I recently started a job in an outpatient clinic. We have 2 docs and 4 nurses. I started on Nov. 13 and was told my paperwork would be given to me at a later date. On Nov. 29 I signed the usual paperwork, confidentiality, HIPPA, etc. I was then presented with a 90 day termination agreement. This paper stated when and if I decide to quit that I will give them a 90 day notice. If I leave before the 90 days I will be expected to pay my daily salary to them, with any other costs they may incur in training the new individual or overtime pay to the nurses that remain. I told them I would think about this before signing. I decided not to sign the agreement, what other employer will hold my new position for 3 months? On Jan. 4 they told me to sign it for 60 days or my employment would be terminated. I did not agree with that many days. That was on Jan. 9 so, I told them I would be done in 2 weeks. They then asked if I would stay to help train the new employee. No, thank-you. I told them that this agreement should of been presented to me before I ever started my employment. In which they admitted that I slipped through the crack. The nurse that left ahead of me never signed either, she got out and found another postion.
I just wanted your thoughts! I feel bad that I am losing my job, but I am proud of myself for holding my ground.
I would not have signed it either ... particularly not at 90 days or 60 days. If I really liked the job, I might have tried to negotiate for something like 30 days or maybe 45. Giving a 30-day notice is standard for many jobs. But to have it in writing, I would ask for some sort of concessions or conditions in return for my signing. For example, I might ask that the time spent working for them beyond 2 weeks be paid at time and a half ... to give them an incentive to let me go earlier if I wanted to go. If I am willing to committ to stay longer than I want, they should be willing to pay me extra for that time.
Specializes in Acute Care Cardiac, Education, Prof Practice.
Yeah I wouldn't have signed anything like that. I know a lot of places prefer one month of notice, and I can understand that considering we are a professional career, but 90 days? Bleech.
Thanks for posting this, it will probably make those who read it a little more cautious about reading all those papers they throw at us to sign during new job orientations.
Specializes in Gyn Onc, OB, L&D, HH/Hospice/Palliative.
do these people make up there own rules? this 'contract' sounds so absurd! pay them back for the time you would have worked if you gave less than 90 (or 60)days and ot for the other nurses picking up the slack and the costs to rehire a replacement?? how on earth would anyone work for them? oh yeh, get a new job and ask your new employer to hold your position for 3 months, sure, no problem!i guess you would have to stay until your retirment, but then again they would probably go after your social security !! :trout:
Specializes in Med/Surge, Psych, LTC, Home Health.
Wow, is this a place that has trouble hiring and retaining employees? I mean, an outpatient clinic sounds to me like it would actually be a desireable place to work, but this one apparently is not if they are having to resort to tactics like this.
Actually, the hospital where I am currently working has apparently been making some of the new grads sign something that says that if they terminate their employment within, I think a year, of being hired, regardless of how much notice they give... they have to pay the hospital some big amount of money in return for the hospital training them.
And no, it is not a particularly desireable place to work. :icon_roll
This is comparable, but beats, what I was recently told by an employer who gets around the labor laws regarding overtime. They ask the new employee to sign an agreement that stipulates that the employee is receiving less wages per hour for straight time covering shift work that lasts longer than 8 hours in a day. Imagine that, you don't have to comply with the law as long as you get the employee to sign a statement that they agree with you breaking the law. Yes, there are people that sign these agreements, otherwise, the employers wouldn't be engaging in this tactic.
This is comparable, but beats, what I was recently told by an employer who gets around the labor laws regarding overtime. They ask the new employee to sign an agreement that stipulates that the employee is receiving less wages per hour for straight time covering shift work that lasts longer than 8 hours in a day. Imagine that, you don't have to comply with the law as long as you get the employee to sign a statement that they agree with you breaking the law. Yes, there are people that sign these agreements, otherwise, the employers wouldn't be engaging in this tactic.
Ok, it's been a long night and I'm not thinking too clearly... but how does that get them out of paying overtime? The base would be less (if I'm understanding you correctly here) but they'd still have to pay OT. So is it like (for example) $25/hr, then when they hit OT hours it drops to $10/hr... so that time and a half equals their usual pay?
Professional in the aspect that we are not a position that can be filled with anyone off the street. It takes time to find a good nurse.
The standard two weeks notice is sufficient time to find quality people if it's a quality place to work. If it's not, then even a month will be a stretch.
:trout:
Music in My Heart
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Gee, and I thought I was stunned before. Now I'm dumbfounded.