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Breaching StaRN Contract

First Year   (23,886 Views 67 Comments)
by Bella_CO Bella_CO (New Member) New Member

780 Visitors; 15 Posts

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You are reading page 6 of Breaching StaRN Contract. If you want to start from the beginning Go to First Page.

270 Visitors; 18 Posts

Hiring,orienting, and educating a new grad nurse can cost upward of $60,000 to an employer, so yes, they want a return on their investment so that every new grad doesn't jump the med/surg ship and go to L&D, ICU. ED, or whatever specialty they actually wanted in the first place as soon as they get that magic 1-2 years experience. The contract is a sign of a desperate employer who loses many new grads. But, you agreed to the terms when you signed the contract. Defaulting on this expense and being sent to collections can ruin your credit rating. Future employers actually look at a credit score, so it may keep you from a "dream job" some day.

I'm sorry that you did not like the working conditions, but that's med surg nursing. In 20 years on med surg floors I got lunch breaks about 5 times. And yes, 7 patients on the day shift. If you find a hospital with better working conditions that what you left, let us all know. We want to work there.

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780 Visitors; 15 Posts

It wouldn't have been so unsafe and unmanageable if we had CNA's on our unit. If the employers do not want to lose their employees they hire, they should invest in sufficient nursing staff. Having just one CNA would have made a significant difference. Hence is why we lost a ridiculous amount of nurses in my very short experience there. That was the #1 compliant. Where I'm from, it is unheard of to have a medical-surgical without CNA's.

Sorry y'all, I still don't have an update. 🙏🏻

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1 Follower; 16,203 Visitors; 1,003 Posts

Never sign a contract without fully reading every word and knowing how to get out of it. Some places prorate, so perhaps what you owe will be less then the full 10K. Hopefully a lawyer can help or you can find another hca job that is better to work off the rest of the contract.

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1 Follower; 16,203 Visitors; 1,003 Posts

I'm dismayed to see how nasty and unsupportive some of the responses have been. Instead of building one another up, or offering advice, we are eating our young again and going out of our way to be rude, which is sad. It really makes this profession look bad how it continues.

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SummitRN has 5 years experience and works as a ICU.

8 Likes; 29,971 Visitors; 1,501 Posts

Hiring,orienting, and educating a new grad nurse can cost upward of $60,000 to an employer

Yea yea yea... this is the spew put out by hospitals and some folks gunning for their thesis approval in management/edu track degrees.

The number keeps growing every time I hear it quoted!

Don't buy into that BS without exercising critical thinking.

For starters, compare it to the cost of a non-new-grad RN turning over their position:

http://www.nsinursingsolutions.com/Files/assets/library/retention-institute/NationalHealthcareRNRetentionReport2016.pdf

They give costs almost equal to this mythical cost of of new grad training. Isn't that a bit odd?

So let's compare how much more a new grad really costs!

~8 weeks combined of training, orientation, and classes MINUS 2 weeks combined that an experienced hire receives for their on-boarding, training, and unit orientation.

6 weeks at $21/hr (no differential often no benefits) new grad pay = $4500 for a new grad with 6 weeks of precepted orientation and "residency."

CRY ME A RIVER FOR THE HOSPITAL

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780 Visitors; 15 Posts

Yes, I think the whole StaRN program was an ingenious financial idea because the first 7 weeks of the program we were taught by 1-2 nurses for 50 new graduate employees. That's very cost-effective orientation. In most of my coworkers opinions, we thought the first 7 weeks were mostly a waste of time and money. The simulation and EKG were the two most helpful things we did, which could've only required about 1 week to do.

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RN-dancer has 2 years experience and works as a Registered Nurse.

1 Like; 1,064 Visitors; 45 Posts

Off topic but it sad that nursing working conditions are unsafe oppressing and discouraging. Veteran nurses just take this as a reality and cope versus new nurses see beyond the stresses and unsafe conditions, job satisfaction

Is just as important. Nurses need to unify and demanding better. WE LITERALLY RUN THE HEALTHCARE SYSTEM but have no real pull of the strings. We are a fractured profession.

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