New grad got "let go"

Purple_Scrubs, BSN, RN · Feb 3, 2009

So sorry you are going through this. The first thing I would want is for her to be very specific about the "certain conditions", that is just plain weird to me. When I was reading your post, my gut was saying "cutbacks", meaning that they just needed to let someone go and your manager just came up with some things you did wrong in the past to justify it. I would flat-out ask her if that is the case and see what she says. Also ask her if she is willing to provide a reference, and can you count on that reference to be a good one.

Good luck!

Jolie, BSN · Feb 3, 2009

I agree with Purple Scrubs.

I suggest making an appointment to meet with your manager. Nothing confrontational. Ask what will be listed in your HR file as the reason for your dismissal. Let her know that you want to improve upon your performance and ask her for specifics of recent events that effected her decision to dismiss you, so that you know what to work on. If she is being honest about the reason for your dismissal, she should have no problem giving you this information. Also ask her what she believes your strengths to be so that you may highlight those on your resume and discuss them in future interviews.

If she hesitates, you may want to be frank and ask her if your dismissal is due to budgetary constraints.

Either way, ask her to provide you with a written reference on hospital letterhead to take with you. That way, there is no possibility that she will promise you a positive reference, then fail to provide it when requested by a future employer. You will keep the original and bring it to future interviews for the manager to copy and place in your file.

Bestof luck to you!

GoldenFire5 · Feb 3, 2009

Wow, what an unclear way to let an employee go.

If you were not fired, then that means you were laid off. If you were laid off, you are entitled to unemployment benefits. You need this in writing to claim unemployment.

There are times in your career when you have to advocate for yourself. This is one of them. You need the reason for your termination in writing. Go to HR or up the chain of command. Act quickly and powerfully.

caliotter3 · Feb 3, 2009

If she said you were not fired, then put in for unemployment. If it were me, I would not want to work for someone who was not willing to help me "grow", but expects me to "grow" somewhere else. She has no interest in mentoring you or showing you the respect of showing you the "written" complaints. I'll bet there weren't any complaints. Find another employer and put this one behind you. Good luck.

americanlatina313 · Feb 3, 2009

i can't help but wonder if you are sooo right. i remember a meeting a couple of months ago, in which she stated something about being either 2 or 3 staff members over, according to the census @ that time. i wasn't so worried, because one other nurse from my unit is transferring to the nursery, and another to labor & delivery. makes me wonder if she said 3... bad part is that i can't remember. :thnkg:i remember asking something about references, but to be honest, i was so shocked & hurt that i don't remember my exact question, much less the answer. i don't know for sure if i want a reference from her though - i don't know if it would be good or not. i would rather get references from nurses i actually worked with & know, who saw my progress. (i worked nights, so if my boss heard any complaints, more likely it was from a/some dayshift nurse/s who didn't like me.) i don't know... it's still all so recent & so shocking. i do have to figure this all out soon though. i've got to get another job!

thank you so much for the encouragement! believe me, it doesn't fall on deaf ears. :nuke:

so sorry you are going through this. the first thing i would want is for her to be very specific about the "certain conditions", that is just plain weird to me. when i was reading your post, my gut was saying "cutbacks", meaning that they just needed to let someone go and your manager just came up with some things you did wrong in the past to justify it. i would flat-out ask her if that is the case and see what she says. also ask her if she is willing to provide a reference, and can you count on that reference to be a good one.
good luck!

americanlatina313 · Feb 3, 2009

the nice thing is that any person trying to get information will only hear that i worked there from 4/2006-2/2009. not even that i was terminated. but i like the idea about the strengths. if she doesn't have anything to say, i'm sure that will add to my doubts of her liking me much. i know she said i'm a good person & some other stuff (course, you can imagine, right now i don't remember what else).

and about the reference, i like the idea, so long as she'll go along with it. thanks so much for the ideas. :nuke:

i agree with purple scrubs.
i suggest making an appointment to meet with your manager. nothing confrontational. ask what will be listed in your hr file as the reason for your dismissal. let her know that you want to improve upon your performance and ask her for specifics of recent events that effected her decision to dismiss you, so that you know what to work on. (she told me of "specific incidences" that happened back in november, and one other incident that happened about a week ago - but like i said, that one didn't even affect any patient, had no chance of doing so. it was just the "lack of critical thinking".) if she is being honest about the reason for your dismissal, she should have no problem giving you this information. also ask her what she believes your strengths to be so that you may highlight those on your resume and discuss them in future interviews.
if she hesitates, you may want to be frank and ask her if your dismissal is due to budgetary constraints.
either way, ask her to provide you with a written reference on hospital letterhead to take with you. that way, there is no possibility that she will promise you a positive reference, then fail to provide it when requested by a future employer. you will keep the original and bring it to future interviews for the manager to copy and place in your file.
bestof luck to you!

