Cross Law Firm, S.C.Cross Law Firm, S.C.2024-03-19T17:57:27Zhttps://www.crosslawfirm.com/feed/atom/WordPress/wp-content/uploads/sites/1203834/2020/02/cropped-Milwaukee-Wisconsin-employment-law-attorneys-32x32.jpgOn Behalf of Cross Law Firm, S.C.https://www.crosslawfirm.com/?p=525902024-03-19T17:57:27Z2024-03-19T17:57:27ZAre teachers considered at-will employees?
Wisconsin is an at-will state, which means that most positions allow employers to terminate an employee or allow employees to leave their position at any time and for any reason. However, the Wisconsin Association of School Boards notes that contracts should not identify administrators and teachers as at-will employees. Under most teaching contracts, school district administration must have a reason for terminating a teacher’s employment during the school year, which is generally appealable to the school board in a public or private hearing.
The reasons given by the school board may implicate your good name or professional standing, you may want to your story to the public including parents directly in a public hearing.
Can you receive pay for teachers’ conventions and other activities?
Yearly educational conferences can be a vital part of teachers’ professional development. School boards can provide pay for the time that teachers spend at these conventions, provided they file record of their attendance with the school district.
How long do teachers’ contracts last?
The usual term for a teacher’s contract is one year, and the contract should outline the structure of that year. This includes the number of days that the teacher will work during the school year and what the expectations are for the summer.
What if the school board does not renew your contract?
Wisconsin law requires school boards to undergo a specific process when cutting a teaching position, choosing not to renew a teacher’s contract or reducing a full-time teacher’s hours. School boards must either seek a voluntary agreement with the teacher in question or issue a preliminary notice of nonrenewal after a school board vote. Teachers must receive notice of renewal or nonrenewal on or before May 15.
Before issuing a final notice of nonrenewal, the school board should also provide teachers that received a preliminary notice of nonrenewal with certain opportunities. This may involve a private conference with the administration to challenge the nonrenewal and negotiating a resignation agreement, or a public or private hearing in front of the school board.
Teachers’ contracts contain many complex details, and a thorough review can mean the difference between a fair workplace and a challenging school year. Teachers may want to seek experienced guidance as they review their contract to ensure that they understand the terms of their employment.]]>On Behalf of Cross Law Firm, S.C.https://www.crosslawfirm.com/?p=533112024-02-08T15:44:54Z2024-02-08T15:44:54ZBeginning work with a new employer can lay the groundwork for a new and successful chapter of your career. However, physicians often fail to consider employment terms beyond compensation. Physicians should also carefully review and negotiate all terms of their employment contracts. Making mistakes during the review process can impact the future of a healthcare provider’s career, their finances, and their ability to dedicate time to their life outside of their work.
An employment law attorney who understands the intricacies of workplace agreements and of physician employment can help physicians navigate the details of these complex and often lengthy contracts. What questions should physicians ask when reviewing an employment contract, and how could an attorney help them navigate this process?
What kind of work does the contract require?
One of the first things to consider before signing an employment contract is whether the duties outlined in the contract are fair. Talking to physicians who are working for your prospective employer is always a good idea. A contract should address the work expected of you, as well as the support you will have to perform at your best. As the American Association of Family Physicians notes, you should also consider details like whether the contract allows time for administrative work.Without thorough review, you may find yourself required to work additional hours to complete paperwork and/or provide community services. You may also find yourself doing work at additional locations requiring time-consuming travel or within a schedule that does not work for you. An attorney can help you identify potential issues or unclear terms and negotiate a fair arrangement.
What compensation will you receive for your work?
One of the most critical aspects of a physician's contract is the compensation package. This includes the base salary, often an RVU calculation for enhanced compensation, and a time period for the base salary guaranty. Additionally, fringe benefits, vacation (and the ability to take vacation), CMEs, insurance, etc. Clarity of the terms is essential as well as transparency for the data used to calculate your RVUs.
How could this contract limit your career both today and in the future?
Physicians contracts may contain a variety of different clauses that restrict your opportunities. They may restrict your ability to perform outside work. Non-compete clauses may limit your ability to work for other healthcare facilities in the area if you leave your position with your employer. These clauses can become especially complex as so-called “super groups” with broad geographic reach have become more common.These clauses require careful review to ensure that the restrictions will not unreasonably limit your career. By reviewing the restrictions placed on you by your contract and negotiating fair terms, you can protect your career from unreasonable agreements.
