Fired after orientation-advice?

[ontheway84]

I landed my first nursing job out of school on a cardiac stepdown unit in a hospital. I thought I was doing well overall as I was efficiently working assignments and handling a four patient load. I made my first medication "error" a couple weeks into orientation when a family made a complaint that I didn't know what the patient's IV steroids were for. I was very briefly told by my manager that it is unacceptable to go into a patient's room without knowing all meds and what they are for. She asked me if I was having a problem with anything, to which I replied no because I wasn't. I didn't recieve much feedback at all for the next month or so until I made another medication error and gave a whole tab instead of a half tab of midodrine. Two days later I was called into the office and fired, citing these errors and a concern for patient safety. I am working on being more careful and meticulous with medications, but I don't think I am a threat to patient safety. I was told to try LTC or med-surg instead of intensive care. I'm worried that I won't be able to get hired with a firing on my record. How much can my employer disclose or potential employers? Also, I was fired 4 days after the 90 day introductory period. I never signed any papers acknowledging the errors or when I was fired-just was asked to hand my badge in. Therefore, I'm not sure that proper procedure for terminating an employee was followed. Is this worth looking into and fighting so that I could potentially get a firing off of my record? Thank you for any advice, I don't want my first three months as a nurse to be my last!

[twinmommy+2, ADN, BSN, MSN]

I wouldn't leave it off my resume. Anymore, every single employer wants all time gaps filled, even for unemployment periods and reasons why. Just leave it on your resume and be prepared to explain it but like a pp said, turn it around to a positive and why you would be a good fit for the next place.

[BSNbeauty, BSN, RN]

OP, sorry this happened. I've had my share of med errors and I know how it feels to be called in the bosses office. You have great advice here. Just be honest, OWN what happened and share what you are doing to prevent it from happening again. I wish you well.

[jadelpn, LPN, EMT-B]

Thanks everyone for your posts and advice. I did ask my NM if I could transition to med-surg and she said no. I'm guessing I'm on the no-rehire list. The handbook says that proper procedure must be followed for firing an employee after the 90 day introductory period, so that's why I'm thinking maybe I have some bargaining power to change my file to "eligible to rehire" status.

Are you a union hospital? If so, please see your rep. If not, I would bring this up to HR. If it was after your 90 day period, then perhaps the NM was not aware of that. Worth speaking to HR about. Esoecially if in the employee handbook or union contract it talks about progressive discipline.

[bebbercorn]

A poster said that it is not a med error to not know what a med is for... yes, the OP followed right pt, right route, etc... but you HAVE to know the side effects and be able to explain the med... it also empowers pts when we do this. The OP is following the right steps, admitting she made a mistake and seeking guidance on how to grow. @ontheway84 you seem to have a good head on your shoulders and I wish you the best of luck in your new Job Search!