Members are discussing the challenges of working as a PRN employee in a nursing home, with some expressing frustration over lack of guaranteed hours and concerns about being phased out or terminated. There is also mention of the benefits of maintaining a PRN pool for on-call coverage and the importance of having a full-time position lined up. Additionally, there are comments about the lack of legal requirements for employers to offer a certain number of hours to PRN employees and the potential implications of conflicts with supervisors on future job prospects.
Is there a law on how many hours an employee must work in a specific time frame as a PRN employee?
I remember when I worked full time at a hospital, a PRN employee had told me they had to provide her with, or she had not to turn down any days, to equal, I think, a specific amount of hours in a 90-day period.
The reason I am asking is my current PRN job isn't giving me any hours. There has been a conflict between me and a previous supervisor that retired a week ago about not giving me hours, and now they've not given me any in 2 months. They keep saying there aren't any hours, but 2 of the RNs left, and they are hiring another, which would have less seniority than me, and I'd have to be offered them first.
My hours varied. But up until then, I was getting at least one day per month. Most of the time, more. As far as I know, there aren't any required hours but I can't refuse 3+ days in a 30-day period.
Hmm, this doesn't sound ideal. I mean, most of us can't drop everything to work if we weren't planning on it. I can see if you'd made yourself available, but if they call at random? Do they expect you to be sitting on the phone waiting for a shift? Most people work PRN either because they have a 2nd job or kids at home. The benefit to the employee is we retain control over our schedule; the benefit to them is they don't have to provide benefits. NOT that they have 24/7 on-call coverage.
Anyway, glad to hear you have an FT position lined up elsewhere.
Hmm, this doesn't sound ideal. I mean, most of us can't drop everything to work if we weren't planning on it. I can see if you'd made yourself available, but if they call at random? Do they expect you to be sitting on the phone waiting for a shift? Most people work PRN either because they have a 2nd job or kids at home. The benefit to the employee is we retain control over our schedule; the benefit to them is they don't have to provide benefits. NOT that they have 24/7 on-call coverage.
Anyway, glad to hear you have an FT position lined up elsewhere.
At the places I've worked PRN over the years, one of the main reasons to maintain a PRN pool is to provide essentially "on-call" coverage for call-offs by permanent staff. I've often been asked to work with one or two hours' notice because a regular staff person called off or because of a high census (in addition to being asked in advance to work to cover someone's planned absence).
Specializes in Complex pedi to LTC/SA & now a manager.
Maustin89 said:
They didn't hire this one full-time. They hired her PRN too. And by policy would have to offer me a full-time position before hiring a new employee since I am already an employee.
Not necessarily. You might be considered a problem employee having a history of conflict with a supervisor. Unless you are in a union, seniority means nothing. They can hire whoever they want. It's called at-will employment in most states.
There are exactly zero laws that an employer must give a per diem employee any hours. They can hire a dozen more per diem employees to avoid giving you hours. It's reality. They likely have a one-sided availability policy that you must offer X shifts and cannot refuse more than Y shifts (in your case, 3) in a row.
It sounds like they are seeking reasons to terminate you or hope you walk away. IMHO, start looking for other work.
It seems that way. Oh well. As long as they keep me on the schedule till I resign, they can't give me any bad reviews from future employers. That incident last month is no longer on my record.
It seems that way. Oh well. As long as they keep me on the schedule till I resign, they can't give me any bad reviews from future employers. That incident last month is no longer on my record.
It does not matter if you are still on their rolls or not. They will give any review they see fit.
The incident with the supervisor will never be "off your record." Even if it is not officially written up in your personnel file, the supervisor has let the powers that be know about the incident, and it's not good.
At the places I've worked PRN over the years, one of the main reasons to maintain a PRN pool is to provide essentially "on-call" coverage for call-offs by permanent staff. I've often been asked to work with one or two hours' notice because a regular staff person called off or because of a high census (in addition to being asked in advance to work to cover someone's planned absence).
This is how it worked at all the nursing homes I've worked PRN in. Where I work PRN now, I used to give the scheduler my available days, and she'd try to work them into the schedule, but now she'll make the schedule, and before finalizing and releasing it, let me know which days she needs coverage and asks me which of those days I can give. The latter works out better for both of us.
Of course, there's no law about how many hours a per diem employee needs to be offered. Does anyone honestly think the legislature would sit down and write/debate/vote on such a law? Can we please stop with the "is this legal?" or "is there a law?" nonsense with topics that clearly have nothing to do with the law?
Well, that supervisor is no longer there. Like I said, she retired.
It does not matter if the supervisor retired. While she was your supervisor, she reported a conflict with management. Trust me on this; I had an incident with a supervisor that I thought was minor I was not allowed back.
Not trying to be a Debbie Downer here; I want you to be prepared.
It sounds like they hired someone to replace you and are just phasing you out without having to terminate you awkwardly. Eventually, if you don't pick up any shifts, you will be dropped for lack of working any shifts. Then they will be free of you.
As the supervisor is retiring, it doesn't matter in the slightest. If your direct manager quits after giving you multiple write-ups, those write-ups don't just disappear. They stay in your record. Same in your situation. Just because that supervisor is no longer there, the damage is already done with the higher-ups.
It would honestly just be better for you to quit before they fire you anyway. At least when a reference is given, you will be deemed as having voluntarily quit vs. involuntary termination.
Here.I.Stand, BSN, RN
5,047 Posts
Hmm, this doesn't sound ideal. I mean, most of us can't drop everything to work if we weren't planning on it. I can see if you'd made yourself available, but if they call at random? Do they expect you to be sitting on the phone waiting for a shift? Most people work PRN either because they have a 2nd job or kids at home. The benefit to the employee is we retain control over our schedule; the benefit to them is they don't have to provide benefits. NOT that they have 24/7 on-call coverage.
Anyway, glad to hear you have an FT position lined up elsewhere.