to receive regular check-ups and examinations. These exams should include both physical and cognitive testing. These physicians could be suffering from deteriorating hearing, impaired motor skills, or even dementia under your roof.
- If one or more physicians at your practice refuse to be evaluated, consider stipulating such examinations as a contractual requirement upon which continued employment depends. Reference state and federal laws and consider speaking with an attorney to ensure it’s within your legal rights to do so.
- You may want to reassign an aging physician, giving him/her different roles to accommodate his/her continued medical practice. For instance, you may want to curtail the duties of a physician with shaky hands.
- Consult any compensation obligations and retirement plans with an attorney upon asking a physician to step down. Consider creating a retirement program to encourage the aging physician to retire with dignity. Try to be discreet – do not delegate this task to an administrative blowhard.
Dealing with a physician plagued with competency issues is extraordinarily difficult, especially if you’ve spent a considerable amount of time together. Consult with other physicians at your practice and plan in advance for a scenario like this, particularly if you see a situation like this coming.
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