Lost my first nursing job... now how do I find another? - page 3

by 071911

20,412 Views | 41 Comments

Hi friends out in nursing land... I just joined to see if anyone might read my insane tale of nursing woe and have some seasoned advice... I'm a 2011 BSN graduate who held out for his dream position and eventually found it. I... Read More


  1. 0
    If you got discharged in DFW with or without intention, it might be difficult to get even the job interview because your discharged history will be recorded on Group One for 7 years which will show on background check. Only the hospital who gave your the discharged could change your record. I suggested to call or contact them.
  2. 0
    In FL most former employers don't provide anything other than dates of hire and leaving, period. No other information, for fear of being taken to court. I don't know if that's true in other states or not, but it would seem likely as the laws are the same, and HIPAA laws may apply here as well. Check it out, in which case you are home free. Otherwise, I would simply disregard that information and start fresh as a new grad. Have you figured out why they were so dead set against you to begin with? There must be a reason and you need to figure out why. It is possible they were simply being b_tches, and it was a personality thing. It happens frequently in our profession, but if there is something you are doing wrong, you need to identify it, to be able to correct it.

    I hadn't read the previous post before posting this one, hence my additional edit. Obviously I was not aware of the DFW laws, and I still don't know what they are so I would advise you to familiarise yourself with them and see how they affect you. Depending of course on your mobility, perhaps you might want to consider relocating and sitting your boards in another state?
    Last edit by FMF Corpsman on Sep 21, '12 : Reason: additional content
  3. 0
    Is it really necessary for you to include this job on your resume? I sure as heck wouldn't! Just start fresh again and apply as if you're a new grad, which technically you still are. Leave the past in the past and move forward. Best of luck and God Bless!
  4. 0
    I'm going to add my 2 cents for what ever it is worth- just take some time, mull it over. I think I would consult with an employment attorney first and get some facts from them about your rights and right to take some legal action. I have to wonder if there were not some laws broken here- first HIPPA- why is it that so many people in managment knew about your taking time off and why?? That is a HIPPA violation of your personal information.( HIPPA doesn't just apply to a patient we are assigned to, HIPPA means EVERYONE- whether it is the hospital admitted patient or the nurse's health!! or Joe Smoe on the street)

    Next I would check out the FMLA laws of our dear old PA.

    I would also write some letters to the Pennsylvania Dept of Labor about possible ignoring of the federal FMLA laws. and maybe workman's comp, either way- you need to gather some information. I can just about guess which hospital it was- located in Philly??

    I would also run this entire senario past that attorney to see if this is not a case of wrongful termination or 'consensual discharge". It sounds to me like you were railroaded by some Ivy leaguers who had the luxury of a battery of some high priced legal advisors( in the risk managment department) to get you out of there-

    I would especially let the lawyer know of the advisement of management not to leave, they will find you another position. The facts surrounding your " resignation or ? termination. I forgot- did you win the unemployment appeal? You were costing this healthcare facility too much money in their eyes- i think that is why they got you out of there. First, the new grad orientation, then the leave of absence(FMLA? which by FEDERAL law every worker is entitled to after working for a certain amount of time at a company or should this really have been a workman's comp case?? which does cost big bucks, you had benefits which costs them more money- the EAP counselor which is usually an outside contract/more money spent; then they had to get you out- the manpower that went into trying to figure out how to put the screws to you, Unemployment is an insurance premium the employER pays on the employEE's behalf- here in NJ it is $15,000/employEE/year!! Doesn't matter if you are Joe, the truck driver or Nancy, the nurse- all employERs pay the same amount.) I personally have heard it straight from the unemployment investigator- the employER can cry "poor work performance" all they want to. That determination is up to the unemployment investigator to determine NOT your boss. Poor work performance in my state is not a reason to deny some one unemployment rights( to be denied- it has to be "willful" or with "malicious intent" on your part) especially in an orientation or training period. The employER then has some explaining to do to the Dept of Labor as to why the "Poor Work Performance"! Was there not adequate training that should have been provided, adequate time for such training, adequate staffing, adeguate supplies to do the job- the investigator wants to know every little detail to make that determination. This whole thing stinks big time!!

    FMLA has a whole bunch of rules and stipulations that go with it and so does workman's comp. Why did they advise you to go to the hospital's healthplan's EAP??

    This is a prime example for why nurses should have unions!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!

    I think your rights were violated and you were bamboozed because they saw you as naiive and inexperienced. You were manuvered and manipulated by Nursing's best degree prepared nurse managers money can buy- probably one of the authors of why all nurses have to have BSN's for better outcomes, "spend money on BSN and advanced degree tuition in an economy when people are trying to keep a rood over one's family's head and food on the table!!!"

