If someone was sponsored for GC through LC (perm) and got their greencard 6-7 months ago and now subsequently got fired from the practice. Can the employer make any rights or claims on that persons greencard? The employee basically refused to take any more call, blocked of significant time from their daily schedule for personal activities, became non-profitable for the employer, and had a different attitute altogether once the greencard was processed. Basically itching to get fired from the job? Thanks for your help!
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Employer rights in Medical Practice
- Thread starter jack786
- Start date
This is one of those situations that gives the immigrant community the bad rep that they generally on't deserve.
People might want to change jobs anyay, US citizens do that on average 6-8 times in their life. But I believe you have to do it the right way. Leave the GC alone, but I am sure his next employer would be calling you for reference. There is always two sides to a story, but most of this is not worth the aggravation.
People might want to change jobs anyay, US citizens do that on average 6-8 times in their life. But I believe you have to do it the right way. Leave the GC alone, but I am sure his next employer would be calling you for reference. There is always two sides to a story, but most of this is not worth the aggravation.
He was 'itching to get fired' because that way the termination of his job was out of his hands (and hence USCIS can't give him a problem about having an 'intent' to leave the employer 5 years later at the citizenship interview).
While it is one way to deal with the 'intent' issue, I consider it poor style and a bad career move. Medicine is such a small world, getting fired from a job is a big black blotch on ones CV.
Unfortunately/fortunately as an employer you have no recourse in this situation.
Let it go. Terminate him 'for cause' and cut your losses.
While it is one way to deal with the 'intent' issue, I consider it poor style and a bad career move. Medicine is such a small world, getting fired from a job is a big black blotch on ones CV.
Unfortunately/fortunately as an employer you have no recourse in this situation.
Let it go. Terminate him 'for cause' and cut your losses.
good for him
god bless him 5 yrs is too long to stick it out in a health care shortage area most of us are held in place places because our arms are twisted by these opportunistic people.I hate this whole set up.Most of these MDs are exploited and clearly dont have the same say as the other US docs working at the same practice.tell me if i m wrong
god bless him 5 yrs is too long to stick it out in a health care shortage area most of us are held in place places because our arms are twisted by these opportunistic people.I hate this whole set up.Most of these MDs are exploited and clearly dont have the same say as the other US docs working at the same practice.tell me if i m wrong
I second that
The employer doesnt even bother to listen,, forget solving issues. We get abused by our rowdy patients at the chc, overworked and underpaid is my job description at work.
Why would i hang in there once i get my green card ????? Offcourse i wont do something stupid to get fired thats not professional.
The employer doesnt even bother to listen,, forget solving issues. We get abused by our rowdy patients at the chc, overworked and underpaid is my job description at work.
Why would i hang in there once i get my green card ????? Offcourse i wont do something stupid to get fired thats not professional.
right on buddy
i agree with my honorable friend by the way let me tell you guys a story and let me know what you guys think
I m an internal medicine physician who is in his 2nd yr of j1 waiver in arkansas.I m looking to switch waiver jobs but my current employer is giving me the run around.
I am pretty unhappy where i work at and just found out they violated emtala violation for the past yr.Its a group practice and these other MDs and their nurses were transferring patients from the adjacent hospital er to the clinic.(those that were deemed non emergent at their discretion over the phone)would this be a breach of j1 contract or could it be considered an extentuating circumstance ?i already got an offer from another hospital in the same state which falls under health care shortage area and am thinking about switching j1 jobs.
I also got an offer from a va hospital can i switch to a va hospital from my current clinic job?
to recap
1-would a clear multiple emtala violation encouraged by the clinic be one of them?
2-my clinic put in an addendum to my contract after i moved here which was 3rd party aggrement and wasnt signed by me.it s a 150000 dollar release clause whick kicks in after the 1st 12 mths each month i stay here they payment goes down by 7000 $/mth.this was an aggrement between the clinic that sponsored my j1 and the adjacent hospital who helped them sponsor my salary. apparently this was mandated by anti kick back law or stark law .i didnt sign this part of contract and i would not have agreed to this is this legal??
Regards,
i agree with my honorable friend by the way let me tell you guys a story and let me know what you guys think
I m an internal medicine physician who is in his 2nd yr of j1 waiver in arkansas.I m looking to switch waiver jobs but my current employer is giving me the run around.
I am pretty unhappy where i work at and just found out they violated emtala violation for the past yr.Its a group practice and these other MDs and their nurses were transferring patients from the adjacent hospital er to the clinic.(those that were deemed non emergent at their discretion over the phone)would this be a breach of j1 contract or could it be considered an extentuating circumstance ?i already got an offer from another hospital in the same state which falls under health care shortage area and am thinking about switching j1 jobs.
I also got an offer from a va hospital can i switch to a va hospital from my current clinic job?
to recap
1-would a clear multiple emtala violation encouraged by the clinic be one of them?
2-my clinic put in an addendum to my contract after i moved here which was 3rd party aggrement and wasnt signed by me.it s a 150000 dollar release clause whick kicks in after the 1st 12 mths each month i stay here they payment goes down by 7000 $/mth.this was an aggrement between the clinic that sponsored my j1 and the adjacent hospital who helped them sponsor my salary. apparently this was mandated by anti kick back law or stark law .i didnt sign this part of contract and i would not have agreed to this is this legal??
Regards,