Was reprimanded and told to resign. Advice or thoughts would be appreciated. - page 4

Hi there, I work on a general medical/surgical floor and had an incident come up the other day. I was given a large patient load without a nurse tech for help. Usually on our unit we have a tech assigned to a nurse if that... Read More

  1. 0
    Quote from Orion81
    I find this topic interesting. I had a friend who was fired. She collected unemployment. The company decided to challenge it, which was done only through phone conversations. No court rooms. My friend ended up having to repay the company for the unemployment she had received. This was in Illinois.
    Not sure when this happened to your friend, but a quick Google search turns up this info on unemployment appeals in Illinois: IDES: Preparing for Your Appeals Hearing

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  2. 2
    Quote from hiddencatRN
    Not sure when this happened to your friend, but a quick Google search turns up this info on unemployment appeals in Illinois: IDES: Preparing for Your Appeals Hearing
    Don't get me started on Illinois and their terrible unemployment system!!! I had to fire an employee for gross negligence. She was terrible! Always late, always leaving her work unfinished, called in sick all the time, etc. One day, she faxed a client another client's record! Never even checked to make sure the name/number was correct. She had been given several, documented verbal warnings and 3 written warnings (per policy). The fax incident was the straw that broke the camel's back. I was told by senior management to fire her. Firing commenced and end of story...so I thought.

    A year and half later, I get a phone call (never any communication prior to this) from HR that this person decided to appeal her firing and sue for back unemployment and "emotional damages". Not only was I never informed of this, but I was told that the judge in the case wanted to speak directly to the manager who had fired her and didn't want to speak to our company's HR rep.

    With no preparation, no time to grab my documentation, I was sworn in OVER THE PHONE and made to testify. The whole time I was speaking, she (the person I fired) kept interrupting me. The judge kept telling her "if you interrupt one more time, I'll hold you in contempt". So, I said my version of events (as best as I could remember them without any notes in front of me to confirm dates). So then Ms. "X" gets her chance to speak and the lies coming out of her mouth were unbelievable! I tried to ask the judge several times if I could provide a rebuttal for her false statements and the judge said "I didn't ask you!"

    So, she ended up not only winning her case...the company had to pay unemployment for the year and a half, plus lost wages, plus "emotional damages". What a load of crock!!! She was a horrible employee and she deserved to be fired. I don't know how anyone in their right mind could read those write-ups and rule in her favor. The judge's excuse was that "adequate training wasn't provided". Umm...********! She had to re-take new hire training THREE times because she failed it twice!!! The judge never let me refute her lies about training. It just irks me to no end that someone who was justly terminated ended up milking the system for a whole lot of money. And then there are people who are wrongfully terminated who get the shaft. In Illinois....the no good, shiftless, lazy person gets all the benefits and the person who works hard gets the shaft!!!
    applewhitern and lindarn like this.
  3. 2
    Quote from Kyrshamarks
    You do not always get unemployment with firing. All the company has to do when the unemployment office calls to verify the reason for firing is to say it wsd negligence of duty, which is what they are calling it by the sounds of it, and unemployment will ne denied.
    It never hurts to try. The worst that can happen is your claim can be denied. Usually unemployment is denied for "willful misconduct," which includes showing up to work drunk/high, abandonment, etc.

    I would still encourage the OP to try to claim benefits if she doesn't have a solid nest egg to use until she can find another job.

    Can My Boss Do That? | Home
    lindarn and hiddencatRN like this.
  4. 2
    Your floor calls an RRT for chest pain, what a waste of time, unless the patient is exhibiting symptoms. As an RN we assess our patients and hopefully are able to decide whether or not WE need to call an RRT. I work on a high acuity tele floor. When I have a patient with chest pain, I assess immediately, get vital signs and if appropriate give nitro, then call the doctor immediately. The irony here is that the patient ended up with indigestion, and you were told to resign, I would totally call an attorney today! Your charge nurse should also be reprimanded, this is all a crock of crap. I hope you find a much better job my dear, you sound like a good nurse. You can come work with me.
  5. 0
    I'm a new RN, but feel part of that story from when I was a tech. I had a patient mess the bed 3 times in a row. Cheap hospital briefs are useless and despite the blue chucks, still had to change the sheets.

    The cost of that was my other pts not getting their morning baths. One of the nurses I was under screamed at me and the other told her to shut up, she didn't understand what I had been through so far.

    What are you supposed to do, let them lay in poop?
  6. 0
    Hopefully you will now get your dream job in a better place.
  7. 3
    Quote from CherylRNBSN
    The simple fact is a rapid response should require more that "chest pain". Was the EKG abnormal? Vital signs? Was the pt diaphoretic? Did the report "chest pain"? or something more vague? How long of a period transpired before initial report and assessment? WHAT WAS THE ASSESSMENT? One does not call a rapid response for indigestion, or chest pain, for that matter. You obtain EKG, blood work, contact MD, give NTG, and gather data. In absence of the time to gather all of the above data, you would only call a rapid response if the pt was deteriorating, and you did not know why. Indigestion does not equal deteriorating.
    I wanted to say this but didn't know if I was right or not. A supervisor/charge nurse who calls a rapid response for chest pain without even considering a stat EKG and labs a) doesn't belong in her position because she doesn't work well under pressure, and/or b) works at a crappy facility that doesn't move fast enough unless you call a rapid response. Either way I don't want to work with her or for her.
    CherylRNBSN, lindarn, and GrnTea like this.
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    Sounds like a hazardous work environment. Resigning gives you the upper hand because when you apply for other jobs, you can list your reason for leaving in a manner that is beneficial to you. For example, hazardous work conditions, shortage of staffing, etc. You could also ask questions about these things when interviewing for future jobs. Employers will view you as a nurse who is concerned about the quality of care delivered to her patients. Good luck!

    Not_A_Hat_Person and lindarn like this.
  9. 4
    1st rule: protect yourself and protect your license! I am a firm believer that a patient has to take some responsibility.....who the heck sits in a hospital bed for 1 hr with chest pain and doesn't push a call button!?? Patients will push that dang button for everything under the sun but won't for chest pain? Geez. Move on to bigger and better things! Sorry you are going through this.
  10. 0
    Hope something better comes your way.

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