Offizieller

Teamarzt

Dr. Fiedler

Der menschliche Körper mit seinem funktionellen System fasziniert mich seit jeher und diese Begeisterung hat sich durch meine medizinische Laufbahn weiter verstärkt. 

 

Ein funktionierendes System ist die Grundvoraussetzung, um diesen Lebensstil zu genießen. Als leidenschaftlicher Sportler weiß ich, wie wichtig ein funktionierender Körper nicht nur im Alltag, sondern vor allem auch im Hobby- und Leistungssport ist. Trotz mehr als 30 Jahren Aktivzeit im Fußball bis zur 3. Liga, habe ich mir durch meinen funktionierenden Körper keine schweren Verletzungen zugezogen. So konnte ich beinahe jedes Jahr (unverletzt!) bei der Ärzte Fußballweltmeisterschaft teilnehmen.

Code of Conduct

Code of Conduct


The Midwest Independent Film Festival (“MIFF”) is committed to creating a safe, inclusive space for all our participants—regardless of sexual orientation, gender identity or expression, ethnicity, religion, age, physical limitations, immigration status or economic status. We strive to create an organization grounded in solidarity, equality and respect. MIFF is also committed to creating and maintaining a harassment-free environment — regardless of the rank or position of the alleged harasser. This includes taking prompt and effective remedial action when incidents of harassment and misconduct are brought to its attention. This Policy is intended to encourage and enable members, staff and guests of the MIFF community to report their concerns so that MIFF, to the extent that it is within MIFF’s abilities, can address and correct inappropriate conduct and actions. We will take all good-faith reports of harassment by MIFF participants seriously. Reports of violations or suspected violations will be kept confidential to the fullest extent possible, consistent with the need to conduct an adequate investigation. Conduct Covered by this Policy:
This policy applies to and prohibits all forms of illegal harassment and discrimination, not only sexual harassment. Accordingly, MIFF absolutely prohibits harassment or discrimination based on sex, age, disability, perceived disability, marital status, pregnancy, personal appearance, sexual orientation, race, color, religion, national origin, veteran status or any other legally protected characteristic.




Harassment Policy


MFF has adopted a zero-tolerance policy toward discrimination and all forms of unlawful harassment, including but not limited to sexual harassment. This zero-tolerance policy means that no form of unlawful discriminatory or harassing conduct by or towards any employee, member, vendor, or other person in our workplace or jobsites will be tolerated. MIFF is committed to enforcing its policy at all levels within MIFF. Any officer, director, manager, supervisor, employee, volunteer or other participant who engages in prohibited discrimination or harassment will be subject to discipline, up to and including immediate discharge from employment, removal from leadership, or expulsion from MIFF spaces, for a first offense. This includes conduct outside of the normal festival environment such as after parties or other related functions.




Sexual Harrassment


Because confusion often arises concerning the meaning of sexual harassment in particular, it deserves special mention. Sexual harassment may take many forms, including the following: 1. Offensive and unwelcome sexual invitations, whether or not the employee submits to the invitation, and particularly when a spoken or implied quid pro quo for sexual favors is a benefit of employment or continued employment; 2. Offensive and unwelcome conduct of a sexual nature, including sexually- graphic spoken comments; offensive comments transmitted by e-mail or another messaging system; offensive or suggestive images or graphics whether physically present in the workplace or accessed over the Internet; or the possession of or use of sexually suggestive objects; and 3. Offensive and unwelcome physical contact of a sexual nature, including the touching of another’s body; the touching or display of one’s own body, or any similar contact.




Procedures in Cases of Harassment


Any MFF employee who believes that she or he has been subjected to unlawful harassment of any kind has the responsibility to report the harassment immediately to her or his supervisor, or through our third party Policy Implementation and Compliance Liaison liftUPlift Worldwide at MIFF@liftuplift.org. MFF is committed to taking all reasonable steps to prevent harassment, and will make every reasonable effort promptly and completely to address and correct any harassment that may occur. However, MFF cannot take prompt and effective remedial action unless each employee assumes the responsibility of reporting any incident of harassment immediately. Every report of harassment will be investigated promptly and impartially, with every effort to maintain confidentiality. The complainant and the accused will be informed of the results of the investigation. If MFF finds that its policy has been violated, it will take appropriate corrective and remedial action, up to and including discharge of offending officers or employees, and/or similarly appropriate action towards offending vendors, contractors, or volunteers.





