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About Purrpa

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  1. Not sure how helpful I can be. Even when employed in private practice I was either paid salaried or hourly with/without bonus based on productivity. - Do you know your numbers in terms of what you bring to the practice? - Do you have paid benefits (health insurance, CME monies, CME time off, vacation days, etc)? I would suggest having an employment attorney review your current contract. Good luck.
  2. Wow, this scary and sad. Not knowing all the details, and I am not a lawyer, but if this were me, I would spend whatever I could on sound legal advice. Perhaps seek advice from treating provider? Unfortunately they have likely seen this before. Best wishes to your friend/colleague for ongoing health and recovery.
  3. Agree with NJPL1213. Too many red flags IMO. 4-8 patients a day? How does that even pay your salary, let alone the rent? And while I’m sure your preceptors know you well, certainly they don’t expect these 4-8 (or likely 48 patients at sometime soon) to all arrive needing dressing changes, staples removed, or other such tasks performed? I’m in MI too. Long out of school. Send me a message. Maybe I can help connect you with other options.
  4. You've got my attention, but I feel like I'm missing something - like what you are referring to. Am I the only one?
  5. Couldn't agree more!! If you have the opportunity, spend time "shadowing" the RVTs in the lab NOW; attend their journal clubs, consult & learn from them throughout your vascular surgery career. Sent from my iPad using Tapatalk
  6. Is this Fred Hutchinson Ca Research Ctr? If so, rated #1 by me...all the way from the "Go Blue! U???? & mitten state"! I'm curious why you're only looking for those with experience? I would have imagined FH to be more progressive; the type of employer willing to INVEST in their employees. I assume the turn over must be really high. Sorry to hear this. Good luck. Sent from my iPhone using Tapatalk
  7. I can't believe I'm going to say this, but I am. Continue with the FNP program, hold your head high & don't look back at us PAs who bicker over name changes, ever changing certification requirements & ongoing NCCPA exams/fees. Look forward to taking ONE exam & maintaining ongoing CME certification. Frankly, I'm considering retaking the NCLEX exam to work as a staff RN again. Best of luck to you - Sent from my iPad using Tapatalk
  8. It sounds like you want to work Peds. I get it. As you indicate you don't have the skills to advocate for yourself - please hire someone who does. Google "healthcare employment attorneys" with your city, state. However, many such attorneys work nationwide (& have collegial relationships w attorneys in other states). It would be helpful to find an attorney who has worked with PA contracts. S/he will know what to look for. It may cost you ~$250 - 1k depending on geographical area, if you have them negotiate for you or just highlight "red flags", etc. Please don't feel pressur
  9. At this point in your career, I say absolutely include this!! As a phlebotomist were you not interacting with patients; perhaps offering comfort here & there? As a caregiver in a nursing home, were you not part of that "healthcare team" I hear so much about? I went with a friend to her chemo appointment recently. The phlebotomist knew my friend's name (stopped her in the parking lot...hesitated just a bit) - this was her 2nd appt; asked about her daughter & how her 1st tx went. Later I watched that same phlebotomist draw pictures on band aids (everyone - not just the kids), singi
  10. Although not specific to PAs, I'm impressed with themuse.com for professional career advice. https://www.themuse.com/advice/51-interview-questions-you-should-be-asking Sent from my iPad using Tapatalk
  11. Oops...obviously I'm not as adept with my iPad as I'd like to be. Nonetheless, Doug, we now have n=2. Although I am most likely more than several decades older than you, I agree, people learn differently. In my prior life I was a nurse, 1st an LPN, than an RN. I was admitted in a pilot program at a local community college in a "self directed" plan of study, utilizing modules (no home internet in 1980! Although they had a fabulous Media Learning Center...). We had no requirements to attend any classes EXCEPT for mandatory lab/clinical learning requirements - just show up & take the e
  12. I hope you take this opportunity to write a review on Glassdoor. I've found such reviews to be "spot on". The article below is excellent & hopefully HR & CEOs are paying attention. Of course the article is referring specifically to *great millennial physicians*, but should be referring to *great employees*. Period. http://www.kevinmd.com/blog/2015/08/how-to-hire-a-great-millennial-physician.html Sent from my iPad using Tapatalk
  13. Geez, this brings back awful memories for me. I resigned from a single physician practice on what I thought was great terms. Three NPs had recently left the practice, so I gave plenty of notice & offered to work contingent & on days off from my new job &/or continue beyond my expected last day, should the "credentialing process" be delayed at my new job. New position was in an academic setting; part of the credentialing included a form to be filled out from a PHYSICIAN who worked with me in the LAST 12 months. Ultimately I was notified from new job administrator that the MD m
  14. Mark Kopson Email: mkopson@plunkettcooney.com He's a healthcare employment/contract attorney who knows what & who PAs are. He's in MI, but I'd still recommend contacting him. He will lead you in the right direction. PM me if you would like. Sent from my iPad using Tapatalk
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