What coverage does the contract offer if you face accusations of malpractice?
Malpractice insurance is a crucial element of a physician's contract, however, coverage of tail insurance is often overlooked or is specified as conditional, depending upon the type of separation of employment.
Although no physician expects this to happen to him or her, many physicians are unfairly accused of misconduct, including when staff may make a complaint about the physician’s conduct. Even when such an allegation is utterly without merit, many physician contracts then allow immediate termination without notice or opportunity to cure. In some cases reports are made to the National Practitioner Data Base even when such reporting is improper or unnecessary.
For cause terminations, including those which are not justified but allowed under the employment contract, can be a career killer.
What is not in the proposed contract is as an important as what is included
Often a prospective recruiter or manager for the new employer will make promises or representations to the physician as part of the hiring process. However, when the physician receives the proposed contract, it normally includes a provision which voids any such representations not specifically included within the contract itself.
What are the terms for exiting your position?
Provisions for renewal, non-renewal, notice periods and the ability to work those periods without hiatus, are crucial. Some physician contracts require the physician to provide notice without putting the same responsibility on the employer.By offering insights into these requirements, an attorney can help you to have a better employment situation and protect your career. Legal guidance can also help you identify potential pitfalls and address details that may create issues in the future.It is important for physicians to remember that a contract is not a formality – it is a document that has the potential to shape or harm your career for years to come. Having experienced guidance as you review and negotiate the terms of your contract allows you to approach these important documents with confidence.]]>On Behalf of Cross Law Firm, S.C.https://www.crosslawfirm.com/?p=533122024-01-31T22:02:23Z2024-01-31T22:02:23ZWhen you step through the door at the beginning of your workday, you deserve an environment free from hazards that could compromise their health and well-being. If you find yourself in a hazardous situation on the job, it is vital for you to understand your rights and the steps you can take to protect your safety and the safety of other workers.
What must employers do to keep workplaces safe?
Your employer is responsible for keeping your workplace safe for everyone employed there. Some of the many employer health and safety responsibilities include:
Providing training so that you can safely operate machinery, use safety equipment and perform other tasks on the job
Providing safety equipment required to perform your work
Ensuring that equipment is safe to use
Warning you about hazards in the workplace, ranging from trip hazards to potential exposure to hazardous substances
Comply with standards set by the Occupational Safety and Health Administration (OSHA)
Ultimately, workers’ safety on the job isn't a privilege—it's a fundamental right, and employers must take reasonable steps to ensure their employees’ safety.
What are your rights in the workplace?
Unfortunately, not every employer takes all of the steps necessary to keep employees safe from harm on the job. This is where your rights come into play. You have a right to:
Refuse to do a task if it would place you at imminent risk of injury or death
File a complaint to request an OSHA inspection, including requesting that your complaint remain anonymous, however you are more protected from retaliation if you can prove the employer’s knowledge
Report an injury or illness that you experience as a result of your work
Review the Log of Work-Related Injuries and Illnesses as well as the results of tests and safety inspections
File a workers compensation complaint without retaliation
Many people do not report dangerous situations or exercise other rights out of fear that their employer will punish them. Thankfully, if your employer threatens you or punishes you for reporting unsafe conditions, the law is on your side, provided you take the right actions. Further, the remedies are slim and time consuming, so obtaining legal advice BEFORE you confront your employer is always the best course of action. An experienced employment attorney can help you document this retaliation and protect your rights.
No one should have to choose between their safety and their job. Understanding your rights when hazards arise is often the first step toward prioritizing your well-being and safety at work.]]>On Behalf of Cross Law Firm, S.C.https://www.crosslawfirm.com/?p=533132024-01-23T18:16:42Z2024-01-23T18:16:42ZWhat information could lead to a whistleblower claim?
