Changing PRN requirements

2 hours ago, Karsrn1 said:

This new management is having trouble with callouts and we've had approximately 80% turnover in the department in 6 months!

The 80% turnover is 100% intentional.

2 hours ago, Karsrn1 said:

I know that this will pass, eventually things will settle down or the new management will be replaced

No, it absolutely will not pass.

You are a per diem employee. Yes it is legal.

Department needs wouldn't "trump" a contract, but you should have a pro look at your contract to see if they're playing out a loophole. But ask yourself: with new management displaying this attitude, do you really want to stay?

I let my PRN job know, when the new, not very likable DNS sent me a letter demanding 2 shifts a month, that I'm unable to fulfill that requirement at this time. I told them that I'll reapply when I could.

I'm still getting emails of available shifts and never got notification of my termination. I hear they are hemorrhaging money paying agency, but I'm not inclined to help after my interactions with that nasty woman.

It sounds like the people you signed the contract with are no longer the owners? They could fire everybody if they wanted to ...or change all of the terms for everyone.
If it's not working for you anymore, just move on. There's usually a super-high rate of turn over when new management comes in and all the rules change.

Just do what you want till they complain , and then see what they want you to work . If it ain’t what you want just quit . Contracts don’t mean *** in this business

Our hospital made the changes after I had become PRN, I made sure I had it in writing that I would only be able to pick up 4 hour shifts here or there unless it was a break (school nurse full time) and that I would need to be grandfathered in to the old requirement of one 12 hour shift vs. the new requirement of 3 12 hour shifts a month or I wouldn't be able to stay on.

I am a good nurse-not bragging-so they were willing to agree. You should've tried that conversation before signing the new contract. Of course, some hospitals just don't care, they know they will have warm bodies to fill the position regardless.

I was approved to work 8 hour shifts by management but was harasses day in and out by staff to work 12s. They would say, who is covering the 4 hours when you leave. This was at a place I used to work at. I am looking to do prn again, just interviewed at a place and will gladly work 12s because the place is closer to my home, I am done with school, and it pays 10 dollars more than the last place. I could end up making over 100,000 if I get full time hours which I was told is available especially if I work weekends.

It is unfortunate that the conditions of your employment changed without your consent, but that happens. If you can't or don't want to fullfill the new requirements, move on. I would go work for the agency that supplies them with agency nurses and make more money. If they try to complain about non compete clauses just say that your original contract was nullified by the corporate changeover. Good luck!

New owners? Contract is no longer valid.

Are you sure you even want to still work prn at this place? Change is difficult sometimes, but maybe this is a chance to look elsewhere for a prn job. You might land a better job.

On 3/3/2019 at 12:56 PM, Karsrn1 said:

Our small hospital was recently acquired by a large health system. I am PRN and the new health system contract I signed commits me to three shifts every six weeks. The new health system defines a shift as at least eight hours. The contract requirements are for the lowest PRN commitment and I receive the lowest PRN pay rate. The department where I work has new management since the acquisition and just advised at our last staff meeting that anyone with the lowest level PRN commitment must now work four 12 hour shifts in a six week period. That is double the hours in my contract; management said department needs trump what I have in my signed contract. I suggested that they may lose some of their PRN nurses over this and the immediate response was that they would then hire back people who are willing to work more hours. It seems to me that creating a requirement they know some of us are unable to meet is part of their strategy. This new management is having trouble with callouts and we've had approximately 80% turnover in the department in 6 months! Nurses, techs and UCs feel unsafe, bullied and have little confidence in the new leadership team. I know that this will pass, eventually things will settle down or the new management will be replaced, but in the interim I cannot commit to the additional hours and I feel that with a signed contract perhaps it is not legal for them to require this of me? Does anyone have any experience in this capacity?

I am not sure it matters whether it is legal. You aren't going to sue them. And they aren't going to become decent, honorable human beings.

If, at some point, they come up with something that is seen by both parties as beneficial, great. As long as you remember that they won't keep their word if they think it will be in their interst to change.

On 3/7/2019 at 6:07 AM, RNperdiem said:

New owners? Contract is no longer valid.

That’s not necessarily true— often the sale of a company includes acquiring their contracts as well. If the sale nullified the contracts, then the PRN employees should’ve been presented with new contracts with the new terms. Them just saying that the department’s needs trump someone’s contract doesn’t make it so.

16 hours ago, hherrn said:

I am not sure it matters whether it is legal. You aren't going to sue them. And they aren't going to become decent, honorable human beings.

If, at some point, they come up with something that is seen by both parties as beneficial, great. As long as you remember that they won't keep their word if they think it will be in their interst to change.

Hherrn has good points as usual.

Its true, you probably have no plans to sue them... but if they acquired your employment contract in the sale, then you need to follow its requirements to the letter as far as how long you are on the hook and what you have to do to break the contract.... because if you don’t, they could conceivably sue you for breaching it. And don’t assume they won’t. Or even take their word for it... If you leave, get it in writing that they are releasing you from any obligations under that contract.

I think it would be worth having a lawyer look at the contract and advise you of whether it is still valid. If you are in a union, you should be meet with the union rep also, as a first step.

Its possible that they are in breach of the contract because they are changing the terms. And that might make you eligible for unemployment if they refuse to honor it. That is something that you’d need to take up with the unemployment office and/or the aforementioned lawyer. And I’d find out where you stand as far as unemployment benefits go, before asking them to release you from the contract. Because you don’t want it to come back that you left voluntarily and are then ineligible, letting them off the hook.

Good luck. ?