Fired for giving Med late

TheCommuter, BSN, RN · Feb 16, 2012

I assume that this facility is not unionized.

Anyhow, most workplaces have a probationary period of either 90 days or 180 days. During this period of time, management can terminate your employment at any time and for any reason that they see fit. Moreover, the employee can resign during the probationary period at any time and for any reason.

The probation period is supposed to be an opportunity for both parties to test the waters and see if the employee is a good fit for the organization and vise versa. This is why I advise all people to be on their very best behavior during the first few months of employment at a new place. Once the probationary time frame has elapsed, management will have a more difficult time getting rid of the employee because the process of progressive discipline will need to be utilized and documented every step of the way.

Personally, I would not count on any coworker to finish a job that I have left undone, especially at a new facility where they do not know you well. Regardless of the outcome, good luck to you!

Vespertinas · Feb 16, 2012

You should be able to describe your situation without sounding defensive. I think it's important that this situation is documented in your words. You also shouldn't pursue your case at the expense of sounding argumentative. I would offer a willingness to go back on orientation just to spare your job. If the job market were different, I'd say that maybe you could look elsewhere but being a new grad with 2 brief employments, your prospects wouldn't be good after this.

Deredain · Feb 16, 2012

You need to review your policy manual or employee handbook to see if this type of situation is covered. Your union or bargaining unit might have some suggestions for you as well. The failure to give a med error might be a "critical error" that is listed as an offense that you can be terminated for.

In regards to being on probation and the facility being able to dismiss you for "any" reason is against the law. They have to have due cause to fire anyone, even those on probation.

Good luck.

caliotter3 · Feb 16, 2012

I see this as an opportune incident for the employer to decide you were not the employee they wanted. I doubt that you could have argued your way out of it. It goes without saying that you will need to be more careful in a future job.

betterlatethennever · Feb 16, 2012

With my user name being betterlatethennever its only appropriate I respond. So here it goes. Giving meds 4 hours late is not acceptable under any circumstances. This is not late its a med error. You mention the big issue was the night nurse gave a short acting insulin 1/2 hour later after you gave the long acting insulin. I don't understand how this is the big issue. The big issue was you gave important meds (especially diabetic blood sugar in the 400's in the am, what was it when you got him,already suffered complications from diabetes with recent amputations,remember DKA) you were focused on the paperwork instead of treating the patient. I seriouly doubt your NM fired you for being passive. There is always more to the story. You did not prioritize. Nobody is perfect we all make mistakes but the people who can recognize,accept and learn from them will show growth. Pick yourself up,dust yourself off and keep it moving. And yes you will need to list this on your resume. Best of luck to you

PeepnBiscuitsRN · Feb 16, 2012

I had a lot of trouble with time management and getting my critical thinking skills up to snuff when I first started working in a hospital (I had a year "off" while I searched for a job, and became more and more pregnant). I never got written up or a warning, except my educator telling me quite sternly that my preceptors were not giving positive feedback. That was after 3 weeks. I'm saying that because I can sympathize about getting overwhelmed, I can. However, your nurse manager mentioned several things on top if this med error. She mentioned time management, critical thinking and med errors. So...have there been other med errors besides this one? It sounds like this might have been the straw that broke the camel's back, so to speak. You understand now in hindsight you should have done the meds an hour early. That's good, you see that now. Or when your admits came, you could have popped your head in to see if they were stable, and if they were, you could have just said "hey, I'll let you get settled a minute and I'm just going to make sure my other patients are good before I come back and give you the third degree . That's generally how I handle it when I come on at 2300 and am presented (whoopie!) with an admit at 2310.

Maybe your supervisor will be surprisingly willing to help you get onto a new floor, especially if she senses that you're truly trying to make it work. Never underestimate a good attitude. (I'm not saying you don't have one...I'm just saying sincerity goes a loooong way.)