The information that a whistleblower may report depends on the laws involved. For example, the SEC oversees investigations of a variety of securities law violations. Whistleblowers often report:
Stealing money or securities from customers
Manipulating market prices
Making misleading statements or lying about a company or the investments offered to customers
Insider trading
The CFTC also oversees investigations of financial crimes, but these investigations focus on violations of the commission’s regulations and the Commodity Exchange Act. Some common types of misconduct that CFTC whistleblowers may report include:
Failing to keep accurate records
Fraud
Misusing funds intended for investments
The IRS investigates individuals and companies engaging in misconduct to avoid paying taxes. Common issues include:
Underreporting income
Overstating deductions or making illegal deductions
Hiding assets
Moving assets abroad to avoid paying taxes
Keeping false records
Because these financial crimes may appear similar, people with information about financial misconduct may want to discuss their concerns with an experienced attorney. A lawyer with experience navigating whistleblower claims can help them determine which laws apply.
How do these programs protect whistleblowers?
Because of the risks they take in blowing the whistle about illegal activity, whistleblower programs generally protect the confidentiality of the people reporting fraud. However, there are situations in which revealing the whistleblower’s identity is necessary for the investigation or legal process.
Are whistleblowers protected from legal action?
Generally, whistleblowers are not protected from legal action if they intentionally violated the law themselves. However, whistleblowing is sometimes the best protection against since he CFTC and SEC generally factors their cooperation into decisions about whether to pursue are wrong-doing by whistleblowers. The IRS, meanwhile, notes that the reward they receive may be reduced or eliminated entirely if the government finds that they “planned and initiated the actions that lead to the underpayment of tax”.
How are whistleblowers rewarded under these programs?
The SEC, CFTC and IRS all provide monetary awards for providing original information about fraud or other illegal activities. This is either information that is not already known to the public or that a person has reached through their own analysis. However, each program has its own requirements for qualifying for these monetary awards.
The SEC and CFTC Whistleblower Program offers whistleblowers rewards if their information leads to sanctions totaling $1 million or more. For both programs, the reward for making these reports totals between 10% and 30% of the settlement or fines involved depending upon the value of the information reported and whether there are also others who provided whistleblower information on the same matter. Although these are relatively new programs, millions and millions of dollars have already been awarded to whistleblowers by the FTC and the CFTC.
To qualify for an award as a whistleblower for the IRS, the issue must involve a tax compliance issue where more than $2,000,000 is involved. In addition, the taxpayer’s gross income must be greater than $200,000 for one or more of the years in which the noncompliance occurred. Whistleblower awards total between 15% and 30% of the money collected.
Is everyone eligible for whistleblower rewards?
Some people are exempt from whistleblower rewards. Because of the role that law enforcement plays in prosecuting crimes, both the CFTC whistleblower program and the SEC whistleblower program do not provide whistleblower rewards to law enforcement officers.
The IRS prohibits people who work in the Department of the Treasury or other government positions that handle tax information from acting as whistleblowers. This is because the law regulates what they can and cannot disclose and, in some cases, requires them to report any noncompliance they uncover as a part of their work.
Generally, whistleblowers work in executive positions in the company at issue, but not always. In some cases, lower-level individuals were privy to information by reviewing reports or being party to conversations. In addition, in some cases competitors have been whistleblowers
What should I do if I have information to report?
While the law does offer rewards and legal protections to whistleblowers, it is important to that you understand your rights and responsibilities. An experienced attorney can provide guidance as you navigate the reporting process, helping you understand your legal options and avoid missteps. With the right guidance, you can hold individuals and companies responsible for their illegal activity and take steps to protect yourself and your career.]]>On Behalf of Cross Law Firm, S.C.https://www.crosslawfirm.com/?p=533142024-01-23T18:09:16Z2024-01-23T18:09:16ZWhat is the False Claims Act?
Often called the “Lincoln Law,” the False Claims Act was initiated by Abraham Lincoln because companies were selling rotten beef and uniforms that disintegrated in the rain to the Union army. It provides a share of any recovery to whistleblowers who file complaints with original information of fraud against the government.
Today, 80% of the False Claims Act recovery is in Medicare / Medicaid fraud. However, there are also significant recoveries in military contract fraud, procurement fraud, import fraud, grant fraud, Small Business Administration eligibility fraud, and many other areas---where ever government contracts are involved.
Before reporting, collect documentation.
Knowledge that fraud occurred may not be enough to hold someone responsible. You should also collect documentation to support your claim. Depending on the type of fraud, this documentation may include:
Work orders or activity logs related to the fraud
Relevant emails, text messages or phone records
The names and titles of people involved in the fraudulent activity
Contact information for other witnesses
Legally-obtained recordings of phone conversations
This documentation can help you establish the facts you want to report and build a timeline of the fraudulent activity.
