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August 27, 2021

zIELInskI To the nadir of apposite acumen in unmindful deficit of noesis to quell professional responsibility by craven endangerment as cannot be primary instance though primarily punished as no further detriment ... public--I order immediate debarment and rescission of licensure for a period of not less than two years from which physician shall be proscribed from practice or advisement to that end, including but not limited to physician assistant, educational instruction ...




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    Mark Zielinski, MD.,  

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  • MD abandonment, renunciation ethical AMA DOCTOR PATIENT  rules for Medical License, in contravention of and through concealment to the report of Mark Zielinski's Nurse, through the time period,  Department Heads Tyne and Crapanzano, who together with Mark Zielinski through subornation equal beneath the law mandating physician and colleague attentive to violation of  bylaws AMA Code of Medical Ethics, are liable for unprofessional insubordination unbecoming of a medical practitioner or employee of LSU, as representative of a Louisiana Clinic, or any institution of the state of Louisiana.

 

  • As Academic Public  Civil Servants at LSU for the state of Louisiana, and State employees these three individuals did perpetrate, or facilitate the commission,  or failure to report aforesaid actions, through multi-disciplinary governing bodies whose dominion his position and theirs as officials under the strict superintendence of numerous Gov. Agencies, State, Federal, and Medical Associations,  Boards, all governed by a Code of Ethics, whose violation during a pandemic, in the instance of the discriminatory severing of a disabled citizen of the United States and resident of Louisiana, as well as an at-risk patient, the removal of his only healthcare through the intentional use of deception, fraudulent manufacture and prohibited manipulation and fraudulent amendment of an official HIPPA CMS Govt. Doctor Patient Record for reasons of defrauding the government, or for any reason,  is devastating. 


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    neither the means or source for you to accumulate or begin the process  from scratch in this ethics violation, nor would that be judicious, as I have not processed what you have exhausted IN THE BEFOULING IN the name of the medical community, under standing OR contract, nor do I believe that I should be in the position to do so, as I, without reservation, charge your actions so, would I still submit judgement  to see a patient from your practice -- being the occasion which, but through his persistence in the unprecedented lack of ethical, moral, or Christian Spirit of St. Francis, acting with pack mentality of varlet attempt, catching everyone, including me, off guard--unable to proceed in the face of such behavior from practicing medical doctors the fabrication in adroit retaliation from something so benign as to cause me serious concern for all of your own mental capacity and ability through deficiency to practice medicine  or the education or research of same in the state of Louisiana;  forcing me to immediately relieve you of licensure through debarment, from cooperation of a  charged party whose testimony was essential in reconstructing each of your roles by application of medical deception and fraud, as heard under separate closed hearing, now sealed by State Examiner to  testimony and recantation through which conviction as to particular degree of censure  by which under direction of employer, the primary physician in question through coercion and extortive tactics through his position as employer for her professional services in hearing separate removal of privilege of invention and  mode by which  scheme enacted, involved conflation and false report of being exposed to profanity over the telephone on some occasion,  reported later and used as excuse of patient's firing from clinic twenty minutes before televisit--all done as physician delegated by proxy to his newly hired office manager, whom I did not find for administrative censure, due to her innocence in employer violation, and who did nothing concerning surrounding the decision to take final step in dismissing through the false charge of "speaking profanity over a telephonic device," pressured into repeating and reporting as if it had truly occurred to  clinic nurse.

 

 

  • To the singular nadir of apposite acumen in unmindful deficit of noesis root to quell  very nature of professional responsibility blemished by craven endangerment-- this cannot be its primary instance, disreputable though this is, and now punished--no further  detriment to  public from profession--I order immediate debarment and rescission of medical licensure for a period of at least two years, from which  physician shall be proscribed from practice, or advisement to that end, including but not limited to physician assistant, educational instruction or private medical staff, healthcare administration, paid spokesperson, or lecturer for any company, misrepresenting former status as current  and any and all to representation, or  by omission of notification either qualified or  found by appearance subverting disqualification and nullification of all privileges, whereby it pertains any appointment of any companies board, association, committee, or government  agency, by presence or inclusion through official document would constitute influence to  proposition, lobby, or passage of any code, rule, bylaw, of any medical specialty, or any requiring licensure to practice.

 

  • And if there have been a way to shield further than by debarment your pernicious opportunism and egotistical exclusion from the law, to protect its citizens  from all states that lie inside of a Federal Judicial District Court Domain, for the sake of the profession, and as protection in the fraudulent impersonation of portrayal as  academic professor,  whose Residential Doctors of medicine you, through this sham have cost eight medical doctors in the current shortage due to the pandemic, their necessity of repeating all coursework and practical patient therapy, now in rescission from the disqualification of its certification as performed during the investigation to which that doctor's supervision is now deemed unworthy and specious. 

 

  • As doctors through the most contentious acumen and disrespect shown, I am only sorry that I am not a criminal judge, in order to render my sentence in that court of law,  but to which I am temporarily suspending sentence as to the disposition of the more aggressive punishment of that jurisdiction, and ordering the transfer of  judgement in this body, for application therein to that court of law in the State of Louisiana for the Federal decision or any subsequent retrial upon exhaustion, this determination stands as final and binding. 


  • grievance

  • Medical Malpractice

  • lsuhealth-13
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Office of Legal Affairs and General Counsel

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The Office of the Vice President of Legal Affairs and General Counsel (OGC) represents and advises LSU, including the Board of Supervisors, the President, the Chancellors and Executive Officers, the LSU Health Science Centers, and the schools and colleges on all LSU campuses.

