Choosing Your Doctor Sample Clauses

Choosing Your Doctor. At the back of this form is a list of doctors and other medical professionals who can prescribe MOUD and have worked well with the treatment court. You can pick anyone on this list for your treatment. If you would rather work with someone who is not on this list, you can, but that person must be well-trained and legally allowed to provide MOUD. You must also give the treatment court team that person’s phone number and address, and sign forms allowing us to talk with them about your treatment. As was said before, most of the time the treatment court team will let you work with the doctor you choose. Sometimes, however, the team may ask you to meet with a second doctor to be sure about the plan. Although this usually doesn’t happen, the team may ask you to work with the sec- ond doctor instead of the first one and will tell you why, so you understand. Again, you can always explain why you want to work with first doctor, but the final decision will be up to the treatment court team.
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Related to Choosing Your Doctor

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  • Employment Procedures Each academic unit shall have the right to make recommendations concerning initial employment within the corresponding unit of all persons with academic titles specified in Article IV, including a recommendation concerning whether such employment shall be with or without tenure, as appropriate. Each academic unit shall develop its own procedures and criteria for making such recommendations to Oakland, which shall initiate all offers of employment. In the case of employment of a faculty member with tenure, FRPC shall have the opportunity to make an employment recommendation to Oakland. In the case of employment of a faculty member with job security, the appropriate CAP shall have the opportunity to make an employment recommendation to Oakland. At the time of employment, Oakland shall determine the value of any prior experience for the purposes of paragraph 38b below; the faculty member shall be notified as to the valuation.

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