It is also important to remember that you may not be able to access this information after the investigation starts. Your employer may destroy evidence, or you may experience retaliation that cuts you off from key information. Securing evidence before your employer becomes aware of an investigation can ensure that this evidence is still available when it is needed.
Identify the laws involved in your claim.
The relevant government entities involved and the applicable statutes and regulations are crucial to determine whether evidence will be relevant to your claim.
Know the deadline for reporting fraud.
Keeping whistleblowing deadlines in mind can help ensure that your claim moves forward and that you have the protections you need.
Understand how to protect your rights.
It is important to know the steps you can take to protect yourself and the protections the law provides to whistleblowers. This may include remaining anonymous while reporting fraud, documenting any challenges you face after making a report and taking other steps. Identifying these precautions before moving forward with a claim will help you avoid missteps during the whistleblowing process.
Seek experienced guidance before reporting.
Reporting fraud against the government is not sufficient to secure your claim. Often, when a represented whistleblower who has filed a complaint obtains a recovery, others who reported the fraud through a government hot line or to the FBI feel cheated out of a reward. But the False Claims Act only provides a share of the recovery to whistleblowers whose legal counsel file detailed complaints under seal in federal court.
Thankfully, an attorney with experience in whistleblower cases can help you identify whether your concerns could be the basis of a legal case and provide support at every stage of this process. The guidance of an attorney can also help you lay the groundwork for protecting your career even before you report fraud.
While other types of complaints filed in federal court are frequently as short as just a few pages, False Claims Act complaints often exceed 100 pages because of the detail and specific examples required to meet the false Claims Act standards. Very few attorneys are experienced False Claims Act attorneys who can navigate the highly unusual procedural process and shoulder the work involved with preparing the complaint and the accompanying detailed evidentiary Disclosure Materials.
With the right guidance and careful preparation, you can hold individuals and businesses accountable for illegal activity while also protecting your rights and your future, and obtaining a significant share of any recovery to the government.]]>On Behalf of Cross Law Firm, S.C.https://www.crosslawfirm.com/?p=525752023-12-22T18:28:59Z2023-12-22T18:28:59ZWhat kind of tip pooling is legal?
The Fair Labor Standards Act allows businesses to require employees to combine their tips with other workers and receive a portion of those combined tips, a practice known as “tip pooling.” Traditional tip pooling – tip pooling that is limited to employees who generally receive tips – can help distribute tips more evenly throughout the workforce. This practice is legal for both workplaces that pay those employees the federal minimum wage and workplaces where employers claim a tip credit.
The tip pool may be shared between tipped and non-tipped employees like cooks, as long as all workers receive at least the federal minimum wage directly from the employer. This is considered nontraditional tip pooling.
What kind of tip pooling does the FLSA not allow?
While employers can require employees to contribute to a tip pool, some situations are prohibited by federal law. Examples of illegal tip pooling include:
Managers and supervisors receiving a portion of employees’ tips
Employees who receive less than minimum wage sharing a tip pool with employees who receive at least the federal minimum wage
These practices can limit tipped employees’ ability to receive fair pay.
What can you do if your employer engages in wage theft by improperly tip pooling?
If you believe that your employer has engaged in wage theft when pooling tips, you can take steps to protect your rights. Documenting information about tip pooling in your workplace and the pay you receive can support a claim. You may also want to speak to an experienced attorney to better understand your options and how you can hold your employer responsible. You may be able to obtain both liquidated (double) damages and attorneys’ fees in some cases of wage theft.]]>On Behalf of Cross Law Firm, S.C.https://www.crosslawfirm.com/?p=525962023-12-22T18:38:58Z2023-12-15T18:37:53ZBut what about tangible benefits?
Unions cannot guarantee results. Improvements in compensation, hours, and working conditions come through collective bargaining Because Unions fight for the interests of workers, unionized workers often see many different benefits in the workplace. The benefits of unionization include:
End of favoritism and arbitrary management actions
End of retaliation for voicing grievances
Higher compensation, including for less desirable hours, overtime, etc.