We work closely with our clients across the university to solve legal issues encountered in pursuit of LSU’s educational and research missions. We provide, manage and coordinate legal services, including legal counsel and representation, litigation and legal risk management, contract drafting and review, compliance oversight and other services and counsel to LSU institutions. Our goal is to assist our clients in achieving their goals by minimizing legal risk and costs, reducing litigation exposure, and ensuring legal compliance.

The OGC is responsible for selecting and supervising any outside counsel engaged by LSU.

POLICY DIGEST

Monitoring Unit: Office of Human Resource Management Initially Issued: January 1, 1985 Last Revised: April 1, 2016

I.

PURPOSE The purpose of this policy statement is to assert Louisiana State University’s (LSU) commitment to provide equal opportunity for all qualified persons in admission to, participation in, or employment in the programs and activities which the University operates without regard to race, creed, color, marital status, sexual orientation, gender identity, gender expression, religion, sex, national origin, age, mental or physical disability, or veteran’s status, as well as to implement a procedure to address complaints for those who believe they have been subjected to discrimination and/or harassment in violation of this policy.

II. POLICY Louisiana State University supports affirmative action and equal opportunity standards as set forth in the University’s Affirmative Action Plan. The University’s Affirmative Action Plan requires that all employees and applicants receive fair consideration for employment and that all employees are treated fairly with regard to recruitment, promotions, demotions, transfers, layoffs, furloughs, terminations, rates of pay and other forms of compensation, tenure, training, and other employment practices. This policy statement also affirms the University’s policy regarding sexual harassment as outlined in the University’s Policy Statements on Sexual Harassment (PS-73 and PS-95) as well as its policies and procedures related to disability as established in PS-26.LSU complies with the provisions of Title IX, Title VI, Section 504 of the Rehabilitation Act of 1973, the Age Discrimination Act of 1975, Title VII, the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA) and applicable state law.

The Associate Vice President for Human Resource Management or his/her designee (LSU Office of Human Resource Management, 110 Thomas Boyd Hall, Baton Rouge, LA 70803, 225-578-8200) is designated as the individual at LSU responsible for coordinating the University’s compliance with these statutory provisions.The University reaffirms and emphasizes its commitment to provide a workplace free from discrimination and harassment and to provide a means to address complaints of discrimination and/or harassment.

LSU also reiterates its commitment and responsibility to protect its employees and students from discrimination, harassment, and retaliation for participating in the complaint process.

This Policy Statement is not intended to infringe upon constitutionally guaranteed rights nor upon academic freedom. In considering allegations of discrimination and/or harassment, the University must be concerned with the rights of both the complainant and the accused.

All complaints of discrimination and/or harassment will be addressed. Substantiated cases shall result in appropriate discipline or other corrective action.

The severity of the disciplinary action shall be consistent with the seriousness of the act of discrimination and/or harassment.

Additionally, under appropriate circumstances, the University may take action to protect its employees and students from harassment by individuals who are not employees of the University.The President, Vice Presidents, Deans, Directors, Department Heads, and all other supervisory employees are responsible for assisting the University in the implementation of this policy.

Anyone having questions regarding this policy or a complaint regarding a possible violation of this policy should contact the Office of Human Resource Management, 110 Thomas Boyd Hall, 225-578-8200.

report the conduct to any University official, supervisor, or the Office of Human Resource Management. To insure that situations that may involve discrimination and/or harassment are handled appropriately, Vice Presidents, Deans, Directors, Department Heads, supervisory employees and any other University officials who receive a complaint or who become aware of a possible violation of this policy will immediately notify the Office of Human Resource Management for advice and assistance on how to respond to the complaint (Room 110, Thomas Boyd Hall, phone: 225-578-8200).

The Office of the Dean of Students is responsible for addressing complaints involving student on student harassment and/or discrimination when neither the accused(s) nor the accuser(s) are employees of the University.

If an individual believes that he/she has been subjected to discrimination and/or harassment the individual may make use of both the informal and formal resolution procedures explained below.

B.

Informal Procedure Under the informal procedure, a complaint may be filed with the Office of Human Resource Management or a Vice President, Dean, Director, Department Head, or any other supervisory employee.

Use of the informal procedure is optional and the individual can choose to bypass, discontinue, or initiate a formal complaint at any time during the informal process.

The complainant, the person receiving the informal complaint, and the Office of Human Resource Management will jointly determine how best to handle the complaint.

The information reported to the University related to a complaint will be treated as confidential as possible with only those with a need to know being informed of the complaint.

C. Formal Procedure

If an individual opts to follow the formal procedure, an individual should file a complaint with the Office of Human Resource Management. A formal investigation of the complaint will be conducted to determine if sufficient evidence exists to conclude that a violation of the University’s policy has occurred.

The individuals involved in the complaint will be notified about its resolution.

All of these procedures will operate under the general principles of fairness and confidentiality and will be used in a way that attempts to ensure that a charge of discrimination and/or harassment is carefully reviewed to determine whether a violation of this or related policies has occurred and to further provide that the rights of both the complainant and the accused are protected. Substantiated violations of this policy will result in appropriate discipline or corrective action. Furthermore, employees, students, witnesses, and/or other participants involved in the complaint or its investigation are protected from retaliation of any form. Any employee violating the prohibition against retaliation may be subject to disciplinary action up to and including termination.

Any questions pertaining to Policy Statement 1 should be directed to the Office of Human Resource Management in 110 Thomas Boyd Hall, 225-578-8200

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