Reporting Resources

You can start by having a conversation with any or all of the following:

• Individual(s) involved
• Others such as the chief resident, attending physician, and/or clerkship/site director or course chair
• Dean’s Office (Assistant Dean, Associate Dean, SAO, or leadership of Drew, PRIME or MSTP)

You can submit a report.

DPO keeps complaints and matters disclosed in an investigation as confidential as possible. However, DPO may need to disclose some information about the complaint in order to conduct a thorough investigation and to give individuals a fair opportunity to respond to allegations against them. DPO makes efforts to protect the privacy of all individuals throughout all phases of the complaint process, but complete confidentiality cannot be guaranteed once a complaint is filed or DPO learns of discriminatory or harassing conduct.

Protected categories include:

• race
• color
•  national origin
• religion
• sex
• gender
• gender expression
• gender identity
• gender transition status
• pregnancy
• physical or mental disability
• medical condition (cancer-related or genetic characteristics)
• genetic information (including family medical history)
• ancestry
• marital status
• age
• sexual orientation
• citizenship
• service in the uniformed services, including protected veterans

An impairment is defined as:

"Any condition or behavior, regardless of cause, which interferes with the Member's ability to function as normally expected. Impairment or compromise may exist in one or multiple domains, including, but not limited to, psychomotor activity and skills, conceptual or factual recall, abstract thought processes, judgment, attentiveness, demeanor, and attitudes as manifested in speech or actions. Major symptoms of impairment or compromise may include declining work performance as manifested by repeated behaviors including decreased concern for patient wellbeing, unavailability, missed appointments, unexplained absences, incomplete medical records, poorly communicated medical orders, and withdrawal from hospital or other professional activities. Additional indications may be lapses in judgment, inappropriate relationships, boundary violations, signs or behavior related to intoxication, self-medication, or utilization of controlled substances, or misuse of alcohol. Change in character or personality, bizarre or embarrassing behaviors, deteriorating personal hygiene, and mood swings are further accompaniments of impairment or compromise. Compromise can also include excessive unprofessionalism; as indicated by behaviors including but not limited to, failure to return pages, repeated reports of poor or disrespectful communication, and harassing or aggressive behavior."

• If a Unit Supervisor is notified, the Unit Supervisor will notify the Service Chief.
• The Service Chief, or designee (defined as the "Reviewer") will gather information, including interviewing the Member, and make a determination regarding the allegation and determine if a referral to the Medical Staff Health Committee is warranted.
• If the Reviewer determines there is imminent danger to patients, the Reviewer will immediately remove the Member from all patient care duties and will alert the Chief Medical Officer and the Administrator On Call.
• If it is determined that a referral to the Medical Staff Health Committee is warranted, the Reviewer will compile all information from the Observer and complete the "Referral to the Medical Staff Health Committee" form (available in Appendix A of policystat document).

The University prohibits retaliation against a person who reports sexual misconduct, assists someone with a report of sexual misconduct, or participates in any manner in an investigation or resolution of a sexual misconduct report.  Retaliation includes threats, intimidation, reprisals and/or adverse actions related to employment or education.  This prohibition protects all participants in the investigation process, including the complainant, the respondent and the witnesses. Any employee who engages in retaliation may be subject to discipline, including dismissal, in accordance with the applicable University disciplinary procedures.

Matters include, but are not limited to:

• HIPAA
• Clinical research
• Conflicts of interest
• Vendor relations
• Gifts and entertainment
• Credentialingod
• Coding and billing
• Cost reports
• Information security
• Record keeping
• Fair competition
• State and federal health care
• Research laws and regulations, and more.