got fired/terminated

[YesYesRN]

I was working as a new grad RN and had a wonderful experience at a magnet hospital. However after being assigned to a new preceptor everything changed. She was very moody and changes her mind very often. I watched her picking up fights with other nurses. She has a very positive relationship with the management. Another new RN from my cohort who trained under her quit the job. I was, fired/terminated with less than 6 months of experience without any warning. She disliked me and complained to my boss in a daily basis. I was a new vulnerable nurse who's concerns and issues were not taken seriously nor heard. The firing process was unprofessional and unfair.

Now, I'm extremely worried about my future. Because many job application would ask if I have ever been fired before. What should I do? Can anyone share their experience?

[blondy2061h, MSN, RN]

I'm not sure how this rumor that previous employers can't say you got fired for started, but I really don't think it's true.

What Can Former Employers Legally Say About Me? | Monster.com

[Jusween]

Even doing a background check doesn't mean anything. Plenty of new nurses take six months to find a new job. I would never suggest you lie but new jobs often don't work out and if you aren't claiming experience, it's perfectly acceptable to just start over.

[CelticGoddess, BSN, RN]

Even doing a background check doesn't mean anything. Plenty of new nurses take six months to find a new job. I would never suggest you lie but new jobs often don't work out and if you aren't claiming experience, it's perfectly acceptable to just start over.

you're right, background checks don't mean anything. But the grapevine does. It might not hit now, or not for several years but that preceptor at facility A might very well be the new manager at facility D several years down the road. Not putting all your employment history on an application constitutes lying on your application and can be grounds for termination.

[chare]

Deleted.

[LadysSolo]

In an "at will" state, you can be fired for no reason. I was terminated because another NP in the practice said the COO was a **** (she was having an affair with the married not to her CEO.) The next Monday all the NPs in the practice were terminated (she had a tantrum.) No cause given, in an "at will" state none needed. How would you list THAT if asked why you were fired? Granted, I was experienced, so I could get around that with other references, but OOPS! And I am sure I would have been not eligible for rehire because she now hated NPs because someone told the truth about her.

[roser13, ASN, RN]

Not allowed to ask employer if you were terminated; they get around that by asking"would you rehire this person" That answer kind of tells the story

Untrue. This is an urban legend. Please do not perpetuate it.

[Mommavik, ADN]

Sorry I think that was a policy at my former facility; I was told incorrectly that they were not allowed to say you were fired

[nutella, MSN, RN]

I have worked as a manager in the past and it depends a bit on the company on what you are "allowed" to say and what not.

While the law may allow you to say that the person got fired, it can create some other problems and may leave you open to law suits.

One company I worked for actually recommended to all managers not to say anything and to only verify the time of employment. There are situations when an organization will tell the employer that they can resign on their own or they will be terminated. If they chose to resign and another employer calls - what are you going to say? So in those cases just verifying the dates might be the best option.

Another company basically told me the same thing - they only want managers to verify the dates and not give more information because of the possibility for a law suit. Nowadays you have be very careful when to get called for a reference check as a manager and that is even more true for when the person got terminated.

[Chaya, ASN, RN]

Who would use a place that fired them as a reference?

Every application I've ever completed has specifically required the names of my supervisor and/or person I worked directly under for each position I've held, independently from names you would choose to use as references.

Whether an applicant has only ever held the one position and was fired during orientation or does not want to list one of a number of positions, omitting a job is a huge red flag. Being proactive about clarifying your specific situation is really your only chance to demonstrate owning responsibility for any action on your part that led to you leaving that position.

[Libby1987]

If OP is still reading, since you knew of your preceptor complaining daily to your supervisor you might also know the nature of the complaints. I would take those issues and have a plan of how you are addressing them. Doesn't matter if you think they were valid issues, there are issues everywhere and mgmt wants to know how you cope and improve. I would describe the strides I made as well as how I have and will be working on my weaknesses. As a hiring manager I want to hear how you process, understand and problem solve. I'm savvy enough to know not all orientation programs are equal and discern the difference between someone not inherently up for the job and someone who has knowledge/experience gaps that can be filled.

In my experience as a preceptor and manager, you can have several meetings and clearly outline the issues in writing and with signatures and unsuccessful new hires will still claim no just cause and blame it on a personality conflict. Denial and inherent defensiveness are strong mechanisms. The successful employee won't fall into these poor coping patterns.

[DTWriter]

Op, not all jobs ask if you ever been terminated, so seek out those type of jobs.

_________

I hope other new nurses pay heed to the OP's situation. This type of **** happens with new nurses.

If you are experiencing a similar situation, and you sense that your facility will fire you the moment they get the chance, then, by all means, bounce. Follow the employee handbook on resigning, then bounce. (Tip: Emailing your resignation letter is best. Do that, even if you already gave them a hard copy. That way, they cannot say they did not receive it.)

Sure, you do not want to be bouncing from one facility to the next, and there is the phrase "the grass is always greener on the other side;" however,

If you have objective concerns, especially those related to safety, and they are being ignored, or not taken seriously by management, then, again, by all means, bounce. Do not feel pressure to stay at a facility. Do not let them fire you.

If a facility's management is truly bad, then other facilities would probably know about it.

Sure, forced termination may help you get unemployment checks for some time, but then what?

Special side note: If you witness a fellow new nurse being treated badly by the same nurses who are/will be training you, then you should seriously ask yourself if you can handle working with these nurses when it is your turn to work with them. If not, then you should have a backup plan in case you come across the same treatment.

[BeenThere2012, ASN, RN]

I know I have been probably flamed for this in the past-so here it goes:

I was let go from orientation from a world-renound Magnet hospital in my area; I did not put it on my resume, I went to the next job and worked my way back into another Magnet hospital and no one said a peep about it.

Some places are not a good fit-dust yourself off, keep looking, own your nursing weaknesses and make yourself a strong nurse overall and you will find another job at another Magnet or heck, a better facility overall that will give you what you need to succeed in this business-this is not the end of your career; if anything it will make you stronger.

What do you mean"flamed"? I thought this was good advice.