asked to resign

[pedspnp]

Ok I was at my present job for 7 months, I worked in a clinic, seemed to be doing well, went in extra, etc. etc. any way on friday I get a call from my NM. seems that 2 docters went to the Medical Director with concerns about my nursing skills. ( they would not elaborate ) I have been a nurse for 15 years, and was told that 2 docters did not want to work with me alone on weekends. we only have one nurse on weekends, during the week there are 1 rn or lvn and a ma. They would not give me any specific details as to what the concerns were nor was I asked for my side of the situation, so I resigned the more I think about it the madder I get. I am almost done with my PNP program, and I admit on a couple of occassions I did bring up current guidelines that were not being followed. So what do I do just move on, another nurse told me that the Med director was looking to replace some RNs with MA's to save $$. Since I was the last one hired first to go.

[wooh, BSN, RN]

Should have made them fire you and collected unemployment.

[rjflyn, ASN, RN]

Now you need to call the regulating agency on them and have them do a visit. If you have ideas for improvement, maybe the state or feds can find some too. Like another poster said Slime balls.

Rj

[loricatus]

I would like to ad that you should immediately file for unemployment insurance. Many will ask you to resign thinking they can avoid paying unemployment. This isn't true because asking you to resign amounts to a layoff. There is no cause involved because you did not get specifics and did not get written up. It does sound like this is a cost saving thing going on and trying to avoid paying unemployment for a layoff to hire a less expensive person. You have the power to show them you are no fool by applying for something you have every right to receive while you look for a new and better employer.

[TiredMD]

It is unlikely that two seperate physicians would be so "offended" by someone bringing up published practice guidelines that they would go to the effort of getting an RN fired. Physicians, in case it wasn't painfully obvious, want to see patients and be left alone. Most of us do not put in the extra work necessary to carry out petty revenge, especially over nothing. Two seperate docs doing it is almost inconceivable.

It is also unlikely that this was a veiled attempt to replace RNs with MAs. An RN in a clinic setting is unlikely to belong to a union, and unlikely to have any kind of employment contract that prevents him/her from being fired for any reason at all. They don't have to "make up" a reason to fire an employee for economic reasons, they can just do it.

The most likely scenario is exactly what the OP was told: the physicians have concerns about her skills and don't want to work with her. Instead of lambasting the physicians or automatically assuming this was something personal, perhaps the OP should do a little introspection.

[jeepgirl, LPN, NP]

It is unlikely that two seperate physicians would be so "offended" by someone bringing up published practice guidelines that they would go to the effort of getting an RN fired. Physicians, in case it wasn't painfully obvious, want to see patients and be left alone. Most of us do not put in the extra work necessary to carry out petty revenge, especially over nothing. Two seperate docs doing it is almost inconceivable.

It is also unlikely that this was a veiled attempt to replace RNs with MAs. An RN in a clinic setting is unlikely to belong to a union, and unlikely to have any kind of employment contract that prevents him/her from being fired for any reason at all. They don't have to "make up" a reason to fire an employee for economic reasons, they can just do it.

The most likely scenario is exactly what the OP was told: the physicians have concerns about her skills and don't want to work with her. Instead of lambasting the physicians or automatically assuming this was something personal, perhaps the OP should do a little introspection.

actually, tired MD - i have seen this happen more than once. sometimes, yes, i think you are right - but usually MAJOR issues have been occuring and the employee is not blindesided. Think evals that show where improvement is needed, warnings that the employee must improve, etc. The OP denies this and even says that she got a glowing review a month before. I think that the person who posted that described her practice adminstration background is spot on.

[TiredMD]

actually, tired MD - i have seen this happen more than once. sometimes, yes, i think you are right - but usually MAJOR issues have been occuring and the employee is not blindesided. Think evals that show where improvement is needed, warnings that the employee must improve, etc. The OP denies this and even says that she got a glowing review a month before. I think that the person who posted that described her practice adminstration background is spot on.

Could be. But many times poor leadership results in evals like this:

"We think you're doing a really great job, and it's great having your here, but there are couple things we want you to work on . . . "

When what they really mean is, "You're a nice person, but we have issues with the way you work." It could be the person didn't realize they were getting a lukewarm, or even negative, eval. That I've seen happen more than once, to both physicians and nurses.

Writeups, counseling, warnings and probation are (at least in my limited experience) much more common in large practices, hospitals, and union shops. In the clinic of a small group, why bother? Clinic nursing is not a highly technical specialty that require a long time to train replacements. Sometimes it's just easier to let them go and hire someone else.

Obviously no one except the NM knows the whole story here, but I still don't think it's reasonable to write-off the termination eval. There may be a lot of lessons here the OP could take with her into her next career as an NP.