Select a 2012 Agency News Release > December 3, 2012 - November Board Meeting Summary October 12, 2012 - District Court upholds incompetency decision sanctions for anesthesiologist October 1, 2012 - Board begins communications effort on maintenance of licensure initiative October 1, 2012 - September Board Meeting Summary September 27, 2012 - Disciplined physician denied access to Board's confidential deliberations August 31, 2012 - Board office closed September 3, 2012, for Labor Day August 8, 2012 - July Board Meeting Summary July 16, 2012 - Public hearing July 17 on amendments to Chapters 22, 23 July 13, 2012 - Board to hold public meeting in Council Bluffs on July 26 July 10, 2012 - June Board Meeting Sumamry July 9, 2012 - Board offers new agreement for physicians who prescribe to patients with chronic pain July 6, 2012 - Ann Gales Bode IA appointed to Board July 6, 2012 - District Court affirms discipline against UIHC physician June 11, 2012 - Board committee to review physicians' responsibilities June 11, 2012 - Board adopts 4 pilot projects to prepare for system to ensure physician competency May 10, 2012 - April Board Meeting Summary April 20, 2012 - Board elects officers recognizes 4 members April 19, 2012 - More physicians seeking licensure in Iowa April 4, 2012 - March Board Meeting Summary February 1, 2012 - January Board Meeting Summary January 25, 2012 - Uniform application should help physicians seeking licensure in multiple states
Employee disciplinary systems
There are many systems available for disciplining employees. One system, called progressive discipline, is very popular in the labor union context. It requires the employer to progress through each step before proceeding to the next. This can be very limiting. Frequently, the facts and circumstances of a situation warrant a different type of discipline. It is better for employers to craft a system that ensures managers and supervisors have the flexibility to administer verbal warnings, suspensions, or terminations based on the seriousness of the particular incident in question, regardless of the employee’s prior disciplinary history.