Greater insurance coverage
More paid leave
Higher likelihood of having a pension plan and improved benefits from that pension plan
Higher standards for workplace safety
Just cause & due process for any adverse employment action
More notice for schedule changes
Announcement of promotional opportunities
All other areas of wages, hours, and working conditions
Fighting for fairness in the workplace
Many workplace issues involve one core issue: unfair treatment. Workers may find themselves shuffled into arbitration when they have a complaint. They may face the struggle of fighting for fair pay for their work. Issues may go uninvestigated. They may be afraid that making a complaint will lead to retaliation. Without a Union, they may find themselves facing this unfair treatment alone.
Because a Union brings together many different employees, union membership ensures that workers do not have to fight for fair treatment alone. Unions can provide support that helps employees, including professionals, push for better complaint resolution and workplace conditions. This can ensure that their employer addresses their complaints and that they receive the support they deserve.
If you are interested in exploring Union organization at your place of work, experienced Union legal counsel, such as at Cross Law Firm, can assist you through the process of organizing, collective bargaining negotiations, and contract enforcement to ensure a better working experience.]]>On Behalf of Cross Law Firm, S.C.https://www.crosslawfirm.com/?p=533152024-02-27T20:38:24Z2023-12-07T22:00:31ZWhat are reasonable accommodations?
Workplace accommodations are changes to aspects of the workplace that allow employees with disabilities to perform the core duties of their jobs. These adjustments may modify the worker’s tasks, hours, or workspace. They may also change how a business handles hiring or training disabled employees.
The Americans with Disabilities Act requires employers to provide these accommodations as long as they do not involve significant costs, seriously disrupt the workplace or significant impact to business operations. Employers may also suggest alternatives to an employee’s requested accommodation if those other options support their needs.
Accommodations for physical disabilities
When employees have physical limitations, they may need to make adjustments to ensure that they can perform their job duties. Some of these accommodations include:
Adding ramps, grab bars and other adjustments for mobility limitations
Offering space to store wheelchairs or other mobility devices when not in use
Adding accessible seating
Using adjustable desks
Offering alternative keyboards, speech recognition software or other assistive technology
Modifying work schedules, but note that this may not extend to a request to reduce the number of hours worked if the position is a full-time job or requires overtime
Adjusted training materials and testing
Allowing food and drinks at work stations
Providing documents in braille or large print
Allowing workers to sit while working
Allowing more frequent and unscheduled bathroom breaks
Providing a sanitary location for injections
Every person’s disability impacts them in unique ways. As a result, the accommodations you use in the workplace will reflect your individual needs and job duties. Employees are entitled to reasonable accommodation after engaging in an “interactive process” with management. Employees are not necessarily entitled to the specific accommodation they seek.
Offering flexible work hours, but again, not necessarily reducing hours or overtime if required for the position
Providing leave for treatment
Altering work duties to reduce non-essential tasks
Dimming the lights or increasing natural light
Allowing headphones or white noise machines
Dividing large projects into individual tasks
Using checklists and to-do lists to communicate tasks
Accommodations are as varied as the mental health conditions of individuals are personal and unique. These adjustments can help employees remain productive while protecting their well-being. This can also support the growth of their career over time.
How can you request a change?
Employees must request accommodations from their employer to make these changes. You can request changes in your workplace at any time.
However, it can be important to ask for accommodations before issues occur. If your disability impacts your work and you have not requested an accommodation, your employer could claim you cannot perform your duties. For example, symptoms like fatigue could limit your productivity in the workplace. Proactively adjusting your breaks or start time and schedule may prevent these challenges.
Providing medical support to employers may be necessary, but how the healthcare provider drafts the report is crucial to the legal outcome of the accommodation request and doctors often ask for unreasonable accommodations or just take people out of their job, with potential adverse impacts to their employment, so it is often helpful to have legal counsel work directly with your healthcare provider.
If you want guidance as you request an accommodation from your employer, you may seek advice from an attorney. They can help you understand your options and protect your rights when asking for these changes. With the right insights, you can protect your career and pursue the support you need to thrive in the workplace.]]>On Behalf of Cross Law Firm, S.C.https://www.crosslawfirm.com/?p=525882023-11-28T17:20:56Z2023-11-28T17:19:29ZWhat forms could pharmacy fraud take?
Work in a pharmacy requires employees to connect with patients, doctors, insurance providers and government programs as they provide patients with the drugs they need. As a result, fraud in a pharmacy setting can involve a variety of acts. These include:
Dispensing drugs without a valid prescription – Prescribing medication is a complex matter, and providing medication without a prescription could endanger a patient’s health. This may include automatically filling and billing for a drug the patient no longer uses.
