Fired Due to Not Being Able to Get to Work

Nurses General Nursing

Published

Hi everyone. I joined this page to ask this specific question. I used to be a PCA, and am currently a college student. During my winter break, I was home and there was a snow storm that made visibility terrible, and the roads were not even plowed. I was scheduled to come in that night for an overnight, and had told my employer I probably wouldn't be able to get there due to the snow over 24 hours in advance. I messaged every single other person that worked as well, and everyone either did not want to or were even further away than I was. I had to end up just saying that I could not come in. I drive a very old sports car that has BALD tires. When I even hit a patch a slush doing 5 mph, I will still slide. Living in a town with all hills that was unplowed and had ice all over, I couldn't even get out of my driveway, and knew there was no way my car would make it there. My family did not allow me to take their four wheel drive vehicles, or even my brothers car which is at least a little safer. I do not live at school, so I didn't have anywhere I could stay beforehand to make it to work. I ended up being fired, and was obviously upset. I got yelled at for being "unprepared" and "irresponsible", as if I could have just snow shoed there or had any other option. This is NOT my full time job, it was simply for patient care hours. I did NOT take on this job thinking I would have to do this, nor was it ever mentioned to me. There were people on campus that just did not want to go in and cover me. Is this really my fault? I hate losing a job and a reference, but I can't control what car my family gives me, or that I have no viable option. I'm an undergrad, not a nurse knowing fully well what I have to do. Also, on overnights you get paid $20 for the whole entire night. You don't get paid hourly. I don't think totaling my car or getting hurt or killed is worth any amount, much less $20.

I've been "let go" before, but I include the work reference. Gaps aren't good. Put SAHM down if you really haven't been working, or put down any community services, like volunteering to fill the space. Then if asked, you say that you felt compelled or a calling that you needed to fulfill to help others. You did this until the right, fulfilling, and interesting job became available!

It is illegal for any work place to give information other than start date and end date. It is a BIG deal. Also, this has happened a few times to me, businesses are not allowed to ask if you have children! If you are a mother or gaurdian of dependent children, you are less likely to get the job. Sexism sucks.

0 Votes

It is illegal for any work place to give information other than start date and end date. It is a BIG deal.

This is the myth that never dies. It's simply not true.

0 Votes
This is the myth that never dies. It's simply not true.

An employment attorney, for a fee, informed me that the prior employer can say anything about one's job performance that is true. And being that they are the employer, everything they say is going to be true. The attorney simply reinforced what most find out to be common knowledge.

0 Votes
An employment attorney, for a fee, informed me that the prior employer can say anything about one's job performance that is true. And being that they are the employer, everything they say is going to be true. The attorney simply reinforced what most find out to be common knowledge.

Yep. It is true, though, that many places just have a POLICY (not backed up by employment law) not to give out more info than the following:

1. Dates of employment

2. Whether or not the employee is eligible for rehire

Now, let's look at number 2. Employee leaves the facility under a cloud. New facility calls to check out reference.

New facility:

"Okay, so she worked there from 12/1/2010 through 12/1/2017?"

Old facility:

"Yes, that is correct."

New Facility:

"Is she eligible for rehire?"

Old Facility:

"Yes, absolutely."

OR:

"ABSOLUTELY NOT!"

Well, that says it all, doesn't it?

0 Votes

Furthermore, an employer can convey what needs to be conveyed by tone of voice, word choice, pauses, and other nuances of spoken communication. All of this is known at one point or another to those who have been actively blacklisted. In the past, as an individual supervisor, I have told persons who asked to use me as a reference, that it would be better for them to choose another reference because I would not be a good reference for them. That is a lot better than to promise a good reference, then tell the inquiring party the exact opposite. Nobody should leave employment without knowing the character of what their former employers will say about them, verbally or in writing. It is a shame that many employers do not adhere to common courtesy. You can damn an employee with the truth, or you can praise a good employee with the truth. But tell the truth.

