No rehire !!!!!!!!!!

Nurses General Nursing

Published

Can I ask everyone which hospitals in Dallas have the practice of labelling their employees as No rehire?

If there is no offence on the part of the employee and they served their notice period but left the organization before 6 months , can they still do that?

Specializes in Psychiatry, Community, Nurse Manager, hospice.
OMG, Hold on, neither am I trying to get a job in the same organization nor am I listed as a "not eligible for hire". I heard from one of my friend and was reading on it.

It sounded unfair to me that's when I posted this topic to know everyone else's opinion.

I don't think you understood my question.

You are not eligible for rehire with this organization. Correct?

My question is, is that problem preventing you from getting another job?

For example, is this organization sharing that info with potential employers, causing you to have a negative review?

If that is happening you should get a lawyer.

In the future do what you can to avoid being put on this list. Before I left my old job, I called HR to find out what I needed to do to leave on good terms. 2 weeks notice was all that needed to happen. No big deal.

If the terms are unbearable, at least you'll know what you are getting into.

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Specializes in Critical Care; Cardiac; Professional Development.
How do u find out that you are on that list?

If you are referring to Group One, you have to request your "credit" report from them. There is a charge to obtain this unless you got notice that your file was utilized to make a negative finding against you due to the report. It works exactly like a credit report, because they operate under the rule of a credit reporting agency. You can do an Internet search and find their web page if you have more questions about them.

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I agree that everyone has to work hard to be entitled for employment and that's fair , there is no right for employment , I get it. But my point here is that you cannot just label anyone not eligible for rehire unless there is a serious error/ warning or anything like that. That means just because management/recruiter doesn't like someone they can be listed as not eligible for rehire.

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Wuzzie , I don't think you are getting the concept right. Yes, it s the company's right to decide to give the job to a particular candidate and no one owes a job. What I am trying to say is that , listing someone as "not eligible for rehire " without any concrete evidence gives the employer an upper hand and that gets misused .

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I'm sorry but without a better description of the "unsafe working conditions" along with the cries of "that's not fair", "discrimination" (seriously?) and the overuse of punctuation in the title there's an undertone of drama that makes me a little skeptical Add to that the back-pedaling (first the OP led us to believe it happened to her then it was a friend who told her) and the lack of response to direct questions. It all adds up to decreasing credibility in my book. But I'm open to having my mind changed.

I wish had the leisure of sitting in front of a laptop and answer as soon as I saw your thread . I had posted the thread to get everyone's opinion but digging into as to who was the person or whom did it happen to is not relevant.

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Specializes in Hospice.
I agree that everyone has to work hard to be entitled for employment and that's fair , there is no right for employment , I get it. But my point here is that you cannot just label anyone not eligible for rehire unless there is a serious error/ warning or anything like that. That means just because management/recruiter doesn't like someone they can be listed as not eligible for rehire.

As other posters have pointed out, yes they can. There is no law that requires employers be "fair" outside of civil rights and labor laws.

Can you point to a rule/law/regulation that prohibits employers from declining to rehire employees they don't like?

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I agree that everyone has to work hard to be entitled for employment and that's fair , there is no right for employment , I get it. But my point here is that you cannot just label anyone not eligible for rehire unless there is a serious error/ warning or anything like that. That means just because management/recruiter doesn't like someone they can be listed as not eligible for rehire.

Yes they can and they do. And there's no law against it nor is it unethical. If management doesn't like someone why on earth would or should they hire them? And why would someone want to put themselves to work in such an environment?

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Wuzzie , I don't think you are getting the concept right. Yes, it s the company's right to decide to give the job to a particular candidate and no one owes a job. What I am trying to say is that , listing someone as "not eligible for rehire " without any concrete evidence gives the employer an upper hand and that gets misused .

I can assure you I am. What you don't seem to be understanding is there is nothing wrong with an employer deeming somebody "not eligible for re-hire" for whatever reason they want. Their house, their rules. Does it get misused? Probably but I don't think it's as pervasive as you seem to.

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I wish had the leisure of sitting in front of a laptop and answer as soon as I saw your thread . I had posted the thread to get everyone's opinion but digging into as to who was the person or whom did it happen to is not relevant.

Your snark is not appreciated. If you noticed I never asked specifically to whom this happened because I don't personally care but you keep changing your story and it's damaging your credibility and muddying the waters. What I did ask was for you to expand on the "unsafe working conditions" so that we have a better framework from which to form an educated opinion. As it stands now the employer has every right to mark a person as "do not hire". It is not unethical, discriminatory or wrong in any way shape or form. Sure it's sucks to be that person, I and many others on this forum have been there, but here is nothing to do about it and it's best to just move on. Again, I'm willing to have my mind changed but I need more information.

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Wuzzie,

I had explained the unsafe working conditions in the earlier posts in case you missed it. I can give more examples if you want to.

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I agree that everyone has to work hard to be entitled for employment and that's fair , there is no right for employment , I get it. But my point here is that you cannot just label anyone not eligible for rehire unless there is a serious error/ warning or anything like that. That means just because management/recruiter doesn't like someone they can be listed as not eligible for rehire.

What exactly constiutes a "serious" problem? If an employee was otherwise exlemplary but late to work so often and so egregiously that the hospital system no longer wanted to consider them for future employment, would you consider that fair? And if so, how is that substantially different from an employee who stays through orientation and then leaves soon after? They are both non-clinical problems that cost the hospital money and cause them logistics headaches. Im dont see why being an inconsiderate employee should be any more forgivable than being an incompetent one.

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What exactly constiutes a "serious" problem? If an employee was otherwise exlemplary but late to work so often and so egregiously that the hospital system no longer wanted to consider them for future employment, would you consider that fair? And if so, how is that substantially different from an employee who stays through orientation and then leaves soon after? They are both non-clinical problems that cost the hospital money and cause them logistics headaches. Im dont see why being an inconsiderate employee should be any more forgivable than being an incompetent one.

My concern in the scenario you present would be that, if there is a pattern of employees leaving within 'X' timeframe after completing orientation, there might be other supports or systems issues that could be examined to see whether they're adequate. I would be more concerned about why people are leaving so soon than about how to punish them and where to get the next warm body. I'm not at all trying to be snarky when I say that. One of the scenarios you present in the quote above involves issues that the employee is in control of (tardiness) and the other involves both the employee and the employer.

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