I still hate to utter the words, even five months later...I was fired from my first job after only eight weeks. I just applied to a different department, and somehow my application snuck by HR. I had an interview today, and explained the situation to the manager of this unit. At the end, he said that he would contact HR to find out if I was eligible for rehire, and I said that I would also look into it. I spoke with someone in HR who apologized for allowing my application to slip through, but I in fact was not eligible for rehire. She said that the only time that she had seen that decision overturned was when the request came down from the CEO. "If you know some big whigs, you might have a shot".
Is this how it works? You get fired from the only hospital in your town, and that's it??? I would like to fight to change this status, but I don't know where to begin. HR isn't going to help, and I doubt the manager who stuck by his decision to fire me will either. I am in an "at will" state, so I am fully aware that we can be fired without reason at any time, but if hospital policy wasn't followed in the process, or a preceptor blatantly lied about some of the complaints she made against me, who would be the best person to turn to? Any feedback, advice, criticism, backlash, pity partying, or slap in the face is welcome! I still feel that this organization is where I am supposed to be, and it makes the most sense for me right now. I have had several months to reflect on the situation, and have made some life changes. I have always been willing to take full accountability for my actions.
Specializes in Med/Surge, Psych, LTC, Home Health.
I think you hit the nail on the head; might have been a much better idea to wait to start such an important job until life settled down a bit. Hindsight is 20/20 of course, and I'm sure you probably needed the money!!
Unfortunately, most employers don't give a crap what you are going through outside of work. In fact, if you are late several times or whatever, and you give them a ton of personal excuses... Whether they are true or not, it probably makes you look a lot worse to them than if you just say "I'm sorry I was late, it won't happen again."
I've had to drive far distances to and from work before, so I know what that is like. It is probably what you are going to have to do. Do you have someone reliable whom your first grader can be with while you work? Hopefully?
I think you hit the nail on the head; might have been a much better idea to wait to start such an important job until life settled down a bit. Hindsight is 20/20 of course, and I'm sure you probably needed the money!!
Unfortunately, most employers don't give a crap what you are going through outside of work. In fact, if you are late several times or whatever, and you give them a ton of personal excuses... Whether they are true or not, it probably makes you look a lot worse to them than if you just say "I'm sorry I was late, it won't happen again."
I've had to drive far distances to and from work before, so I know what that is like. It is probably what you are going to have to do. Do you have someone reliable whom your first grader can be with while you work? Hopefully?
If you have proven yourself a long term, faithful and reliable employee, a good supervisor and good co-workers will often reach above and beyond to help you if you have problems outside of work. But that is the caveat......you don't simply get that for showing up and being pleasant, it takes years to build those relationships. I know from having a close relationship with my former supervisor that she and all of us staff watched new hires like hawks, fair or not, we needed to know if that person was not only competent and reliable, but that they fit in with our culture of work. I worked for a very cohesive home care agency. I did work for a union facility and we needed to decide if that person was a good fit in that first ninety days or they could be there for time and all eternity causing conflict. Keep this in mind as well OP, a poor fit is not always a bad nurse. There have been nurses that did not pass their ninety day probation at my agency that were essentially competent and the patients liked, but there was some other aspect that just did not jive with us. I used to do initial employee peer interviews for potential new hires, and I think our director put it best when she told the group of us, " I want an agency full of type A, anal retentive nurses and nothing less. Keep that in mind when you talk to these people" Truthfully, our agency was probably about 95% just that....the nature of home care is timely, correct, very thorough documentation. That is what makes money and keeps away lawsuits. Not all nurses fit that bill, does not make them bad, just not a good fit for us.
OP, I hope you are able to move on and find a place where you fit in and feel at home.
Specializes in Psych, Corrections, Med-Surg, Ambulatory.
Maybe I should word the question differently...If I was given a "final warning" for attendance issues, and fired after three more shifts, but the warning and termination did not follow the hospital's attendance policy, who has the authority to change my eligibility for rehire? Also, if both the warning and termination were based on inaccurate feedback from a preceptor, is there anything I can do aside from biting the bullet? Is this the reality of it all? Someone decides they don't like you so they can just make up blatant lies that cost you your job? Essentially driving over an hour to another or hospital or relocating my family are about the only options, and it just doesn't seem right to me. Am I just being a pain in the ass about this, or should we try to defend ourselves and protect our reputation and livelihoods when we feel we are being treated unfairly?
That's the magic of "at will". They don't have to make up lies about you. They don't have to do anything except fire you if it suits them.
Too bad "union" is still such a dirty word in so many places. But it is the way we stick up for ourselves.
HR confirmed that the hospital's attendance policy is in effect from day one, the 90 day probationary period is different, though attendance may be considered, there's a different corrective action plan for non-attendance issues. I was late twice, made a plan with my manager, and resolved the issue when we changed my schedule.
And some facilities have cameras. And can show if you clocked in and left the facility, only to come back 20 minutes later and had missed report. Not saying that happened, but they usually investigate everything--including your timing in and out of doors.
The attendance policy may be in effect since day 1. However, during probation they don't need a reason at all to let you go. And people that have been terminated are usually ineligible for rehire. And there's loads and loads of threads on AN that talk about the same kind of theme--facilities practically grasp at straws to rid a nurse right before the end of probation (some a couple days before probation ends) . And although you can't necessarily prove it, but if your reasoning is a sick child, then they are projecting future scenarios. Remember, it is not like days gone by where it you are 10 minutes late now and again, although an irritation to your co-worker, was a little more tolerated. (as most of us have to stay that extra 1/2 hour for the non-existent lunch period). Healthcare as a business, however, and they just don't care what your reasoning is.
