New Grad Fired From First RN Job After 90 Days

[ChinupNewRN21]

I’m devastated. Next week was going to be my last day of orientation and I was so excited. But I was surprised  when my manager called me into her office only to announce that I was going to be terminated for not making any progress. I was fired on the spot without being given reason. No option to resign.

You should have seen the smile on her face. I wonder how humans can be so cruel.

I was working on a step down cardiac unit in my hospital and truly loved the job. 2 weeks ago she told me that my training was going to be extended and also placed me on a PIP for performance issues. I worked my butt off to improve as I thought she truly loved me and just wanted to be a great nurse. Oh boy was I wrong!

Now I’m back to job searching again. I’ve decided to list this job on my resume, even though I worked only 3 months. Went to 2 interviews already and none of the interviewers even asked me about it. This AM, I saw a text from the recruiter for one of the job (PCU) stating that they were considering extending me an offer and that I should call back when I have a minute. I saw it 1hr later and immediately called back. But this recruiter hasn’t answered the phone or even returned my calls. I left a message, to let him know I am excited and looks forward to his call l, but nothing since then. The day is now over- 6pm, and  nothing new. I’m so worried. Are they reconsidering their decision because of my job history?

[9kidsmomRN]

On 8/2/2021 at 2:16 PM, Hopeful RN said:

Wow! I'm sorry to hear that. Are you financially responsible for the training program? I just got offer letter for a residency and the promissory note states that I'm responsible from the training program cost as soon as I sign and submit the note. I did think to myself "What if they let me go after the training, I'll be in debt regardless if I stay or not."

Read the offer very carefully. Employees spend a lot of money on training new hires. For an ICU it is at least $60000. If you add a residency program and additional time needed for a new grad it can easily be $90,000. An employer couldn’t possibly expect that much back! I would get in writing the amount they expect to be paid back. If they fire you, also how can they expect to be paid back as you won’t have an income. I would think the pay back would be if you quit. Signing a document will show your commitment to the company who is investing in you as you gain skills and knowledge at their expense. Really if you think about it, as a new grad you are a liability more than an asset! They are willing to take a chance on you which should be respected with (some) loyalty. That said if you are finding your orientation subpar, start documenting things like unsafe staffing, snarly preceptors (as you can’t learn well like that), unsafe practices so that you have a defense should you end up in court. 

[JKL33]

2 hours ago, 9kidsmomRN said:

Employees spend a lot of money on training new hires. For an ICU it is at least $60000. If you add a residency program and additional time needed for a new grad it can easily be $90,000.

When I see these figures I think it is appropriate to ask for a breakdown.

$90K (and even $60K, unfortunately) is more than the wage total for a full-time staff RN in plenty of regions in the country. I have not yet seen a breakdown that substantiates the idea that these residency programs regularly cost more per person than it costs to pay a staff nurse's annual wage total. We are talking about a 12-17 week "residency," according to one popular (aka notorious) program.

Ultimately this bothers me because untold numbers of nurses have completed orientation (which is all "residency" is) without this sort of 'stay or pay' rigamarole. Many generations of nurses have successfully been hired, trained/oriented and ushered into the workforce without all of this. I have no idea why a new grad should worry about what a huge corporation states their costs are. These are their costs. If corporations don't like those costs, they have other options. They don't want to do the other options because this option is what they have decided is most advantageous for them. That's all there is to it.

[Hopeful RN]

On 8/11/2021 at 10:20 PM, 9kidsmomRN said:

Read the offer very carefully. Employees spend a lot of money on training new hires. For an ICU it is at least $60000. If you add a residency program and additional time needed for a new grad it can easily be $90,000. An employer couldn’t possibly expect that much back! I would get in writing the amount they expect to be paid back. If they fire you, also how can they expect to be paid back as you won’t have an income. I would think the pay back would be if you quit. Signing a document will show your commitment to the company who is investing in you as you gain skills and knowledge at their expense. Really if you think about it, as a new grad you are a liability more than an asset! They are willing to take a chance on you which should be respected with (some) loyalty. That said if you are finding your orientation subpar, start documenting things like unsafe staffing, snarly preceptors (as you can’t learn well like that), unsafe practices so that you have a defense should you end up in court. 

I like the "documenting" suggestion. Thanks so much for the feedback! 

[Hopeful RN]

On 8/12/2021 at 12:57 AM, JKL33 said:

Ultimately this bothers me because untold numbers of nurses have completed orientation (which is all "residency" is) without this sort of 'stay or pay' rigamarole. Many generations of nurses have successfully been hired, trained/oriented and ushered into the workforce without all of this. I have no idea why a new grad should worry about what a huge corporation states their costs are. These are their costs. If corporations don't like those costs, they have other options. They don't want to do the other options because this option is what they have decided is most advantageous for them. That's all there is to it.

This is a very good point! ? It's a business at the end of the day.

[Gumercinda]

I agree with you. I am sad because my new work in a LTC facility is 2 nurses per 50 patients. Side with 25 ptes, 6 with DM and HTN, two peg tube, 2 on IV meds, 3 on opioids pain mgt. It is crazy. I didn't take my break because there is no time. I had a similar job with 20-25 LTC ptes, I suffered several episodes with uti. No time to drink water, or no time for urination. I didn't get any other job.