CRNA being black-balled by former employer

Specialties CRNA

Published

Is there anybody out there that has a former employer/anesthesiologist retaliate against you for resigning? He is giving prospective employers the "I can't recommend her". I have hired an attorney and since he is not actually slandering me I have no grounds for litigation.

Specializes in IMCU/Telemetry.

So far all you have is hearsay. You can't go to court with that. If he fired you, he must tell you why. Just saying "for cause" is not good enough. Try to get him to put it in writing. Then you can start working on it. Also, you might look for the nurses he had fired in the past.

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[Please see my reply to Yoga for the long story. Thank You.quote=jwk]Just playing devil's advocate here - did you give adequate notice or did you leave suddenly with little or no notice? Were you under any kind of contractual obligation to stay for a certain period of time or to provide a certain amount of notice before leaving? Why did you leave? Was it under good circumstances or did you get mad about something and walk out? Just curious - there's usually two sides to these issues. Maybe this person has gotten hassled before about evaluations or recommendations and is simply choosing the "no comment" route for that reason.

Yoga's got some good ideas about trying others besides the anesthesiologist that you worked with.

Once you hit the "quote" button, just start typing. ;)

Sounds like you're really getting screwed here. I agree, I think you need an attorney if you're going to pursue this - if you're not getting help from the one you've got, find another.

His formal complaint to the nursing board takes this to a whole different level. He is now messing with your career. ANY statements he or someone else at that hospital has made in regards to that can be challenged. I assume there will be some kind of hearing because of this. Make sure you and your attorney challenge these allegations - hopefully they'll either withdraw the accusation or the board will find the accusation are baseless. Then sue all concerned for slander and libel.

I don't know about Tennessee, but in Georgia, anyone can be fired for any reason or no reason unless there is a contract stating otherwise. But being fired based on a "cause" that is known by the employer to be false should be excellent grounds for a nice little lawsuit. Find a decent attorney and run with it!

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This guy sounds like a real asshole, and it sounds like you have yourself in quite a predicament. This MDA is taking it quite personal. I don't think talking to him is going to do anything at this point. I would certainly talk to the people around him if at all possible, and try to garner some support for yourself.

Sending a complaint to the nursing board was way over bounds, at least from the information you've given us. you need to go on the offensive rather than just be defensive about this. attorney's are expensive, but basically this guy is squashing your livlihood, and everything you've worked for to get as far as you have.

Do you have some friend somehwere in the anesthesia world that can give you a job? That would sure help, and maybe help you pay your attorney's fees. I can also suggest that there is probably some legal guru over at the AANA that deals with this stuff, so use your organziations as well.

I hope it gets better. Let just know how it turns out, and if we can do anything to help.

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Specializes in Case Management.

Can I ask, what were the concerns you went to the CEO about the day after you gave your 60 day notice? It sounds to me that whatever you said pi$$ed him off and he went after you and he fired you. What did you say to the CEO and maybe that should have been done after the 60 days???

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I live in Texas. It is a state where you can be fired at any time. Dr. X. has never given any evaluations. The Chief CRNA says that Dr. X will never put anything in writing. I have two attorney's. One representing me regarding slander, defamation. The other one for the BNE. The TX BNE is slow to get to a "he says she says" complaint. There was no patient complaint. They are investigating nurses that have larger complaints. You are correct. I do not believe he will stop until he has my licence. Since he can't make money off of me any more he does not want any one else to either. Once the Board allegations are cleared he will be sued for defammation, etc. Unfortunately, I have been employed so much of the time I do not know if I have the funds to sue him. Since May, I have spent $13,000.00 in attorney fees. I researched thoroughly the attorney's before selecting them. One problem I encountered in selection of attorneys is the two really big labor firms could not represent me because Dr. X and HCA were using them. I know the answer is out there. If enough CRNA's see this maybe something will surface.[uote=jwk]Once you hit the "quote" button, just start typing. ;)

Sounds like you're really getting screwed here. I agree, I think you need an attorney if you're going to pursue this - if you're not getting help from the one you've got, find another.

His formal complaint to the nursing board takes this to a whole different level. He is now messing with your career. ANY statements he or someone else at that hospital has made in regards to that can be challenged. I assume there will be some kind of hearing because of this. Make sure you and your attorney challenge these allegations - hopefully they'll either withdraw the accusation or the board will find the accusation are baseless. Then sue all concerned for slander and libel.

I don't know about Tennessee, but in Georgia, anyone can be fired for any reason or no reason unless there is a contract stating otherwise. But being fired based on a "cause" that is known by the employer to be false should be excellent grounds for a nice little lawsuit. Find a decent attorney and run with it!

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Can I ask, what were the concerns you went to the CEO about the day after you gave your 60 day notice? It sounds to me that whatever you said pi$$ed him off and he went after you and he fired you. What did you say to the CEO and maybe that should have been done after the 60 days???

I can agree with this statement.

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I'm a little confused about this thread. I live in California and hospitals, for example, typically don't give recommendations or any information at all. A friend of mine works in HR and they usually just confirm past employment and that's it ... apparently due to liability issues because she tells me they can be sued for saying anything derogatory. So is this unique to California or am I missing something?

:clown:

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She was employed by the anesthesia practice, not the hospital.

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She was employed by the anesthesia practice, not the hospital.

I understand that but wouldn't the same restrictions apply to any employer, or not. Or, does it vary state by state?

:confused:

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Figures this would be Texas. It sucks to be a nurse in Texas.

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Specializes in IMCU/Telemetry.

A lot of people are stuck on the fact that most states employ "at Will". This means that you can be let go for any reason, or none at all. The problem here is he fired her for cause. He now has to prove it. Even if he didn't report you to the BON, you would still have a case against him.

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