If you have a sick child, that you would apply for FMLA once you put your hours in that makes you eligible, then perhaps acute care is not your first choice in a job. I would perhaps pursue home health, hospice, even a clinic or MD office. Attendance is still important regardless, but the start time would be more in line with getting your child in order well before an early start time.
Thanks, I would probably throw a similar response out there. Yes, I got defensive, while trying to argue every rebuttal, apparently I came off as "spoiled and entitled", and certainly didn't mean that. I've already come across plenty of people who just don't like me, or I don't like them. I have a bit of life experience under my belt as I've been walking, crawling, and pushing through this life for nearly 40 years.
You have referred to your age more than once I think. While it is true that you have some "life experience" you are still a new graduate nurse and need to follow the rules of working in nursing.
And - there are unwritten rules as well.
Any nurse is sympathetic if somebody comes in 15 min late ONCE but if you are late more than once, found missing in action after clogging in (even if you go for a "smoke break") or do not come in prepared to take report nurses and managers will not support that behavior. And while "stuff" happens it tends to be the pattern that gets people fired. No nurse wants to get out late because the next nurse is not on time. It is one of those professions were you have to be on time and to be honest - nobody cares about your car, housing and such. Even if you have a sick child - unless you are covered under FMLA - people will not be happy if you call out because the child has a cold or such.
Chances are that the manager has talked with the team and gotten some information about how you fit in and decided to terminate you based on several things including tardiness.
It may sound "heartless" but fact is that a lot of nurses have a long commute, old cars, children, aging parents and you still need to show up on time, ready to work. Nursing is not one of those professions in which there is much leniency.
As a new graduate and new employee (doesn't matter that you are middle aged) you need to play by the rules or you will have ongoing problems with other positions.
If they didn't follow policy...get a lawyer! If it's the only hospital in town (I know, I live in similar place), than fight back. Seriously people; get a back bone
And some facilities have cameras. And can show if you clocked in and left the facility, only to come back 20 minutes later and had missed report. Not saying that happened, but they usually investigate everything--including your timing in and out of doors.
The attendance policy may be in effect since day 1. However, during probation they don't need a reason at all to let you go. And people that have been terminated are usually ineligible for rehire. And there's loads and loads of threads on AN that talk about the same kind of theme--facilities practically grasp at straws to rid a nurse right before the end of probation (some a couple days before probation ends) . And although you can't necessarily prove it, but if your reasoning is a sick child, then they are projecting future scenarios. Remember, it is not like days gone by where it you are 10 minutes late now and again, although an irritation to your co-worker, was a little more tolerated. (as most of us have to stay that extra 1/2 hour for the non-existent lunch period). Healthcare as a business, however, and they just don't care what your reasoning is.
If you have a sick child, that you would apply for FMLA once you put your hours in that makes you eligible, then perhaps acute care is not your first choice in a job. I would perhaps pursue home health, hospice, even a clinic or MD office. Attendance is still important regardless, but the start time would be more in line with getting your child in order well before an early start time.
Best wishes
The sick kiddo part is only about location. Would have been nice to be here just in case, instead of over an hour away, but that's more a luxury "just in case there ever is a real emergency". I traveled for school, and have triple back up for kids, they can be needy, but you can't be running out of work every time they get sick.
Maybe I should word the question differently...If I was given a "final warning" for attendance issues, and fired after three more shifts, but the warning and termination did not follow the hospital's attendance policy, who has the authority to change my eligibility for rehire?
Sounds like you know the answer: The CEO.
It's been several months since you left so any appeal window has closed. If you wanted to fight it, the time was right as it was happening, not now.
Essentially driving over an hour to another or hospital or relocating my family are about the only options, and it just doesn't seem right to me.
There's nothing inherently "unright" about it. And FWIW, my first two jobs were 210 miles and 76 miles from home so I'm in the 'you do what you must' camp.
Am I just being a pain in the ass about this, or should we try to defend ourselves and protect our reputation and livelihoods when we feel we are being treated unfairly?
I think you're being unrealistic if you think that you have a chance with that hospital. You don't.
And the time to protect your reputation was in real time, not 5 months after the fact.
I feel sorry for you because, apparently, you had some issues going on that made you call in/out of work or made you tardy/late and that got you fired. Maybe it was bad timing. It is true that you will *probably need to move on. The only other thing I can think to do is write a letter to the CEO.
If they didn't follow policy...get a lawyer! If it's the only hospital in town (I know, I live in similar place), than fight back. Seriously people; get a back bone
Policy, shmolicy. It was during her probationary period. No reason was needed.
NurseCard, ADN
2,850 Posts
I think you hit the nail on the head; might have been a much better idea to wait to start such an important job until life settled down a bit. Hindsight is 20/20 of course, and I'm sure you probably needed the money!!
Unfortunately, most employers don't give a crap what you are going through outside of work. In fact, if you are late several times or whatever, and you give them a ton of personal excuses... Whether they are true or not, it probably makes you look a lot worse to them than if you just say "I'm sorry I was late, it won't happen again."
I've had to drive far distances to and from work before, so I know what that is like. It is probably what you are going to have to do. Do you have someone reliable whom your first grader can be with while you work? Hopefully?