Soooo, I quit

[TX911]

I've posted here quite a bit but have been here in awhile so I couldn't log back in for some reason. Anyway:

I've worked ICU for the last year. I was a paramedic for years, transitioned to RN and got a job out of nursing school in aforementioned local ICU. Throughout this year we have been understaffed, stretched to 3:1 ratios EVERY night, even when caring for CABGS, valves, heads, etc. Didn't matter what it was, you had three every night.

So the night before last, I had a 8 hour old CABG, a 21 year old dying from complications of cystic fibrosis with the family all in the room wanting information (looking to have some sort of control over a bad situation I imagine), and a schizophrenic pt admitted post status epilepticus that I cannot see from my pod with the 2 aforementioned pts in it. I told charge that I could not see the SE pt, had this heart, and that the family needed some attention with the CF patient. No dice. "Everyone has three again, I don't have anyone else to take the heart." I told them I'd get through tonight but I wasn't doing it again (we all say the same thing every night and yet we all come back.) I get through the night with minimal incident.

So the next night I come in, have the same 21 CF pt, a new GI bleed on bowel prep with a hgb- 6.9 getting blood, and a new admit HTN on cardene and getting peritoneal dialysis q 4 hours and is just generally very needy. I can't give this guy the attention he wants, my poor lady with GI bleed keeps messing the bed, and the CF family is still very frazzled. So I get in a groove finally and get some things lined out when I happen by more GI bleed's room and she raises her hand. She tells me she's messed the bed again. I say no problem, just now? Then she proceeds to tell me "No, about an hour ago. I didn't want to bother you, you just looked so busy." And right there ladies and gents, I was done. That was it for me. I told her that no matter what, if she has an accident to hit that call light and I will make sure someone comes immediately (we don't have PCAs regularly either, did I mention that???) . I then proceeded to tell charge that she needed to call someone in because I was done. She tells me that there is no one to come in, so I said fine, I'll finish tonight, give report to oncoming in the morning, but they can consider this my last shift. A year of this garbage is enough.

True to my word, I finished the night, gave report to oncoming, said goodbye to my pts, and approached the "director" and asked her if she wanted to do this here or if she wanted me to go downstairs and talk to the honcho. She gives me this disappointed look (like your mom does) and says, "no I'll take it." I hand her my badge and walk out. In my younger years I would've probably gave her about a 20 minute tirade in front of everyone about exactly what I thought of her and her units staffing practices (the 3:1 ratio is deliberate for "productivity" numbers, though they've been lying through the last year telling us it would get better.)

So, today I feel bad about not giving notice and I know that it was unprofessional. I know that and I'll wear it. But at the same time, in that same situation, finishing the shift and not tearing through the director was all the professionalism I had left in me. I feel cleansed, but at the same time disappointed in myself to a degree. Partially for not blowing my lid at her and partially for not giving notice. I've worked since I was 14 years old and this is the first job I've ever had that I couldn't go back to whenever I wanted. I still talk to my old oil field bosses and I'm headed back to my previous ambulance job full time. So I'm going to mentally chalk this one job up as the exception to my professional history and not the rule. I feel that it was my fault for not gritting my teeth and bearing the two week notice, but I have no plans of ever going back there again or ever working for a hospital that that company owns. I will miss my friends there dearly but I just couldn't stomach it any longer.

The problem is now that as far as nursing goes, that job in ICU was my only experience and now on applications I have to check not eligible for rehire (I'm sure.) So I guess my best bet is to just stay a medic and be honest when it comes to what happened.

Anyone ever have anything similar happen?

[joanna73, BSN, RN]

Facilities require better staffing ratios, period. Many facilities have unsafe ratios. This is the main reason why I have no interest in ever obtaining certifications for ICU or emerg. Not worth the headache. OP, now that some time has elapsed since you left, try calling your manager and setting up an exit interview. If nothing else, you can express your concerns and solidify references. It isn't too late.

