Do you mention past disciplinary action on application?

[Bella RN, BSN, MSN]

Quick question--If you were discplined by your employer in the past and it DID NOT affect your license--do you mention that on your new application of employment? :confused:It is a government job and they ask have you ever received discplinary action due to clinical incompetence or was forced to resign or retire due to that;do you state yes if you were disciplined for a clinical decision that did affect the patient; but was never found guilty by the state.

Or it was investigated but the state found nothing that the nurse did wrong;they didn't even contact the nurse who was found at fault by the employer and written up? :confused:Most private sectors ask about action against your license but it seems that the Federal government jobs look at every nook and cranny. I know if you don't answer truthfully you can be terminated at any given time, but if you do state you were disclipined at your old job will that mean they will toss the application? Even if that employer after the incident states how the nurse is stellar and is willing to give excellent references.....advice please.

[dthfytr, ADN, LPN, RN, EMT-B, EMT-I]

With the information you give it's hard to be sure I'm giving you the right answer. There are mistakes, which everbody makes, and there's clinical incompetance. If your former employer is willing to give a stellar reference, I doubt you are clinically incompetent. Go to a dictionary if you have any doubt.

FYI, I can promise that one sure way to lose a job is to lie on an application.

[Sparrowhawk]

Honestly I'm confused. Never lie on an application, but you can request to explain any termination face to face in an interview..I did that with my last job and got both jobs.

[kaa3418]

I would document it because if you "lie" on your application and it comes up that would most likely prevent you from getting the job. I would explain in detail what occurred.

[Bella RN, BSN, MSN]

Thanks. I was never terminated. To Dthfyr--You are funny--I am completely aware of what incomptence is;I don't need to look that up thanks.

But I agree. Just state whatever the incident is and move on. Do not lie on application nor forfeit giving info if it is asked. Like I stated before in the private sector they ask about discplinary action against your license--which has never occured for me (Thank God!!!), but this institute which is a Federal inquires about if any discplinary action was ever taken against you due to clinical incompetence. That was the kicker--I had action taken against me but My rationale was justified and nothing further went beyond the institute in which I was a former employee;I chose to resign even the CNO begged me to stay but I saw too many cracks taking place there and knew it was time.

Thank you for your advice--I have made peace about what to do!:)

[Orca, ADN, ASN, RN]

In every organization I am aware of, you can be immediately terminated for making false statements on your application. Saying that there had been no action when there had been and hoping that the employer didn't find out would qualify.

If you tell the truth, you don't have to remember anything.

- Mark Twain

[neutrophil]

I am going to answer this question not as a nurse, but as a manager in my previous career, and I am not speaking of fast food. Rule number one. Make your supervisors job easy. If you look difficult it will be difficult for them to accept you. Rule number two. If you made a mistake that is unexplainable and discoverable, you must admit it. If it is explainable and undiscoverable, you don't have to put it down. Politics, lovely.

[huberusone]

former employers by law can only release a eligabilty for rehire or not. Only state board action if specifically asked. You still have a right to privacy in accordance to te freedom of Information Act, use it.

[caliotter3]

As stated frequently in past posts, it is a common misconception that employers have their hands tied when it comes to references concerning former employees. They can state anything about your job performance that was "true" and they can state anything about your job performance that is their "opinion". This is how they get away with blacklisting people, according to employment attorneys. Their word is taken when it comes to the "truth" and "opinion" leaves plenty of leeway to badmouth former employees. Difficult or impossible for the former employee to prevail in court. Employers count on that. Furthermore, there are many venues where discussion can occur and no one is the wiser.

[ozgretch]

I don't think you need to put it in your application however I would suggest that you definitely mention it in the interview - so as to legally cover yourself - verbatim is considered legal. Instead of calling it disciplinary action - you could state that an issue came up - what it was - and that you had a positive 'learning experience' which has in turn improved your practice and ensured you now consistently monitor your nursing practice for ways in which you could possibly improve it. Let the potential employer know that initially it was thought to be a disciplinary action - but actually it turned out to be a positive experience and that this is why you did not include it in the written application. Sorted.

[RedhairedNurse, BSN, RN]

I would say NO. Do you really think they will hire you if you say other wise? If it's not an action taken against you, then you can legally say no.

[island40]

I would suggest leaving it off the application and discussing it during the interview. All VA jobs interview -and it is a good way to tell them how you learned from an experience. It is better to have an employee that has gone through an experience that was trying and learned from it than one who says their whole career has been a bed of roses. Just sign me...

looking for nursing job #23 (17 years of experience as an RN)