    I seems that your original manager went running up and down the building(s) staircases or elevators in their nightgown like 'Wee Willy Winkie' to all the other nurse managers, blabbing and flapping their shisty, deceiptive gums ( this is a HIPPA violation) HIPPA violations bring in big money in law suits- especially if one can prove malicious intent( which this is an example of) AND with malicious intent, it also carries a jail sentance!!

    I would be on the phone to the first avail employment attorney!! next busines day.I think you got screwed and traumatized. I would not mention this on my resume, interview or any job application- Like others have posted- you were not there long enough for it to count as anything to any employer or HR dept. This could aslo be a question to ask the attorney- get the answer straight from the horses mouth.

    I'm not trying to scare you. I'm not trying to be mean. I truely am trying to help by givng you some terms and facts I have found out - the hard way. I have no legal training I wish I did. My post is only to throw some of these terms of labor out to you and spark you into consulting with an employment attorney. This is their speciality. I don't think we nurses are well versed into what our rights are as far as "fair employment practices/treatment", This is where a union comes in. This is why the members of the union pay dues- it helps to pay the labor lawyers employed by the union to defend and protect these worker rights when employERs pull these stunts.

    I hope this info helps.
  5. 2
    I'm terribly sorry this happend too you. Sound like your job really did set you up for failure. Why in the heck would you have to resign to go to another department. Makes no sense to me. Usually you put in a request to transfer. Well you learned your lesson. I know it's hard for you right now, so take some time for your self then munster up enough strength to apply for jobs again. Hang in there. Sending hugs your way. Again, I'm very sorry they did this to you.
    silenced and susan091963 like this.
  6. 0
    I have been a nurse for a while, but last year I was hired as an Assitant Director of Nursing for a nursing home. The week I started they were preparing for their state inspection. My 2nd week they had their inspection. My last two weeks I tried really hard to learn the job, but no one was teaching me anything. They then fired me two days into my 5th week stating I couldn't keep up and they had tried to teah me. Lol. I proceeded to get unemployment and when I interviewed for a position I just told the truth. I found a great job and have had quite a few job offers even though I did put on my resume that I had been terminated. A good manager will listen in the interview. Always be honest as it is not hard for them to find out the truth in this day and age. I agree with the person that stated you just need to let them know the position was not a good fit for you.
  7. 0
    I recently had a similar experience. I was hired as a new grad to a pediatric unit, went through orientation, and was "out on my own" as an RN. This hospital has a 6 month probationary period for all new hires. Throughout the course of my preceptorship, everyone was very supportive, gave me lots of pointers and encouragement, etc. I felt at home and like things were going well. Then one day, we discharged all the patients on the floor (we are a very small unit), and so the hospital nursing supervisor took my co-worker that day off to help somewhere else while i finished up the last of my charting. While they were gone, I got a call for a patient being admitted who was pretty complicated, in my newbie mind. And I sort of panicked when I couldn't get in touch with my co-worker or the hospitals nursing supervisor. Long story short, that was a bad day. MY preceptor had had talks with me about my confidence level. The didn't question my knowledge or potential, but they were concerned about my confidence. Really, I had thought confidence comes with experience. but I've leanred that YES you have to FAKE it most of the time. I never had a problem faking it in front of patients. I know they need to feel like you have a handle on things. But I would go out and talk with my coworkers if I had questions.

    Besides that one day, i felt that most of the time I did well, made a normal amount of small mistakes, and learned a lot. But about three weeks to a month before the end of my 6 month probationary period, my manager (who never sees me work) had a talk with me and basically, I had better get more confident quick or else she'd have to call this an unsuccessful probationary period. She gave me two weeks (which i am part time, which means only 4 shifts) to get that....umpfh....that she's looking for. At the end of the two weeks, she tells me shes still on the fence but a little further up the fence. gives me another week. By this time I am feeling so much more confident because I am taking all the patients, and doing all my own work and asking minimal questions of my coworkers. My manager brings me in to tell me she felt i was doing better, but some things came up (an unhappy and nitpicky physician who everyone complains about). And that it's not going to work out.

    Sorry for the book. but the confidence that I had built up, was shattered. right before the end of my 6 months and right before a vacation to see my family who i haven't seen in two years. Great timing. And probably planned timing. I think it was a mostly personality thing. My co-workers were upset with her for doing this to me. most of my co-workers have had some sort of ER experience in their backgrounds and I am just not that kind of nurse. ER is the LAST place i would want to work.

    And so, now I don't qualify for new grad programs, yet, i don't have the year of experience most places require. And what's with doctors offices requiring one year of acute care experience, or ER/critical care experience?? It is all just very frustrating and discouraging.

