Insights

Medical and Dental Practices: When the Practice Owner Is the Problem

Sexual harassment in a medical or dental workplace can feel uniquely impossible to address—especially when the person crossing the line is the practice owner, lead physician, dentist, or managing partner.

In smaller practices, there may be:

no real HR department
no neutral manager to report to
tight-knit staff who fear retaliation
a “protect the doctor” culture
pressure to stay quiet because patients are watching

If this is happening to you in New York, Florida, or New Jersey, you’re not alone—and you may have options even when the owner is the harasser.

What This Often Looks Like in Healthcare Settings

Not all harassment is obvious at first. In medical and dental practices, it frequently shows up as:

“Jokes” or comments about your body, scrubs, weight, or dating life
Unwanted touching in hallways, operatories, labs, or supply rooms
Being asked to meet privately “to talk” after patients leave
Texts/DMs that start about scheduling and turn personal or sexual
Pressure to travel, attend conferences, or socialize one-on-one
Threats about hours, shifts, pay, or references if you resist
Being blamed for “misunderstanding” because the owner is “friendly”

In some cases, misconduct escalates into coercion or assault—often in spaces that feel routine (an office, exam room, back hallway), which can make it more disorienting.

Scenario Snapshots

“It’s just how he is.”

The owner’s behavior is normalized, and staff are told to ignore it to “keep the peace.”

“You’re overreacting.”

When you push back, you’re labeled emotional, dramatic, or “not a team player.”

“We can’t afford a problem.”

You’re pressured to stay quiet because the practice is “like a family” or financially dependent on one person.

“Suddenly your schedule changes.”

After you object, you lose preferred shifts, hours drop, or you’re pushed out slowly.

Why Small Practices Can Be Harder (But Not Hopeless)

When the owner is the problem, practices often respond by:

denying or minimizing the conduct
isolating the employee who complains
creating sudden “performance issues”
encouraging a quiet resignation
pushing quick paperwork (NDAs, releases, separation agreements)

But lack of HR doesn’t erase your rights. It often just means your approach has to be more strategic.

Red Flags That Retaliation Is Starting

Watch for these signs after you set a boundary or complain:

a write-up appears with no prior warnings
coworkers stop speaking to you
you’re removed from patients/providers you worked with regularly
your hours, pay, or responsibilities change
your mistakes are suddenly “unacceptable”
you’re pressured to “sign something” quickly
management hints you should “move on quietly”

Retaliation can be subtle in medical settings because schedules, assignments, and evaluations are easy to manipulate.

What to Do First: A Practical Checklist

1) Start a clean incident record

Write down (same day if possible):

date/time/location
what happened (exact words/actions)
who might have witnessed it (staff or patients)
any follow-up messages or behavior changes

2) Preserve communications

Save:

texts, emails, DMs
schedule changes
unexpected write-ups
prior positive feedback (reviews, patient compliments, metrics)

3) Keep your boundaries professional

If you can do it safely, respond plainly:

“Please keep this professional.”
“I’m not comfortable with that.”
“Let’s keep communication related to work.”

You don’t need a perfect response to be protected. You just need a record that the conduct was unwelcome.

4) Don’t use workplace devices for your private file

Keep your documentation and backups in a secure personal location.

“Who Can I Report To If He Owns the Place?”

In owner-harasser situations, reporting options can include:

a practice manager (if truly independent)
a partner or co-owner (if the structure exists)
a corporate entity (for multi-location groups)
a third-party hotline (if available)
an outside employment attorney (often the safest first step)

In some cases, the “best” reporting path is the one that puts the practice on notice while reducing the risk of immediate retaliation.

Special Issues in Medical/Dental Harassment Cases

Patients as witnesses

Patients sometimes notice behavior, comments, or discomfort. Even if they didn’t witness everything, their observations (and your immediate reaction) can matter.

Licensing and professional credibility

When the harasser is a doctor/dentist, some victims fear being blamed or disbelieved because of status. That’s exactly why documentation and careful strategy are so important.

The “family practice” pressure

Small practices can create intense guilt and isolation. Remember: your safety and dignity come first.

What Not to Do (Because It Can Backfire)

Don’t sign an NDA, release, or “mutual separation” agreement without legal review
Don’t assume “we’re too small” means there are no protections
Don’t rely only on verbal conversations—get key facts in writing where possible
Don’t let the practice rewrite your performance history without preserving your prior reviews and metrics

When the practice owner is the harasser, the power imbalance can feel overwhelming—especially in small medical and dental offices. But you can protect yourself by documenting strategically, preserving communications, and choosing a reporting path that reduces retaliation risk while preserving your rights in NY, FL, or NJ.

If you or someone you know has faced workplace sexual harassment or assault in New York, Florida, or New Jersey, don’t wait. Contact the Law Offices of John Zidziunas today for a confidential consultation. We’re here to fight for your rights and help you pursue justice.

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