[TereseLPN]

Hi Everyone,

I'm trying for a few new LPN positions. This last year I've had numerous sick days due to being diagnosed with Meniere's Disease (turned out to be a side effect of a medication-okay now that I'm off of it) and having back problems (fixed recently with surgery). All time off was approved by a doctor and I was on a Leave of Absence per hospital protocol. Still, my management wrote me up for too many missed days. I know that when potential new employers call my management to check up on me this will be brought up. How do I tell a potential new employer about this? Should I say something during an interview? I am reliable, but had some real bad luck with health the last year. Unfortunately, my current management couldn't understand this.

Your advice is appreciated!

T.

[VivaLasViejas]

I had a lot of health issues in my last job too (most of which, it turns out, were in fact CAUSED by the stress of the job), so you have my sympathies.

The truth is, employers are generally prohibited by law from dishing dirt on former employees; all they can really say is whether or not you'd be eligible for rehire. If you are not, you'll probably have to explain this to any potential employer; it's usually best to be honest, but vague. You can simply say you had some health problems that have since been resolved, and that you anticipate no further issues in the future.

Good luck, and keep us posted.........believe me, it IS possible to find employment again!!

[clee1]

Originally Posted by mjlrn97

The truth is, employers are generally prohibited by law from dishing dirt on former employees; all they can really say is whether or not you'd be eligible for rehire. If you are not, you'll probably have to explain this to any potential employer; it's usually best to be honest, but vague. You can simply say you had some health problems that have since been resolved, and that you anticipate no further issues in the future.

{emphasis mine}
Additionally, they can give hire and termination dates, and they can give your ending salary IF they have an original signed release from you stating that they can share that info.

Most employers won't go beyond confirming your status with them (FT, PT), dates of service, and rehire eligibility - the risks to them for doing so (can you say "lawsuit") can be tremendous.

[ZZTopRN]

Clee1

How can you have a leg to stand on or any protection just because they can only say certain things. Just saying you are not eligible for rehire ruins you right there.

[llg]

I think the best bet is to be pro-active. Submit good documentation of her previous health problems with evidence that they are now resolved and should not be a recurrent problem. Submit this at the time of the interview -- when they should see a healthy enthusiastic potential employee.

llg

[clee1]

Originally Posted by ZZTopRN

Clee1

How can you have a leg to stand on or any protection just because they can only say certain things. Just saying you are not eligible for rehire ruins you right there.

Hi ZZ....

I don't know about that.... There are a multitude of reasons for not being eligible for rehire, that make no difference to a new agency/institution. IF they state you are not eligible for rehire, and the new agency declines to hire you for that reason, you can sue (and many have won) for that reason.

Every place that I have worked in the past decade or so will ONLY verify employment status give out your dates of service. Period.

Your protection is in your ability to bring suit against them. That blackballing agency in Texas will eventually go out of business, IMHO, when enough companies that report info to them get the crud sued out of them for doing so.