Fired After 50, Part I: What It's Like To Be A Statistic

First in a series about a nurse (me) who finds herself suddenly unemployed at age 51 and learns she is part of an alarming trend of American workers who are losing their jobs at midlife and beyond. This is a story about the new "midlife crisis", the lessons learned during the transition process, and ultimately, starting all over again at a time of life when I'd once hoped I'd get to throttle back and cruise into retirement. Nurses Announcements Archive Article

Hello. My name is Marla and I'm an unemployed nurse.

There, I said it. Now's the time when everyone's supposed to shout "HI, MARLA!" and applaud. Oh, wait---that was AA, circa 1992. Oops. *blushes*

I've talked about this revolting development here on my blog before, but I had never actually felt embarrassed about it until two days ago, when I received my first unemployment benefits check. What a humbling experience that was! Even though I haven't worked since mid-June and needed the money desperately, it hurt my pride to walk into the bank and deposit a government check into my account. I swore that once I left welfare (now sixteen years ago) that I would never again darken the door of any government office until it was time to apply for Social Security. And until I lost my nursing-home job thanks to a deadly combination of a lousy economy, chronic low census, and degenerative joint problems, I had never needed to.

I've been in between jobs before, but there was always another job just around the corner......I wasn't "out of work", and I certainly didn't need to rely on public largesse to keep a roof over my family's heads during the brief interludes between the end of one job and the beginning of another. But the plain truth is---even if it's not really my fault---I AM unemployed, and the prospects for finding even a temporary position till I land my next 'real' job are few and far between.

Ironically, a temporary position was all I was looking for when I found this last job as a 3-11 charge nurse on a long-term care unit. I'd just come from a bruising experience working with an administrator whose passive-aggressive approach to work nearly separated me from my sanity; all I wanted was a job where I could hide out for awhile and nurse my wounds while still being able to eat and pay bills in the same month. In the process, I found redemption for previous career mistakes, right there in that old LTC........and even after almost two years, the old yearnings for money and power hadn't returned.

Well, fate is indeed a fickle creature, and thanks to the aforementioned trifecta of misfortune, I now find myself part of a growing---and alarming---trend in which many older Americans are being "Fired After Fifty", as AARP recently called it in a piece they did on the subject. No, we're not necessarily being hauled into the boss's office and told "don't let the door hit ya where the good Lord split ya"; but whether it's described as getting fired, losing one's job, or being laid off/let go/shown the door/downsized/outsourced/cut back/restructured/fill in the politically correct blank, the result is the same: we are out of a job. And Lord help us in finding another one.........few companies want to hire in uncertain times, and fewer still are willing to take on, ahem, experienced workers who tend to cost more in terms of salary and benefits than their younger counterparts.

I have become something I never thought I'd be in a million years: just another statistic.

That said, I am oddly optimistic about my future, even though I'm what you might call damaged goods. I may have a case of advancing age, but I still have the education and knowledge that no one can ever take away from me. My body may be in a state of dilapidation that precludes any job requiring physical stamina, but I'm comfortable in my own skin, I can still do what I need to do to get through the day, and frankly, I think I've lifted as many 300-pounders and run as many halls as I should ever have to. (Nor is my overweight state solely to blame for it; I hear complaints all the time from fellow midlifers who are thin and fit, and yet have knee and hip problems and backaches that are as bad, if not worse than my own.) I'm also fairly intelligent, I learn things quickly, I get along with just about everyone, and I'm willing to try new things......what else could an employer possibly want, right?

We shall see, in any event. I've gotten some nibbles from the twenty or so applications and resumes I've sent out, and the interviews have now begun. Today's was interesting, especially in light of the fact that I am directionally dyslexic........and the job involves extensive in-state travel........and I got lost trying to find headquarters. Stay tuned!

Specializes in Emergency, critical care.

I like lamazeteacher's idea of Nurse agencies to staff any health access...I had come to this conclusion halfway through this thread, as well as after reading all 15 pages of her blog...this would be a great way to evolve for a number of reasons:

1/ it would empower nurses to give adequate care and staffing to each individual work situation; 2/ it would eliminate 'blurring' the lines of job descriptions (some of my RN positions have required housekeeping duties in the past, over and above a pt's. clean environment needs) 3/nursing could compete w/ other 'revenue' centers in the big business format of healthcare delivery and bill their clients according to workload, procedures, safety issues, even family/visitor care 4/ it would provide a 'protective' layer between hospital management and nurses vulnerable to biased or less-than-fair treatment. I'm sure I could go on and on...I'm shootin'-off-the-cuff now. Indirect advantages? many nurses would become quite savvy at delivering care incorporating the business model and beat these profit skimmers at their own game, new-grads. for sure would be folded into contracted teams to meet staffing contracts of various facilities, competition among agencies would raise nursing care standards in real-time, and the potential to carve-out billions of $ from today's established health care profit centers would surely carry the respect for nursing that so many nurses currently complain has been lost. Don't even say the word union...say New Rules...a new business/enterprise

for the delivery of nursing care....oh yeah...instead of bullying and intimidating nurses about Press-Gainy scores, the healthcare centers would be beseeching nurses, asking us how can they help us get good scores.........To change to this would be huge, but it could work. Of course, I would expect all the administrators to have a nursing background, or what's the point???