[morte, LPN, LVN]

I have walked out on a job before and just didn't put it on my application or resume when I applied to other jobs, since I was not there that long. As for Gostwindrider; if you know that you left because it put your patients and license at risk and that supervisor is making it hard for you to get another nursing job, then you are within your rights to sue for defamation of character. They are not allowed to give any info besides verification of employment and if you are eligible for rehire.[/quote)

Not true, in many if not most, employers are allowed to say anything that is true. Ghost, get a lawyer to call asking for a reference, to document exactly what this ....person.... is saying about you. Good luck

[SunShine35]

Employers should not say negative things about you unless it was true and documented. Most laws protect the employer from civil litigation, not you the employee if they violate it. The next issue is, did the person who gave the reference violate company policy when saying something about you? More than likely, your employment references aren’t following company policy or state law when giving out information. The fastest way to cure a former supervisor giving you a bad reference would be to contact the Human Resource department and ask them to verify the company policy on reference checks. Most Human Resource departments will tell you they verify your dates of employment, title, confirm ending salary. Ask them how they would handle a supervisor in the company that is deviating from the company policy. Depending on what is being said, it might be best for you to take this information to a local attorney and get a legal opinion on your case. Most companies don't give references checks for this matter. Before nursing I was in the banking/corporate world for 12 1/2 years, we did not give reference checks and had a polocy stating such. All employee verification goes straight to HR. At my nursing job now, its the same way.

[wanderlust99]

I haven't had a chance to read through the responses yet, but what about a charge nurse giving you a reference? Or even a fellow staff nurse who occasionally does charge? I don't know what area of the country you live in, but we don't do that 3:1 stuff where I live. You could try travel nursing, you only need 2 references and it's just something they fill out and call to verfiy that they signed. Or maybe critical care transport? Or try another ICU somewhere else? Just some suggestions, I wouldn't give up nursing all together b/c of one hospital (even though it's tempting, even for me).

Ok- I just read your post about traveling! Good for you. in CA we are better staffed, it's law. But there are some not so great hospitals, do your research. I've been traveling 4 years, it's a good gig.

[TX911]

getmethisnownurse, my charges all gave me great references, just waiting to be placed as a traveler! For now I'm back on the ambulance

[roser13, ASN, RN]

.... They are not allowed to give any info besides verification of employment and if you are eligible for rehire.

Untrue. Another urban legend that I wish would go away.

[morte, LPN, LVN]

Especially true in this economic environment.

Untrue. Another urban legend that I wish would go away.

[PacoUSA, BSN, RN]

I've often been told that new grads should not start out in ICU, even if you have prior critical experience such as being a paramedic. Perhaps you could have found your groove in nursing better starting out in a more acute med-surg floor? Just a thought. Sorry to hear that you had to burn your bridges like that.

[GhostWindRider]

Not true, while the law may indicate it's not true, i have found that many of these HR and supervisor types have their connections and people they know they can find out things about. Then, there's the case of my former sup walking around the floor with a resume, and she's asking if anyone knows so and so. Sadly, a few nurses took the opportunity to "suck up" and demonstrate some tid bit about that person, never heard anyone say anything positive.

[GhostWindRider]

I haven't had a chance to read through the responses yet, but what about a charge nurse giving you a reference? Or even a fellow staff nurse who occasionally does charge? I don't know what area of the country you live in, but we don't do that 3:1 stuff where I live. QUOTE]

When my issue occured, I had 6 charge nurse recommendations. In fact, the day after I was fired, two nurses left the unit (in protest i'd like to think). The problem is that HR types want choir boys for nurses these days. They don't want a potential wave maker, that's why I made the comment earlier about advocating for patients. YES, advocating to a doc worked just fine. Advocating to the supervisor challenged her authority (her words). My recommendations right now are great, and they aren't the problem. Recently I purged all my references at that hospital from my VA files. 8 MDs letters, but somehow that one supervisor that has caused a 100% turnover of nursing in the post surg / med surg unit has her chair. HR and the sups above her hired her, so they're not likely to ever push her out the window (not literally of course). It's a self perpetuating mediocrity.