& Whistleblower Policy

Whistleblower Reporting Procedure


It is our collective responsibility to ensure that each member of the MIFF community feels welcomed and respected. Thus, it is the responsibility of all board members, officers, employees and volunteers to report concerns about violations of MIFF’s code of conduct or suspected violations of law or regulations that govern MIFF’s operations. If you are being harassed, notice that someone else is being harassed, or have any other concerns, please report all violations or suspected violations by contacting our Conduct Committee, which has been designated by the organization to receive, investigate and respond to complaints, at miff@liftuplift.org. You may submit a good faith complaint to MIFF without fear of dismissal or retaliation of any kind.




Reporting without Fear of Retaliation


No MFF community member will be retaliated against for reporting harassment. This no-retaliation policy applies whether a good faith complaint of harassment is well founded or ultimately determined to be unfounded. No MFF officer, director, manager or supervisor is authorized, or permitted, to retaliate or to take any adverse employment action whatsoever against anyone for reporting unlawful harassment, or for opposing any other discriminatory practice in the workplace.





 

Leistungen

In der funktionellen Unfallchirurgie geht es darum, die körperlichen Funktionen bestmöglich zu erhalten und wiederherzustellen. Dabei setze ich sowohl auf konservative als auch operative Behandlungen. Je nach individueller Diagnose setzte ich jene Therapie ein, die zum besten funktionellen Ergebnis führt.

Code of Conduct

Code of Conduct


The Midwest Independent Film Festival (“MIFF”) is committed to creating a safe, inclusive space for all our participants—regardless of sexual orientation, gender identity or expression, ethnicity, religion, age, physical limitations, immigration status or economic status. We strive to create an organization grounded in solidarity, equality and respect. MIFF is also committed to creating and maintaining a harassment-free environment — regardless of the rank or position of the alleged harasser. This includes taking prompt and effective remedial action when incidents of harassment and misconduct are brought to its attention. This Policy is intended to encourage and enable members, staff and guests of the MIFF community to report their concerns so that MIFF, to the extent that it is within MIFF’s abilities, can address and correct inappropriate conduct and actions. We will take all good-faith reports of harassment by MIFF participants seriously. Reports of violations or suspected violations will be kept confidential to the fullest extent possible, consistent with the need to conduct an adequate investigation. Conduct Covered by this Policy:
This policy applies to and prohibits all forms of illegal harassment and discrimination, not only sexual harassment. Accordingly, MIFF absolutely prohibits harassment or discrimination based on sex, age, disability, perceived disability, marital status, pregnancy, personal appearance, sexual orientation, race, color, religion, national origin, veteran status or any other legally protected characteristic.




Harassment Policy


MFF has adopted a zero-tolerance policy toward discrimination and all forms of unlawful harassment, including but not limited to sexual harassment. This zero-tolerance policy means that no form of unlawful discriminatory or harassing conduct by or towards any employee, member, vendor, or other person in our workplace or jobsites will be tolerated. MIFF is committed to enforcing its policy at all levels within MIFF. Any officer, director, manager, supervisor, employee, volunteer or other participant who engages in prohibited discrimination or harassment will be subject to discipline, up to and including immediate discharge from employment, removal from leadership, or expulsion from MIFF spaces, for a first offense. This includes conduct outside of the normal festival environment such as after parties or other related functions.




Sexual Harrassment


Because confusion often arises concerning the meaning of sexual harassment in particular, it deserves special mention. Sexual harassment may take many forms, including the following: 1. Offensive and unwelcome sexual invitations, whether or not the employee submits to the invitation, and particularly when a spoken or implied quid pro quo for sexual favors is a benefit of employment or continued employment; 2. Offensive and unwelcome conduct of a sexual nature, including sexually- graphic spoken comments; offensive comments transmitted by e-mail or another messaging system; offensive or suggestive images or graphics whether physically present in the workplace or accessed over the Internet; or the possession of or use of sexually suggestive objects; and 3. Offensive and unwelcome physical contact of a sexual nature, including the touching of another’s body; the touching or display of one’s own body, or any similar contact.




Procedures in Cases of Harassment


Any MFF employee who believes that she or he has been subjected to unlawful harassment of any kind has the responsibility to report the harassment immediately to her or his supervisor, or through our third party Policy Implementation and Compliance Liaison liftUPlift Worldwide at MIFF@liftuplift.org. MFF is committed to taking all reasonable steps to prevent harassment, and will make every reasonable effort promptly and completely to address and correct any harassment that may occur. However, MFF cannot take prompt and effective remedial action unless each employee assumes the responsibility of reporting any incident of harassment immediately. Every report of harassment will be investigated promptly and impartially, with every effort to maintain confidentiality. The complainant and the accused will be informed of the results of the investigation. If MFF finds that its policy has been violated, it will take appropriate corrective and remedial action, up to and including discharge of offending officers or employees, and/or similarly appropriate action towards offending vendors, contractors, or volunteers.





