Ethical dilemma, what would you do?

I would definitely interview and see if you can get the new job. I would not feel guilty at ALL because they are treating the support staff poorly and asking them to do illegal practices. See if you can get some actual documentation/proof of them altering their time cards to prevent OT and I would give it to your boss. That is illegal. When you get the new job and leave, if your new boss asks why, I would tell him directly why you are leaving and how poorly the support staff is treated. They are worth their weight in gold and should not be treated that way. If you cannot get a new job, I would anonymously report the payroll practice to the labor board.

The PP basically said everything I was going to - you have an ethical and maybe even legal obligation to expose what is happening. Obviously, make sure you get your ducks in a row and have documentation of what is happening. Also, I wouldn't feel guilty over the new job - if changes and people (should) understand that.

Take the interview and see what happens. Although you do not deal with the office manager, what is going on will eventually affect you. It would be wise to gather any documentation you can of any unlawful events and by all means save yourself!

Tough situation. For me it would come down to my values, and morals. It seems as though it's a close knit group where regardless of your concerns, they would be " swept under the rug" and I would have concerns that if I said anything, I would be "disrupting" their illegal activities and be let "go". I would find another job, and possibly report anonymously to the labor division as well.

I agree with above comments but would add that you should tell your boss of your concerns. Like you said he may be unaware but deserves the opportunity to do the right thing.

If his wife does payroll, most likely he knows what's going on, regardless of how oblivious he acts. Take the interview. If they pawn smaller mistakes off on MAs, they would probably not hesitate to throw you under the bus for the bigger issues

Agreed. Nail the interview, leave (and leave completely) on good terms and report to EEOC.

If his wife does payroll, most likely he knows what's going on, regardless of how oblivious he acts. Take the interview. If they pawn smaller mistakes off on MAs, they would probably not hesitate to throw you under the bus for the bigger issues

^This.

The practice is his, ran under his name and license. The profits are his also. I would be very surprised if he really doesn't know what the wife is doing. They likely discussed it and mutually agreed to it to benefit themselves financially. I wouldn't get involved in any drama between him and her at that level. She's his wife, he's going to take her side and the situation would likely end with you getting fired.

But, I digress. Your question was what would others do in your situation, but from your post you already know the answer. Interview and take the other job and leave that place, AND be certain to turn these two in. As long as you don't clue them in they won't know that it was you who reported them, and they will have to pay up all that overtime money that they stole from their employees plus a fine.

Make an anonymous complaint to the department of labor and go on enjoying yourself.

Well, it sounds like the new offer has taken away the only barrier to talking with the doc. And as some have offered, leave the place. But only after championing the weak. I've witnessed the same thing. Since graduating with you :) I've been a float provider at a very large group here is SA. There is one clinic in particular that is struggling to keep great MA's because of office drama. Like you, I'm isolated from that due to my position.

I'm not trying to tell you what to do but I loudly voiced my opinion with key lead physicians and nothing was done. I also refused to go back to that clinic. I had no repercussions for my actions and this practice is physician owned. Ultimately, do what you think is right. Personally, I have to stand up for injustices especially to the vulnerable. Not to mention, you lost a good MA, that would piss me off, lol.

Thanks for all the great advice. Just an update, I got the new job and when I informed my current employer he begged me to stay on to manage his nursing/rehab facilities for him. I'm going to work the new job, but I worked out an awesome deal with him where I get a significant percentage of reimbursement based on the total number of patients I see in his nursing/rehab centers. No weekends or call.

I get to avoid toxic office politics while still working for someone I generally enjoy and respect. Even better, every single MA got together and threatened to call the EEOC about their labor practices in our last meeting (after I told them to stand up for themselves). The bosses wife tried calling their bluff, but our boss had her stand down and immediately said he will look at all time sheets in question and reimburse them all.