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Application help.....quick!

I have an interview with VNA and am filling out the application right now. Some of you know the details, but for those who don't, I was terminated from my last job for a hokey reason and my union is fighting it. For the interview set up via the headhunter, she told me to list someone at the hospital that I knew would not sabotage me (lots of those, most of the staff and physicians are on my side). For this application for the second interview, they specifically ask for permission to contact my previous and current employer and then I have to sign a consent form giving that employer permission to discuss anything asked about me.

Given the circumstances of how/why I'm no longer there, I'm not comfortable with this, but if I don't, I probably won't even be considered, right?

Tough situation Tazzi! I wouldn't give them permission to call them if the recruiter is already aware of your situation. I think that with your experience they would still consider you for the job. You can always explain why you didn't want them to be called during the interview!

Hope this helps!

No, no.....the recruiter is helping me with one interview. She told me to provide friendly names for that one. The other interview is the one asking for permission.

Jolie, BSN

Specializes in Maternal - Child Health.

I would make some kind of notation on the application that you will give permission AFTER you have had the opportunity to discuss your prior employment in an interview.

It is not likely that potential employer will make an offer without contacting your most recent employer to verify your dates of service, at a minimum. It is possible that they will not request or receive any more information than that. But it is also possible that they would be told that you are not eligible for re-hire. It is best to head that off at the pass by explaining up-front in an interview what happened.

I understand how awkward this is, but I think you will be best served by addressing this objectively in an interview. Don't bash your employer or get emotional, just explain the facts of the situation. In many circumstances, your strong clinical skills and good attendance record will be enough to overcome the negatives of your dismissal from your last job.

Goodl luck!

The consent is mailed to the employer, and the questions are about skills, interpersonal abilities, reliabilities, etc. Am I eligible for rehire? If no, why not? Under what circumstances did I leave?

Pretty detailed.

santhony44, MSN, RN, NP

Specializes in FNP, Peds, Epilepsy, Mgt., Occ. Ed.

I would probably say yes to everyone but the last employer; say "no" about contacting them. Then, during the interview, explain the situation to them. It might be a good idea to decide how you're going to explain the job loss and then go over your explanation with the recruiter; she can help you fine-tune what you plan to say and maybe come up with the tough questions you might be asked. The recruiter is interested in helping you get a job and should be willing to work with you to present yourself well.

santhony44, MSN, RN, NP

Specializes in FNP, Peds, Epilepsy, Mgt., Occ. Ed.

Oops, I just read that this interview isn't the one the recruiter got for you.

Is this possibly going to happen with that interview, too? You might still be able to run the question past the recruiter and get her input.

No, the one the recruiter set up will let the recruiter handle the references and stuff, and she specifically asked me who would speak positively and took those names. She knows what happened and can't figure it out either.

Medic/Nurse, BSN, RN

Specializes in Flight, ER, Transport, ICU/Critical Care.

For now, just leave it blank. At some point if it is the job for you - you are going to have to give them permission to check. It sucks - but, it is still going to be necessary. But I think you may be able to control the possible damage.

You note that you are filling out the application - I hope that you are taking it in with you and they will get it at the time of the interview. IF that is the case, I think it will be okay. Just address the issue with your last employer - not a long story, just the cliff note version - be matter of fact.

I think most employers do not check ANYTHING until after a positive interview and they are in the final phases of offering you the job! So, given that you were railroaded at your last job, I think you have the chance to get the VNA on the right track!

GOOD LUCK!

;) It all going to work out!

(Check your e-mail, I just e-mailed you!)

Just got the email, thanks!

Yes, I'm taking it to the interview with me. Interestingly, I got an email a bit ago from a doc I worked with. A couple of months before me, the hospital fired the dietary manager and three of the cooks. Then me. Now the admitting manager is being fired. All long-term employees with no history of problems.

I have an interview with VNA and am filling out the application right now.

The Vertical Navel Association? You GO, girl! :w00t:

No, no.....the recruiter is helping me with one interview. She told me to provide friendly names for that one. The other interview is the one asking for permission.

It is against California State Law for any previous employer to give out anything more that the date of hire, how long you worked for that company and whether or not you would be available for rehire.

What they are asking you to sign is not legal in California.

Are you sure about that?

Will the HR's know it's illegal to answer any other questions, then?

Are you sure about that?

Will the HR's know it's illegal to answer any other questions, then?

