Firing Spree

WoW I can feel your pain but this is how Long term Care can be!!But don't take it for face value. You will see more changes before it's all over!!

We got a new manager in a couple of years ago who did some major shIIt desturbing when she got here, rearranged everyone's rotation so that cliques were broken up, harassed staff she didn't like until they left etc. Some of us think she is here for the inevitable switch to LPN based care, and when that happens they will have to pay out severence to long term RNs some of whom have been there 30+ yrs. It will cost the company 1 weeks pay for every year worked or something like that. The more people she can get rid of the better for the company.

Also, some of us think she wants the NAs to quit too, so that they can hire new ones at the lowest wage for when they switch to assisted living.

This is the same manager who wants me to work 1 mth after breaking my femur.... where do they get these people....?

"I pretty much go by the book, so I am not toooo worried about losing my job. But could anyone share what happens when a facility is about ready to shut down. "

I'm sorry, but I think you're being naive. Take a look at who was being fired - were they disproportionately longer-term (i.e. more expensive) employees?

It doesn't sound like your hospital is firing nurses to improve care, it sounds like they're firing nurses to cut costs. Don't think that they can't manufacture a reason to fire you if they decide that you're too expensive.

Look for other employment NOW. It's a whole lot less stressful to look for a job when you still have one, instead of when you don't.

Okay fins now you really have me thinking and worrying. I guess I am naive to say, I don't think they would manufactor a reason to fire someone. Does that really happen?

Okay fins now you really have me thinking and worrying. I guess I am naive to say, I don't think they would manufactor a reason to fire someone. Does that really happen?

But of course they can. I have seen it happen before I became a nurse and after. I work at a civil service job; have for years. Line staff is harder to terminate because of the unions. If there is a lay off, temps, provisional and least senior folks go first, no matter how nice or efficient they are. I have not seen it happen often with line staff, but that is because of the civil service contracts, but I have seen it happen with managers who are not protected by the union.

This is not to say that unions are that protective, mind you. What usually happens is that managers come and go so frequently, that there is no consistency in lining up the evidence needed to fire an employee. Many of them are so burned out by slapping the wrists of serious offenders that they stop mid-stream or have gone (voluntary or involuntary). The private sectors seem to have more of an advantage in setting up employees for failure from what I have witnessed and heard from friends. I would begin searching now, as well. Sometimes, out of panic, the employees with less work ethic become envious of the careful, consciensous employee and sell them down the river. :angryfire

Two things I would watch may back. Yes they can and sometimes do manufacture reasons to fire especially those with seniority to save $.

The other thing is you said these people who were fired would have only gotten a reprimand in the past. Have you considered that maybe they did only reprimand in the past and now because the person did not responded to that they are taking the next step in the process and firing?

You do not always see what goes on behind the scenes. It may be this problem has been addressed over and over to no avail with this employees. The next step is to fire even for so called minor infractions if the person fails to correct the behavior after 2 reprimands.

Yes indeed Angus...point well taken and very true.

Okay fins now you really have me thinking and worrying. I guess I am naive to say, I don't think they would manufactor a reason to fire someone. Does that really happen?

Oh, sweetie, yes. Frequently.

It sounds to me like your facility is getting ready to go the way of the dodo bird.

My facility has well-known financial problems and it is rumored we won't last until the end of the year. As you described, we are running out of critical supplies and linen. It's almost funny... until you need NS and there is none. In the whole hospital.

First they offered "early retirement." But if people didn't take it, there were other ways of forcing them out to cut costs. A strict new attendance policy, for example. Call out on a weekend? You're fired. The biggest issue being that as they let people go they are not being replaced. Ratios are out of control. Patient care has gone down the tubes. And we are supposed to have "good customer service." It disgusts me and goes against everything I hold dear about our profession.

If this is where your facility is going, I suggest you start looking. Today.

yes they can fire a long time empoyee and hire a newby at much less pay and vacation time etc

ALSO, we had a rehab place that opened up and offered better than average pay and state of the art equipment and supplies..

one payday the employees found out that their checks bounced

the equipment was all rented or only small down payments made

no one had any recouse..the place declared bankrupcy the ptb skimmed a lot of money and the employees were left holding the bag

i don't think they ever got any pay that was due

really sad