Get your hand out of my pocket!

Nurses General Nursing

Published

I received a letter stating that I had to repay the portion of the sign-on bonus I received due to the fact that I left the facility. I have no problem paying the money except that they are including the taxed portion, isn't that like paying twice? Also, I left because they downsized and my position was no longer available. They told the NM, the nurse bumping me, and the person who completes the scheduling that I was losing my position. Everyone but me, instead they told the nurse replacing me, "just erase her name from the self-scheduling book and add yours", they cancelled my shifts so that that nurse replacing me could "gain experience on her floor" when I questioned personnel they said, "bumping is commencing on the 8th and that is when you will be notified, we can not give out any further information". So, I began interviewing at other facilities and resigned before the 8th. After that kind treatment from administration I have to cut them a check, I think I would rather chew broken glass!

Usually, only a portion of a sign-on bonus is paid until the contract is completed. How much time was left on your contract when you resigned? What percentage of the total had you been paid already, and when was it paid?

If your position were reinstated, would you go back?

Usually, only a portion of a sign-on bonus is paid until the contract is completed. How much time was left on your contract when you resigned? What percentage of the total had you been paid already, and when was it paid?

If your position were reinstated, would you go back?

Specializes in ORTHOPAEDICS-CERTIFIED SINCE 89.

Sounds awful to me. At least the tax portion of the bonus is being held by your friendly IRS and state income tax bureau.

You will possibly be able to get that back next April 15. I am familiar with the "bump" principle. When they close out one job those folks can bid on an equal or lower job. Last hired, first......

If it is a huge amount of money I think a labor lawyer might help. If its less than say $1k then I might just go the bad press route.

IMHO and only MHO.

Specializes in ORTHOPAEDICS-CERTIFIED SINCE 89.

Sounds awful to me. At least the tax portion of the bonus is being held by your friendly IRS and state income tax bureau.

You will possibly be able to get that back next April 15. I am familiar with the "bump" principle. When they close out one job those folks can bid on an equal or lower job. Last hired, first......

If it is a huge amount of money I think a labor lawyer might help. If its less than say $1k then I might just go the bad press route.

IMHO and only MHO.

Specializes in Corrections, Psych, Med-Surg.

You need an attorney. No good alternatives.

Specializes in Corrections, Psych, Med-Surg.

You need an attorney. No good alternatives.

Originally posted by essarge

I hate to say this (and be the devil's advocate) but since you left the facility prior to them terminating you, you did not complete your contract. If they would have terminated you, then they would not have the right to ask for the money.

While I agree with the other posters that something doesn't sound right, it sounds as if they forced you to make a decision to leave prior to them "officially" terminating your position, therefore protecting themselves and their money.

Did you get any notification in writing that they were downsizing and that your position was being eliminated? If you did, you may have a good argument not to pay them back...if not.....

I believe essarge is correct. If you had stayed until they layed you off you would have a case as they would be the ones breaking the contract. However, you left before that actually happened. So you broke the contract.

Companies about to downsize like it when an employee quits before they are layed off. This frees them from all contracts, eliminates the need for severence, and unemployment.

I was in a simular situation. I was well aware that management wanted us to leave of our own accord. We were encouraged to do so. Because I stayed I received severence pay. Those who got nervious about their income and left early did not get any severence. Those who stayed were elegible for unemployment once the severence period was over.

Yes it is true they were going to lay off anyway. But you blinked first.

Originally posted by essarge

I hate to say this (and be the devil's advocate) but since you left the facility prior to them terminating you, you did not complete your contract. If they would have terminated you, then they would not have the right to ask for the money.

While I agree with the other posters that something doesn't sound right, it sounds as if they forced you to make a decision to leave prior to them "officially" terminating your position, therefore protecting themselves and their money.

Did you get any notification in writing that they were downsizing and that your position was being eliminated? If you did, you may have a good argument not to pay them back...if not.....

I believe essarge is correct. If you had stayed until they layed you off you would have a case as they would be the ones breaking the contract. However, you left before that actually happened. So you broke the contract.

Companies about to downsize like it when an employee quits before they are layed off. This frees them from all contracts, eliminates the need for severence, and unemployment.

I was in a simular situation. I was well aware that management wanted us to leave of our own accord. We were encouraged to do so. Because I stayed I received severence pay. Those who got nervious about their income and left early did not get any severence. Those who stayed were elegible for unemployment once the severence period was over.

Yes it is true they were going to lay off anyway. But you blinked first.

Dedicated nurses are treated in an unprofessional manner by

management ... and then wonder why there is a shortage of nurses who are willing to work at the bedside. Seems very simple to me. They tried to force you out ... you took the bait and quit before they terminated you -- you probably have to pay back the loan. I would set up a meeting with the VP of Nursing with all the documentation that you have and see what happens. If you must pay, set up a payment schedule -- even if it is $5 a week. They lose ... you lose.

Dedicated nurses are treated in an unprofessional manner by

management ... and then wonder why there is a shortage of nurses who are willing to work at the bedside. Seems very simple to me. They tried to force you out ... you took the bait and quit before they terminated you -- you probably have to pay back the loan. I would set up a meeting with the VP of Nursing with all the documentation that you have and see what happens. If you must pay, set up a payment schedule -- even if it is $5 a week. They lose ... you lose.

Originally posted by susanmary

Dedicated nurses are treated in an unprofessional manner by

management ... and then wonder why there is a shortage of nurses who are willing to work at the bedside. Seems very simple to me. They tried to force you out ... you took the bait and quit before they terminated you -- you probably have to pay back the loan. I would set up a meeting with the VP of Nursing with all the documentation that you have and see what happens. If you must pay, set up a payment schedule -- even if it is $5 a week. They lose ... you lose.

This is a good tip. I was in a situation at work some years ago where while I was on vacation the hospital erroneously paid me a signigicant amount of money that was actually my vacation time they cashed out to me. It was 3 months before I realized the error( I had no vacation time in the bank- a negative balance) when they brought to my attention that they wanted it back. Since it was their error (there's more to the story) they reduced the amount they wanted back but I was still pretty mad so I told them they could take $5 per month because I didn't want to be reminded of their error every paycheck. After a few months I guess they just got sick of taking a measley 5 bucks and that was the end of that.

Originally posted by susanmary

Dedicated nurses are treated in an unprofessional manner by

management ... and then wonder why there is a shortage of nurses who are willing to work at the bedside. Seems very simple to me. They tried to force you out ... you took the bait and quit before they terminated you -- you probably have to pay back the loan. I would set up a meeting with the VP of Nursing with all the documentation that you have and see what happens. If you must pay, set up a payment schedule -- even if it is $5 a week. They lose ... you lose.

This is a good tip. I was in a situation at work some years ago where while I was on vacation the hospital erroneously paid me a signigicant amount of money that was actually my vacation time they cashed out to me. It was 3 months before I realized the error( I had no vacation time in the bank- a negative balance) when they brought to my attention that they wanted it back. Since it was their error (there's more to the story) they reduced the amount they wanted back but I was still pretty mad so I told them they could take $5 per month because I didn't want to be reminded of their error every paycheck. After a few months I guess they just got sick of taking a measley 5 bucks and that was the end of that.

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