I own my own business. I'm sure. They can ask you to sign whatever they want, but it is ILLEGAL to ask a former employer ANYTHING but these three things:

1. Date of Hire.

2. Length of Employment.

3. Is the employee eligible for rehire by your company?

This has been on the books in California for over 20 years...

You can double check this with the State Department and the Department of Fair Employment and Housing.

http://www.ss.ca.gov/

http://www.dfeh.ca.gov/Statutes/feha.asp

NRSKarenRN, BSN, RN

Specializes in Vents, Telemetry, Home Care, Home infusion.

no such regs in pa. i was asked one time why rn not eligible for rehire and wrote on reply "no temps recorded on patients homecare notes x 1 month"

rn called me and reamed me out, tried telling me that psych patiients were refusing to have temps taken and how dare i ruin her job prospects...tried discussing no temps taken on notes and that's when she resigned. however, i had called pts as part of qi process to confirm denial after it became a pattern, pts told me rn 's thermometer broke. not gonna be a party to permitting bad practices be fostered off on another agency that can cause patient harm.

most of time confirm doh and reason i was informed leaving agency if asked and give broad answer if non-stellar employee. anyone leaving due to firing/problems, defer to hr --thankfuly rare occurance.

would also leave option blank, and discuss at interview. can always write on form " permisison for doh/ discharge only" if company will allow.

after 5 years of hiring, those that badmouth prior employer excessively during interview, usually ones to leave you high and dry. those that sucinctly sum up problem situation without excessive finger pointing, are ones i've hired and grateful for escaping toxic environment.

good info here: reference checks

[color=#0073bf]reference checking services for job seekers

were you fired? did you leave an employer on bad terms? are you concerned about what your ex-boss might say about you to a future employer? if so, you may want to consider using a reference checking service to discover what your past employers are saying about you.

chuck1234

Specializes in Nurses who are mentally sicked.

It is against California State Law for any previous employer to give out anything more that the date of hire, how long you worked for that company and whether or not you would be available for rehire.

What they are asking you to sign is not legal in California.

We also have something very similar to that in New York.

No such regs in PA. I was asked one time why RN not eligible for rehire and wrote on reply "No temps recorded on patients homecare notes x 1 month"

RN called me and reamed me out, tried telling me that psych patiients were refusing to have temps taken and how dare I ruin her job prospects...tried discussing no temps taken on notes and that's when she resigned. However, I had called pts as part of QI process to confirm denial after it became a pattern, pts told me RN 's thermometer broke. Not gonna be a party to permitting bad practices be fostered off on another agency that can cause patient harm.

Most of time confirm DOH and reason I was informed leaving agency if asked and give broad answer if non-stellar employee. Anyone leaving due to firing/problems, defer to HR --thankfuly rare occurance.

Would also leave option blank, and discuss at interview. Can always write on form " permisison for DOH/ discharge only" if company will allow.

After 5 years of hiring, those that badmouth prior employer excessively during interview, usually ones to leave you high and dry. Those that sucinctly sum up problem situation without excessive finger pointing, are ones I've hired and grateful for escaping toxic environment.

Unless you are with the HR department, it is NOT LEGAL in California for a prospective employer to contact you regarding an employee that worked at your hospital.

NRSKarenRN, BSN, RN

Specializes in Vents, Telemetry, Home Care, Home infusion.

ca state regs info:

subject: employee reference checks references sections law ...

small business owner’s background check guide

univ of michigan guidelines---- recruiting and employment services

similar to process i follow using health system reference check form after candidate gives permission to contact employer---now part of our online application. after reference check done, formal interview held and decision to hire made, more extensive background check performed by outside company.

background check precautions for pre-employment screening

is there a duty to disclose in employment references? (honesty is ...

de regs for healthcare facility, requires service letter completed:

service letter form. the required service letter shall be a form provided by the department of labor, office of labor law enforcement. the service letter form shall be signed by the current or previous employer and shall be filled out by that employer. the service letter form is a checklist requiring information about the type of work performed by the employee; the duration of the employment; the nature of the employee's separation from employment; and information as to any reasonably substantiated incidents involving violence, threat of violence, abuse or neglect by the person seeking employment.

delaware department of labor division of industrial affairs ...

check your states department of labor for specific state regulations

outstanding research, karen. it never ceases to amaze me how you can amass so much pertinent information in such little time.

that said, the first link refers to state employees, who are under a seperate set of regulations that the civilian sector.

the second link refers to background checks only. they may check on a person's "work ethic" or history via interviews with friends, family and "business associates", but they cannot violate the rules set down by the fair employment and housing act that i've already outlined.

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