An example of a bylaw covering the disruptive physician is available. The recommendation is that each medical staff and hospital craft its own bylaw in consultation with an attorney.

Bylaws must emphasize the hospital’s right to impose sanctions up to and including dismissal.

The second preparatory measure is the development of a clear corporate policy defining the corporate culture and behaviors which are unacceptable. These policies, rules and regulations should be presented to all hospital employees and medical staff both in written form and in an ongoing series of educational seminars.