Dispensing less medication than the amount billed – Pharmacies must provide patients with a specific quantity of drugs. Filling less than the prescribed amount means that the patient gets less than they paid for.
Dispensing expired medication – Some pharmacists may attempt to profit by dispensing expired drugs rather than appropriately disposing of them.
Prescription drug switching – Sometimes, a pharmacy may illegally substitute a generic medication while receiving payment for a more expensive brand-name drug.
Formula upgrades - specialty pharmacies often add in more expensive ingredients when mixing medications and then they charge Medicare or Medicaid the higher but medically unnecessary amount.
Kickbacks – Both receiving and offering kickbacks violate federal law. These kickbacks may come in the form of money, but they may also include discounts or other benefits that are not direct payments to patients and/or to referring providers or healthcare institutions.
Submitting fraudulent claims for reimbursement – Programs like Medicare reimburse pharmacies, and some may attempt to illegally benefit from this reimbursement by submitting fraudulent claims. This may include submitting multiple claims with different dispensing dates; submitting claims brand name drugs when only the generic was prescribed; adding medically unnecessary ingredients to the prescription to inflate the invoice; not collecting the required co-pay; or submitting claims for prescriptions that the pharmacy did not fill.
Reporting a false price – When submitting a claim for reimbursement, pharmacies must provide accurate information. Some pharmacists may attempt to receive additional reimbursement by filing a claim that cites an inaccurately high price for a medication.
Programming software to provide fraudulent billings – e.g. for brand named drugs whether or not prescribed; writing off co-pays when no ability to pay analysis was conducted, etc.
Fraud in a pharmacy setting is not just unethical and illegal – it can also put patients’ health at risk if they do not receive the medication they need.
How can you respond to fraud that occurs in a pharmacy?
Because pharmacy fraud can lead to increased costs and put patients at risk, reporting fraudulent activity is vital. If you have evidence of pharmacy fraud, the law may protect your ability to report that fraud. This could involve maintaining your anonymity when reporting and protecting you from retaliation.You may also benefit directly from reporting illegal activity. Since 2011, whistleblowers have received more than $6 billion in recognition of their actions. But these payments to whistleblowers are only provided to those who obtain legal counsel and formally file a complaint in federal court – not to those who merely call a government hot line as they are not entitled to a reward.Receiving these protections and financial awards may depend on taking care when reporting. An attorney who understands the challenges faced by whistleblowers can offer insights into your legal options and help you navigate the whistleblowing process. With the proper guidance, you can protect your interests while holding pharmacies responsible for fraud.Cross Law Firm has obtained multi-millions of dollars for their pharmacy whistleblower clients.]]>On Behalf of Cross Law Firm, S.C.https://www.crosslawfirm.com/?p=525802023-10-30T19:02:17Z2023-10-30T19:02:17ZBe proactive in responding to the complaint.
When your career is at stake, you want to have as much time as possible to protect your professional license. Acting as soon as possible after someone files a complaint against you gives you more time to collect documents that illustrate your professionalism. The right representation could also help you identify ways to resolve the issue in the early stages of the investigation.
In some cases, your employer may threaten to file a complaint against your license or otherwise report you for abandonment, incompetence, or misconduct. It is essential to be proactive at this point to avoid such reporting when possible. You’ll need an attorney experienced in working with licensing boards, the national Practitioner’s Data Bank, etc.
Uphold your licensing board’s requirements.
Each professional licensing board has its own procedure for investigating a complaint. Following this procedure is a vital way to protect your license. For example, you should keep track and comply with all deadlines and complete all required paperwork during the investigation process. But filing your own response could compromise your testimony at hearing, so contacting an experienced attorney in the licensure area may be the best course for your response.
Contact an experienced attorney.
Protecting your professional license is not a challenge you have to face alone. An attorney with experience in employment law matters can help you understand your options, navigate the disciplinary process and help try to limit the impact of a complaint on your career. They can also help you take proactive steps to prevent future issues.
Further, in some cases there is a range of potential outcomes and a proactive attorney may be able to obtain a compromise solution that allows you to continue your career, even if there is some disciplinary action or a period of monitoring.
By taking the proper precautions and seeking knowledgeable guidance, you can protect your professional license from the impact of a complaint and safeguard your future.]]>