I know that in the past I have sometimes participated in threads about time off, FMLA, mental health days, sick days, etc. I have been referred to as judgmental and insensitive, and I own that to an extent because I feel strongly that because I have chosen to work it has to be a priority, the organization that hired me is planning on my attendance. And now I'm back on my soapbox because I just lost my job because other people didn't come to work. I started a new NP role eight months ago, just came off orientation recently. I love this job. It's exactly what I was hoping I would get, and I was lucky enough to get it on my first interview out of school, thought I had it made.
Then I found out that because there have been too many callouts by the APRN staff, they are eliminating my position next month. This is all legal, has gone through the union, falls under "the changing needs of the organization." Of course no organization really acts with transparency so initially there were just rumors and speculation as to why and I was told it was because one MD thinks that APRNs should not be in acute care, but today it was confirmed to me by the head of the hospitalist medicine team that it was because of callouts. So yes, the person with FMLA and the right to their sick days did what was best for them, and now the rest of us are out of our jobs.
Life's not fair, I get that. And it's my turn to be on the short end of the stick. I try to be an "everything happens for a reason" person, and I'm sure that things will work out. I've been laid off many times in my careers and it hasn't killed me yet. But next time there's a discussion about everyone's right to time off, excuse me in advance if I'm a little peeved.
I know that in the past I have sometimes participated in threads about time off, FMLA, mental health days, sick days, etc. I have been referred to as judgmental and insensitive, and I own that to an extent because I feel strongly that because I have chosen to work it has to be a priority, the organization that hired me is planning on my attendance. And now I'm back on my soapbox because I just lost my job because other people didn't come to work. I started a new NP role eight months ago, just came off orientation recently. I love this job. It's exactly what I was hoping I would get, and I was lucky enough to get it on my first interview out of school, thought I had it made.
Then I found out that because there have been too many callouts by the APRN staff, they are eliminating my position next month. This is all legal, has gone through the union, falls under "the changing needs of the organization." Of course no organization really acts with transparency so initially there were just rumors and speculation as to why and I was told it was because one MD thinks that APRNs should not be in acute care, but today it was confirmed to me by the head of the hospitalist medicine team that it was because of callouts. So yes, the person with FMLA and the right to their sick days did what was best for them, and now the rest of us are out of our jobs.
Life's not fair, I get that. And it's my turn to be on the short end of the stick. I try to be an "everything happens for a reason" person, and I'm sure that things will work out. I've been laid off many times in my careers and it hasn't killed me yet. But next time there's a discussion about everyone's right to time off, excuse me in advance if I'm a little peeved.
Big system-type places weren't happy until they were the employers of providers, bonus if it were more nurses and fewer physicians, because they are already well-practiced at keeping nurses in line (plus, we're cheaper). They wanted this level of control. It's soooo unfortunate (?), but being the boss of everything and everyone sometimes comes with a few measly obligations. Like FMLA.
If they're really canning you all because some nurse provider used FMLA, well, that's just them absolutely wanting to both have their cake and eat it. And throwing a toddler tantrum when they can't always shirk every single responsibility that comes with being the boss.
So I say one of two things: Either they're just doing the spite thing (ho-hum) or else this isn't the real reason.
Prolly is not the REAL reason. I personally never had to use FMLA but I want it to be there if I ever need it. Just another excuse to lay people off, so sad.
Specializes in New Critical care NP, Critical care, Med-surg, LTC.
20 hours ago, JKL33 said:
Why doesn't the hospital just hire the APPs with the same kind of contract they use for the physicians if it's such a burden to them to have to follow the laws that pertain to their current business relationship with the APPs? Simple solution don't you think? Just hire APPs on contracts like those of physicians.
I understand your questions and how they really add to up things not making sense in most situations. I know that some of what you're asking is related to being a teaching hospital. Legally NPs can't supervise residents or really be involved with the teaching side of the hospital, so in our hospital, the NPs were used for overnight coverage. When the governing body of medical residents made it that they could not work more than 16 hours a day they had to cover those last eight hours and it made more financial sense to hire NPs than more doctors. So that's why we're hired under the staff union jobs of the hospital while the MDs are hired through the medical school related program. At least that's my understanding from the MD staff.
You're right though that this system is set up to put people "against" one another. Which appears to be an awful way to run a business, unless of course you're only interested in your bottom line and not respect for people.
As others have pointed out, there's likely more to the story that I will never know. I just found out that I've been offered a position to transition into in the ICU. I'm looking forward to that, and really for me, leaving the organization with the state benefits for me and my family just isn't the best option, so I'll make it work with what I can.
Specializes in Peds/outpatient FP,derm,allergy/private duty.
On 7/11/2022 at 1:59 PM, JBMmom said:
I know that in the past I have sometimes participated in threads about time off, FMLA, mental health days, sick days, etc. I have been referred to as judgmental and insensitive, and I own that to an extent because I feel strongly that because I have chosen to work it has to be a priority, the organization that hired me is planning on my attendance. And now I'm back on my soapbox because I just lost my job because other people didn't come to work. I started a new NP role eight months ago, just came off orientation recently. I love this job. It's exactly what I was hoping I would get, and I was lucky enough to get it on my first interview out of school, thought I had it made.
Then I found out that because there have been too many callouts by the APRN staff, they are eliminating my position next month. This is all legal, has gone through the union, falls under "the changing needs of the organization." Of course no organization really acts with transparency so initially there were just rumors and speculation as to why and I was told it was because one MD thinks that APRNs should not be in acute care, but today it was confirmed to me by the head of the hospitalist medicine team that it was because of callouts. So yes, the person with FMLA and the right to their sick days did what was best for them, and now the rest of us are out of our jobs.
Life's not fair, I get that. And it's my turn to be on the short end of the stick. I try to be an "everything happens for a reason" person, and I'm sure that things will work out. I've been laid off many times in my careers and it hasn't killed me yet. But next time there's a discussion about everyone's right to time off, excuse me in advance if I'm a little peeved.
Hi, another compulsively present-at-work person here! I've actually been given crap from coworkers due to this trait-- although I've never criticized anyone for calling out, I would get ticked off when management seemingly believed the latest bs story for those who display a pattern of habitual callouts and "creative" explanations.
I'm sorry you lost your job. The whys and wherefores of corporate administrators can be very opaque, though. Here's hoping you find something that actually meets the expectations you initially thought were met by this one.
I'm too suspicious minded to accept "abuse of call outs" as an excuse. The decision is most likely tied to money/profit and that weak excuse is all the effort they were willing to make to justify their decision since they most likely didn't really need a reason at all with " a needs of the organization" clause
I suspect that somewhere down the line you will figure out the real truth and that what was told to you was hogwash. Move on. Jobs are abundant. Keep it moving and who cares what the real reason is. You-don't-have-a-job-there-anymore.
HiddenAngels
1,085 Posts
Go off, um hmm!!