& Whistleblower Policy

Whistleblower Reporting Procedure


It is our collective responsibility to ensure that each member of the MIFF community feels welcomed and respected. Thus, it is the responsibility of all board members, officers, employees and volunteers to report concerns about violations of MIFF’s code of conduct or suspected violations of law or regulations that govern MIFF’s operations. If you are being harassed, notice that someone else is being harassed, or have any other concerns, please report all violations or suspected violations by contacting our Conduct Committee, which has been designated by the organization to receive, investigate and respond to complaints, at miff@liftuplift.org. You may submit a good faith complaint to MIFF without fear of dismissal or retaliation of any kind.




Reporting without Fear of Retaliation


No MFF community member will be retaliated against for reporting harassment. This no-retaliation policy applies whether a good faith complaint of harassment is well founded or ultimately determined to be unfounded. No MFF officer, director, manager or supervisor is authorized, or permitted, to retaliate or to take any adverse employment action whatsoever against anyone for reporting unlawful harassment, or for opposing any other discriminatory practice in the workplace.





Für Behandlungen, die ich nicht selbst durchführe, biete ich meinen Patientinnen und Patienten die Vermittlung an einen spezialisierten Kollegen aus meinem beruflichen Netzwerk.

 

Ordination

Meine Ordination für funktionelle Unfallchirurgie befindet sich in Fürstenfeld. Durch die enge Zusammenarbeit mit Dr. Thumfart, Facharzt der Orthopädie, profitieren Patientinnen und Patienten von der fachübergreifenden Expertise im Bereich der konservativen und operativen Therapiemöglichkeiten. 

Ablauf


Nach einer telefonischen Terminvereinbarung, findet beim Erstgespräch eine klinische Untersuchung statt, um die Ursachen für Beschwerden diagnostisch zu klären. Sollte eine Zuweisung zur Bildgebung (MRT, CT, Röntgen) notwendig sein, überweise ich Sie an ein entsprechendes Institut. Ich erstelle Ihre individuelle Therapie (konservativ oder operativ) und bereite gegebenenfalls alles für eine bevorstehende Operation vor. Dazu gehört die Terminorganisation in der Klinik – Sie brauchen sich um nichts zu kümmern. Nach der Operation bin ich bis zur Entlassung aus der Klinik täglich zur Visite vor Ort und behandle meine Patientinnen und Patienten danach in meiner Ordination in Fürstenfeld weiter. Die Organisation der Nachbehandlung, die Zuweisungen zur Physiotherapie sowie die Nachbetreuung bis zum Abschluss der Behandlung liegt in meiner Verantwortung.




Therapeutische Betreuung


Gerne vermittle ich bei Bedarf ausgezeichnete Physiotherapeuten für konservative und postoperative Behandlungen.




Operationsmöglichkeiten


Sollte für Sie eine operative Therapie in Frage kommen, operiere ich im Sanatorium Hansa (Graz), in der Privatklinik Ragnitz (Ragnitz bei Graz), bei den Kreuzschwestern (Graz) oder in der Privatklinik Leech (Graz).




Privatordination


Dies ist eine Wahlarztordination ohne Kassenvertrag. Die Behandlung ist daher selbst zu tragen und kann im Nachhinein zur etwaigen Kostenerstattung eingereicht werden.





 

Kontakt

Dr. Michael Fiedler

Grazerstrasse 1 / 1. Stock

8280 Fürstenfeld

Telefon: (+43) 664 / 52 291 71

E-Mail: office@funktionelle-unfallchirurgie.at

Partner

Dr. Andreas Thumfart

www.i-ortho.at

Parkplatz

Kostenlose Parkplätze sind direkt vor der Ordination verfügbar. 

 

Öffnungszeiten

Nach telefonischer Terminvereinbarung.

 

Terminvereinbarung

Ich bitte um Verständnis, dass die Terminvereinbarung aus organisatorischen Gründen ausschließlich telefonisch erfolgen kann. Sie erreichen mich unter (+43) 664 52 291 71.

 

© 2020 I Dr. med. Michael Fiedler

Grazerstrasse 1 / 1. Stock, 8280 Fürstenfeld

Telefon: (+43) 664  52 291 71

E-Mail: office@funktionelle-unfallchirurgie.at