0 Votes

That depends. Great mother and father- aide/helper at home. Parents were horrible and abusive. Definitely a facility that the state choses for them. You see these sweet old ladies and just love them, but her kids are just ****** and miss holidays and simple request for new underwear. I garauntee you, she was horrible to them. Not always I'm sure, but most cases.

0 Votes
Specializes in Geriatrics.

"Xennials, The Microgeneration Between Gen X And Millennials"

"Some propose creating a micro-generation for those born on the cusp of the two generations, between 1977 and 1985.

Called "Xennials," they have both the cynicism of Gen Xers and the optimism of millennials."

After reading all these posts, just thought I'd share that because one poster said she was tired of being labeled a millenial.

Makes perfect sense to me :p

0 Votes

So true about the nuances and ways of getting the message across. Sadly, this has happened to me and I've seen office managers do it to others simply bc they are upset about the inconvenience of having to hire someone else. I always make sure to put down references I trust. Most places that I've worked make the person contact HR. So, don't piss off HR, lol

0 Votes

They have to get a subpoena where I am. I just sent for a subpoena to obtain my own "permanent record." Crazy.

0 Votes
Specializes in OR, Nursing Professional Development.
They have to get a subpoena where I am. I just sent for a subpoena to obtain my own "permanent record." Crazy.

Why crazy? The file itself is technically the property of the employer/former employer. Just like the medical record is the property of the facility and the patient has to fill out forms and sit down with someone in medical records.

0 Votes

My own records related to work. POs and Neg reviews and practice, history while there. I know it's their property, but it was a little suprising not to be given copies of paperwork I was given (and lost) in the first place. I'm sure it's a CYA thing, but the policy just about implies that HR or whomever isn't well equipped with common sense.---Nevermind, I've worked with my share of idiots. We all have.

As far as your medical record goes, HIPPA doesn't even require a photo ID. Forms are not necessary, unless a facility was voluntarily written a letter in leu of computers or in case of deafness when Medical

Records is asked to copy the pt's record. The pt does not have to discuss the chart with the doc, nurse, manager, HR, Medical Records, or even the Executive Board of Director. The pt may ask, but docs are not to be told no more than once. The case could be made for a billable visit, if so. The pt must be made aware of billing BEFORE billed in such case. Depending on the facilities technology, records can be printed from room by doc, or at checkout. If records are old and in storage, 30 days to get them to pt max. Email is perfectly acceptable. CDs, SD cards, sticks are allowed if compatable with tech. If you want to sit and quietly use your phone to take a pick of each page in record, that is perfectly acceptable unless it is disruptive or puts other pts or their info to be likely copied to pic. You have the right to look at the original digital or paper record, and still obtain copy. If sent by mail a flat $6.50 charge is fine, but so is an itemized bill to show cost of each peice of paper, envelope, & stamp. You only have to call, email, write, post card, or verbalize that you want a copy and the pt chooses the method. If company doesn't have computers, or any other access method wished by the pt, a hard copy has to be provided. If not mailed, there is no charge (unless it's a 20 pounder). HIPPA guidelines show how to legally charge for this. The chart should be available to pt at the earliest possible convenience. If you are on-line, 30 days to shoot an email or attempt to charge for it should be reported. Psych records are different, especially if it would cause emotional harm, suicidality, or cause someone to get hurt. A visit can be given only to a pt after a named person that reported behviors or info that was meant to be private. This person has to legally be informed and have time to get a restraining order if need be. The same would go for someone the pt talked about, depending on the conversation. The chart should be as convenient as possible. It's really good when you need an itemized bill, or if you have a chronic illness. Knowing your labs, test results, and history may help in understanding one's own disease process and lead to better outcomes. That's why it's "Portable." It is your chart as well as theirs. It also allows for misinformation to be caught, discussed with provider and ammeded. You have the right to fight this in court if doc denies a mistake you feel exists. HHS.gov as HIPPA info for providers, 3rd parties, insurance companies, and a lot of facts not well known.

0 Votes

I think op needs to take some personal responsibility. It's up to her to make it to work, or to call in at the appropriate time.

0 Votes
+ Add a Comment