KelRN215, BSN, RN · Feb 17, 2012

You need to review your policy manual or employee handbook to see if this type of situation is covered. Your union or bargaining unit might have some suggestions for you as well. The failure to give a med error might be a "critical error" that is listed as an offense that you can be terminated for.
In regards to being on probation and the facility being able to dismiss you for "any" reason is against the law. They have to have due cause to fire anyone, even those on probation.
Good luck.

Sorry, the above (bolded) is untrue. If you are an "employee at will", either you or the employer can terminate the employment relationship for any reason or no reason at all. Certain states have laws that provide more protection to the employee, but not all. Not all nurses are covered by union contracts.

At-will employment - Wikipedia, the free encyclopedia

I do not know where you or the OP practice, but this is how it is in the US.

Vespertinas · Feb 17, 2012

You also shouldn't pursue your case at the expense of sounding argumentative.

meant to say, "at the *risk* of sounding argumentative."

you were focused on the paperwork instead of treating the patient

In today's environment, she would just as easily get in trouble for doing it the other way around. I'm afraid the takeaway lesson here may be "if it comes down to it, your documentation goes last" which I only WISH were the truth. A new grad may take that quite literally without understanding the dangers.

In regards to being on probation and the facility being able to dismiss you for "any" reason is against the law.

Ever heard of "employment-at-will"? Yeah, it's a doozy.

edit: yeaaah sorry, didn't see that someone already covered that

Beaubou · Feb 17, 2012

I had a lot of trouble with time management and getting my critical thinking skills up to snuff when I first started working in a hospital (I had a year "off" while I searched for a job, and became more and more pregnant). I never got written up or a warning, except my educator telling me quite sternly that my preceptors were not giving positive feedback. That was after 3 weeks. I'm saying that because I can sympathize about getting overwhelmed, I can. However, your nurse manager mentioned several things on top if this med error. She mentioned time management, critical thinking and med errors. So...have there been other med errors besides this one? It sounds like this might have been the straw that broke the camel's back, so to speak. You understand now in hindsight you should have done the meds an hour early. That's good, you see that now. Or when your admits came, you could have popped your head in to see if they were stable, and if they were, you could have just said "hey, I'll let you get settled a minute and I'm just going to make sure my other patients are good before I come back and give you the third degree . That's generally how I handle it when I come on at 2300 and am presented (whoopie!) with an admit at 2310.
Maybe your supervisor will be surprisingly willing to help you get onto a new floor, especially if she senses that you're truly trying to make it work. Never underestimate a good attitude. (I'm not saying you don't have one...I'm just saying sincerity goes a loooong way.)

Just to clarify, this was the first med error I made (typo). When I was coming off of orientation, we talked about time management because I kept running behind, but everything would still get done, it would just be paperwork that needed to be done. As for critical thinking, she would always mention not too worry, that it would come with time. This is the first time prioritizing was mentioned and I was the one to mention it when we were talking about what I should have done.

Thank you for understanding the chaos of being new and for the tips on what to do with an admit... I will definitely do that next time!

TheCommuter, BSN, RN · Feb 17, 2012

In regards to being on probation and the facility being able to dismiss you for "any" reason is against the law. They have to have due cause to fire anyone, even those on probation.

I'll respectfully challenge the aforementioned statement and say that it is very inaccurate. Employers do not need due cause to terminate a worker's position if the employment is at will.

If you are employed at will, your employer does not need good cause to fire you. In every state but Montana (which protects employees who have completed an initial "probationary period" from being fired without cause), employers are free to adopt at-will employment policies, and many of them have. In fact, unless your employer gives some clear indication that it will only fire employees for good cause, the law presumes that you are employed at will.

Employment At Will: What Does It Mean? | Nolo.com

ECUNurse2009 · Feb 17, 2012

Wait. I'm really confused. You got in trouble because you gave long acting insulin 4 hrs late?? Why was a long acting insulin schduled at 5pm anyways? Are you sure it was a long acting insulin like lantus? Anyways, I hope everything works out for you.