americanlatina313 · Feb 3, 2009

i think they consider "termination" as the same thing as "firing"... it's just that my boss stated that i am available for rehire, if i can do these certain changes (which changes i don't recall ever being stated clearly). but according to the hospital, i was terminated - fired, for the time being. but i think i still will check the reason. not a bad idea (i know somebody else mentioned it, maybe it was hearing it twice that got it through my thick, stubborn skull :bugeyes: ).

thanks for the comments & suggestions. :nuke:

wow, what an unclear way to let an employee go.
if you were not fired, then that means you were laid off. if you were laid off, you are entitled to unemployment benefits. you need this in writing to claim unemployment.
there are times in your career when you have to advocate for yourself. this is one of them. you need the reason for your termination in writing. go to hr or up the chain of command. act quickly and powerfully.

americanlatina313 · Feb 3, 2009

i've thought about that. the more that i think about it, i can't help but wonder if it wasn't just their way to get rid of me (why, i haven't quite figured out yet - i've always tried my hardest to be good either as a cna or an rn). i couldn't help but wonder about the "spoken & written complaints." i asked for examples, but really didn't get any. the only one she even referred to was from months ago, when i still had little to no organization, not now. i hope i can put this one behind me, and the sooner the better. the bum deal is that the hospital i was working for has the best pay within a decent driving distance, best benefits, the works. but i guess that'll be the price i'll have to pay to have a job i can actually bloom in.

thanks for the encouragement. it really means alot! :nuke:

if she said you were not fired, then put in for unemployment. if it were me, i would not want to work for someone who was not willing to help me "grow", but expects me to "grow" somewhere else. she has no interest in mentoring you or showing you the respect of showing you the "written" complaints. i'll bet there weren't any complaints. find another employer and put this one behind you. good luck.

WildcatFanRN, BSN, RN · Feb 5, 2009

This happened to me while I was on orientation as an RN Applicant. I feel for you and agree with everyone that has posted that you need to get things in writing and find out exactly if you are really eligible for rehire. Also definately find out what your termination is listed as. I am eligible for rehire at the place that "terminated" me also, but I've given up trying.

Good luck to you. Don't let this be a blow to your confidence though I know from experience how much it hurts. Tell yourself that it just wasn't a good enough fit and that you will find a place where you ARE a good fit, doing what you love doing. And just because some of us are slower learners than others doesn't mean we are bad nurses.

netglow, ASN, RN · Feb 5, 2009

"Either way, ask her to provide you with a written reference on hospital letterhead to take with you. That way, there is no possibility that she will promise you a positive reference, then fail to provide it when requested by a future employer. You will keep the original and bring it to future interviews for the manager to copy and place in your file." --Jolie

Yes, do this right away before you even think another thought!!! :idea:

HouTx, BSN, MSN, EdD · Feb 5, 2009

Can I jump in here and clarify the "HR Speak"??

In HR language, "termination" simply means that the course of employment was ended -- no negative connotations at all. There are basically 2 types of termination: voluntary & involuntary. There are all sorts of reasons for voluntary termination - usually classified as either 'avoidable' (dissatisfaction, leaving for more money, etc) or 'unavoidable' (spouse transfer, change in health status, change in family status, etc.). Involuntary termination can mean "fired" (for cause) or job lost due to 'reduction in force' (RIF).

Usually, when a prospective employer calls about job history, they ask if the person is eligible for rehire - a 'no' generally indicates involuntary termination for cause.

Bottom line, don't let the word 'termination' give you the willies - it's pretty meaningless by itself.

The situation described by the OP, seems pretty clear to me - she was RIF'd due to position cut-backs. Generally, this does entitle a person to severance and eligibility for unemployment. But, if she was only employed for 2 months this may not be the case in her state unless they count her previous CNA position also.