A friend of mine told me years ago, he was a founder of Phizer. Remember, in the normal world, "MEDIOCRITY RULES THE DAY, THE CUTTING EDGE IS A VERY LONELY PLACE." Sorry a little off topic.

[TX911]

That just stinks ghostwindrider

[Guest343211]

Employers should not say negative things about you unless it was true and documented. Most laws protect the employer from civil litigation, not you the employee if they violate it. The next issue is, did the person who gave the reference violate company policy when saying something about you? More than likely, your employment references aren't following company policy or state law when giving out information. The fastest way to cure a former supervisor giving you a bad reference would be to contact the Human Resource department and ask them to verify the company policy on reference checks. Most Human Resource departments will tell you they verify your dates of employment, title, confirm ending salary. Ask them how they would handle a supervisor in the company that is deviating from the company policy. Depending on what is being said, it might be best for you to take this information to a local attorney and get a legal opinion on your case. Most companies don't give references checks for this matter. Before nursing I was in the banking/corporate world for 12 1/2 years, we did not give reference checks and had a polocy stating such. All employee verification goes straight to HR. At my nursing job now, its the same way.

Really? LOL. That's how it works? Nah. First of all, all that is needed is a neutral or questionable reference. All that is needed is, "Would hire this person again?" Their statement, "No," or even a hesitation. DONE.

And there are so many ways to get around this, it's not funny.

Ever since the wacko, euthanizer nurse Cullen, employers have more power to use this as a means to stretch things for some folks. This I have seen, as a fact. A nurse broke sterile technique! Thus he or she is a danger!??? Really? Maybe the GN didn't have the proper support and preceptor? (Too often the case IMHO.) They might not say that, but the implication is there. There are ways things can be said or communicated that can trash other people and their careers. It happens all the time.

Also, do you really think HR and managment people in metropolitan areas do not know each other and speak to each other? Do they do so with each other for every name/application/resume that comes up? No.

But it's wise for nurses to realize that often it's a smaller community than they realize--especially if they work in a specialized area. Cardiac--big time politics. Neonatal and Peds, especially critical care, can be hugely political and a small base of influence, even in a big city area. Now what is said from HR/NM/HR/NM whatever to another is on the sly. Do you really know and are you really going to be able to prove thus and such was damaging? Will you be able to measure voice inflection?

Do you realize that less that 10% of all wrongful termination suits are won? An employer could be breaking EEOC requirements right and left. It is still the affected person's responsiblity (employee or ex-employe) to be able to PROVE IT. Proving things is a lot harder than it seems.

I do NOT give any credence to the whole, "We just check dates and salary, etc." It may be true, but there is NO WAY to know. And anything else that is said would require a reputable witness or that it be in writing. Why do you think when they want to get rid of nurses at At-Will employment hospitals (most) they still try to put something down in writing on the nurse for the record, even though, with At-Will, you don't NEED to have a reason to fire anyone, for anything--unless there is a question regarding EEOC, and then it becomes an issue of federal law? (And as I said, even then, you have to be able to PROVE an EEOC violation.) At will employers don't need a reason to fire you, but they still try to cover their bases. You would NOT believe the noted pretext I have seen on firing perfectly fine, even great nurses. Pretext is desired, b/c what if that ex-employee does get a lawyer? While fighting the employer isn't in their favor necessarily, it's always a possibility. Plus there is potential negative exposure. They have to have something that looks like substance written down on paper.

While I agree that the OP shouldn't have to put up with what he decribes, it would have been ideal for him to find a per diem position, at least very similar to the one he was working in, in the ICU. While he did have a back up plan as a medic, should he ever want to find another critical care position or the like, having only one year employment in the area, with no other employers to list, will be a great challenge for him. Say that he wants to go to CRNA school? Now he may be screwed if he doesn't list that year of ICU. At least if he had worked in another ICU per diem, one questionable issue of reference could be cancelled by one that says, "He is an excellent ICU RN." See what I mean?

Always have more than one nursing position. Get that per diem position and keep so many hours a month. If you don't you might end up being screwed over--at least for a while.