Need Advice - Losing my job!! - page 3
by Becca0528 1,849 Views | 24 Comments
Help! I am a new RN - graduated in May of 98. I started my job in Sept as full time nights(SURG floor), but had to cut back to part time b/c we lost our day care & I was getting NO sleep. I have had a total of 6 months... Read More
- 0Dec 14, '03 by AgnusI am an employer in an at will state. I can fire without cause. HOWEVER, there are now some president cases on the books that show this is not as clear cut as it seems.
If your employer has a systematic disapline program in place. Even if it has never been implemented they must follow it or you do have a case against them.
I know this because I am an employer with my own business and I keep up (as much as time and resources allow. )
This is not something you would be told by anyone as an employee. It is not the thing we want employees to know. If I list anywhere some of the reasons I can fire you the at will law no longer will hold up in my situation. If I say that I can or may give a verbal warning then followed by a written one followed by firing they I have to follow that.
These are new legal presidences and that is what a court will go by when rendering a decision. Be aware. Employers are not as smart as you think and make mistakes like this all the time. In fact the vast majority of employers make this mistake.
- 0Dec 14, '03 by barefootladyThis supervisor knows a good thing and she wants YOU full time to fill some of the spaces she has on her unit. You say she is a temporary super, well she sounds like she is bucking for long term super. She wants to show the powers that be, look, I have managed to fill some of my needs with my own unit nurses and no overtime. Look for another job, or another unit, it may not be easy, but you do not need this type of treatment. A part time dependable nurse is better than no nurse. I don't think this super has a clue on how to run an efficient unit. Let us know what happens.
- 0Dec 15, '03 by GldngrlIn "right to work" states, employees can be terminated without cause; the exceptions being discrimination issues as per federal and state laws. Facilities may have grievance systems established, but if the employer is smart, it will include clauses for discipline for behaviour deemed inappropriate in the workplace at the discretion of management. One can obtain copies of the policies that existed at the time of injury or incident (before management retrieves them to rewrite) if that's an issue, but it becomes a fight between policies and the disclaimer on said policies that gives management the right to amend or withdraw at any time. Trust me, it is very difficult to fight management and I believe the original poster of this very old topic listed her location as Virginia...a conservative state not known in the legal realm to be sympathetic to employees in employment and labour cases. The 4th Circuit is one, if not the most conservative circuits in the country. Not sure what my point is:roll , just wanted to provide some info. on the uphill battle employees have in right to work states, esp. conservative ones. MMBLast edit by Gldngrl on Dec 15, '03