    So you're not alone in all this. It is a very unfair thing, but I hope that whats others say is true and that we just have to keep trying and something will come along.
  8. 0
    Silverbird, I read back over your post from your profile, and unless I'm mistaken, you've been anticipating this termination for sometime right? You've known that your Supervisors were not happy with your progress and considering the size and function of your Unit, where you would be the only Nurse on overnight shifts with some very sick pediatric patients, they felt your confidence just wasn't up to the level required for the position. I'm not trying to be cruel, but you have to be realistic when you are dealing with peoples lives, some may say especially children’s, but I won't differentiate. Everyone’s lives are equally important and when a Nurse doesn’t have the confidence in herself/himself, lives are at stake, and if you are the only Nurse on the floor, the risks skyrocket exponentially. You have no one you can turn to for advice, you have no one to help you in case of emergency, and it all falls on your shoulders and if you are not prepared to handle the crisis, those patients will die. I am not picking on you per se; I would be saying this to any nurse without the proper experience. I have many, many years experience as a Supervisor/ Nurse Manager and I wouldn't place that kind of responsibility on a Nurse without at least 2.5 or 3 years experience and having gone through a Preceptorship. It simply isn't fair to the Nurse. Do you realize the threat it puts to your License? If something untoward were to happen, you could end up losing the license you worked so hard to get, then where would you be? I have always believed that things happen for a reason. I may not always like it, but I don't have a choice but to live with it. You may find that this is the best thing for you in the long run, give it a chance and see what happens.
  9. 0
    FMF- do you not feel the the fault lies with managment? If as you said, you are or were management with many many years experience and feel that the position should be held by some one with at least 2.5-3.0 yrs experience, why was a new grad hired into that position to begin with? This is just another example of managment's pee poor decision making and blaming the individual nurse, while taking absolutely no resposibiity for their inappropriate bad decsions that could cost a nurse their license and a patient their life.

    Managment always has a way of putting a blamless sweet talking spin on the truth to keep themselves free of blame and responsibity for their acts of premeditated cruelty. Prmeditated in that they will seek you out(active process) have employment agencies call you aka head hunters, get you in the office, hire you on a flash, "Oh I am goiing to tell them I want you for the position", spout off all this influencial bull crap to get the nurse to sign on, and then watch that nurse like a hawk- the miniute that nurse shows some brains and is there fore a threat and get rid of the same nurse with the least little muscle twitch. it's a wonder with the frequency and ease that this is beening done now a days, some one hasn't come back with law suit charges or a gun. Managment is playing a very dangerous game now a days. Managment is destroying nurses careers without so much as a thought or consideration. Not in 32 yrs have I seen such bad examples of managers- where do they get these trashy tramps from- the busy street corner?

    Who takes responsibity for the damage that was done to the OP's?Managment seems to be teflon coated these days! When is it time, these so called "managers" become realistic, they too are playing with people's lives. Their nurses and their nurse's families.
    That's why I say: Law suit, law suit, law suit
    Last edit by kcmylorn on Oct 13, '12
  10. 0
    You are right, but unless I'm getting my stories mixed up, she was hired into a probationary position and began telling her towards the end of her 5.5 moths or so, that they didn't think she was going to be strong enough for the role. While it hardly seems fair, it is fairly standard if a probationary employee doesn't measure up. When I said I wouldn't hire anyone without 2.5 to 3.0 years experience, those were my numbers, I can hardly speak for the facility where she was employed, I don't even know what State she resides in, let alone what Hospital she's talking about. I know she was talking about a small pediatrics unit, but that's about all I know. BUT, consider this, put yourself into the situation, say you were the mother of an 9 month old child and that child was a patient on that unit, with say a pre-op diagnosis of Tetralogy of Fallot. Would you feel comfortable knowing the only Nurse available on the Unit is a new grad with only 6 months of experience?


    Sure, we both know that Hospitals will hire Nurses for a number of reasons, be it to fill quotas for Joint Commision inspections or what have you. Hospital Administrators have been known to pull every dirty trick in the book. Anyone operating under the mistaken impression that HR is their friend or their confidant, get over it, because nothing could be further from the truth. If there are any HR Nurses on the Board, sorry if I blew your gig, but it's the truth and you know it. Neither HR or Administration is a friend to the troops. It isn't in their job description. They will promise you the world on one hand and with the other hand they will be taking everything they just gave you right back away from you. And lie to your face without breaking a sweat. They are not your friend so this doesn't bother them in the least.

    AND kcmylorn, as far as worrying about people's lives, they could care less, unless it's their own. Sorry, It's a business. It isn't the same as it was when we first started in Nursing, when people actually did care.


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