Specializes in OB, HH, ADMIN, IC, ED, QI.

Tricy333: as Jay Leno would say, EXACTLY!!!

It starts with obtaining the conviction of as many legislaters in your state, that nurse directed staffing is economically correct. To do that, find and site nurse turnover rates for your state, and budgeting info for nurse staffing, human resource and orientation costs that can be saved through the new method of staffing. Find out what the costs of job related disability claims are now, for nurses at facilities in your state (available through OSHA). Predict that less turnover could greatly reduce those costs, lowering healthcare costs. Of course nurses would receive accident/incident prevention and ergonomically correct information in our orientation program, and whenever possible the nurse who is leaving a position would stay in it until a new nurse takes it.

With that amount of cost saving, it would be necessary to have a bill written that accuses other staffing sources (such as exorbitantly costly "traveller" nurses. To keep up with the demand for nurses, be available to assist statewide institutions of learning to add information in their programs about loyalty to nurse centered staffing, citing the advantages above, as well as lowered healthcare cost by offering new grad orientation/mentor programs, in or directly following graduation. Positive communication ("glad to have you with us") techniques that prevent commonly seen bickering among nurses and ways to encourage effective verbal types of interactions with co-workers and intra departmental

cooperation needs reinforcement in that program.

I used Eric Berne's transactual techniques that identify straight lines (and crooked ones) of communication defining personality structures, the adult, parent, and child interactions. That prevents cross purpose errors, and ascertains complete information for getting across what is needed. It also identifies and stops ineffective "Games People Play" (the name of his book, circa 1968). It is still current and much more

more utilized than we might be aware.

Obviously a program such as that will require a budget, ideally one that is government funded, which will need substantial research to provide adequate staff for the program that ensures it's success. There's resourceful work to be done!

Then figure what it would cost to have a nurses' agency do that.

Of course policies and procedures would need to be standardized, in order to bring them up and keep them up to date and according to accepted practice standards.

Specializes in med/surg/tele/LTC/homecare/correctional/.

I have gone through way too many nursing jobs and find this whole career to be a joke. I can sympathize in everything you said, as I wear the shoes you have walked in. I am in the same boat as you are, but I am 40, not 50. Nursing homes and hospitals mancrush their nurses with tiny infractions to fire them out the door. They revolve their own doors to stave off wage increases and to keep people off of benefits. I am convinced the "nursing shortage " was nothing more than propaganda to saturate the job market.

Specializes in OB, HH, ADMIN, IC, ED, QI.

Stay away from "fringe" institutions, if you want consistency of policy and job retention.

I have visited them in the course of seeing home care patients and have seena wide variety of pitfalls for nurses. Since there are much fewer nurses working in those places, than in an acute care facility, it's common for victimization of a new, possibly unconforming individual to do her "thing" without reproach from employees who cut corners and have found ways to overcome accepted standards of care.

Therefore a new person must go, for their job security.

Since you didn't say what other places you've worked, it might be best for you to get an objective opinion of the experiences you've had so far. If the school where you went for your nursing education has career counseling, they should be able to talk to you about appropriate. job placement without charge. There are websites for that, too but they're not nurse specific.

Before you "junk" the years of preparation and the money that cost to become a nurse, be proactive and inventive in your job search. The result should be worth what you put into that.

Specializes in med/surg/tele/LTC/homecare/correctional/.

Its just sad, but nurses are seen as an expense, just about everywhere. If they are not cutting nurses, they cut the support staff, and the RN job gets more complicated, with more juggling. One hospital has an outrageous staff turnover, but maintains MAGNET status. How is this so, I asked? Because their turnover rate is almost 100% involuntary. NIIIIIIIIIIICE!!

Specializes in NICU.

After I lost my job and started receiving SSD benefits, it took me quite a long time to get over the sense of loss and hurt I felt. Finally, a few weeks ago I called the CEO of the hospital I had worked in. I wanted his email address so I could send him a letter. He was on medical leave at the time. I asked his assistant if I could talk to her about some issues, and she siad yes. So I explained what had happened to me

Within 24 hours I heard from a Human Resources representative. She aopologized for what had happened. I have been sent my 35 year pin, the 100 year pin all employees are getting this year to commemorate when the hospital was founded, and a check for severance pay that I was supposed to have received, but never knew about. She also enclosed a written letter of apology, and a card signed by some staff from the NICU..not my fellow WE II nurses; but the effort was made, and very much appreciated.

I am learning to live on less than half of what I made as an RN, but at least I have a steady income. In August of this year I will qualify for Medicare.It should be a lot cheaper than my paying COBRA to maintain the health insurance I had with the hospital.

I know, I know, I'm a little (well alot) late on the conversation, but I just wanted to give you, Ms. Marla, my respect and luck

As a pre-nursing student, I look up at experienced nurses (like you!!!) like gods......I wish everyone else could see things like that:)

God Bless

Specializes in CCRN, CPAN.

What is your Masters in? Can you teach?