In the days when every doctor was formally a competitor but too busy to care, this was sufficient. Fortunately, the business partnerships and contracts most of us are creating offer a more flexible enforcement framework than that allowed by the usual staff bylaws. The time to put some thought into an enforcement policy, though, is before you need it. If it only collects dust for the next three decades, the meeting was a success. All too often, though, after the department leadership has changed, the role of problem child has not.
Memories often fail in the details, too, which is where behavior arguments usually founder.
If and when problems recur, you will most assuredly wish you or your predecessor had left even a brief note of the discussion. Lay out early what the initial plan will be and what will happen if problems recur. You will do well with a framework for consistency, with enough flexibility to respond to all types of behavior problems. This may be the formal grievance procedure described in most sets of Rules and Regulations or Employment Contracts, or a process you need to create de novo . Like pornography, we know it when we see it, but it is difficult to write limits.