Per Diem termination due weird cirucmstances

[Climbernurse112]

Hello Nurses!

I'm currently in an accelerated RN->ARNP program. I was working *very* part time at my previous employer (ED/OBS in hospital) after starting my graduate program as a CNA, with the understanding with my manager that I wouldn't be able to work aside from breaks from school.

Anyway, the year gets rolling and I'm able to fill in like twice in the emergency department after summer quarter. Winter break comes, and I haven't worked for about four months. One day I get a letter in the mail as a notice for termination of employment. This was completely out of the blue- I was so busy with my program that I had forgotten to renew my license, update my phone number and give them proof of influenza vaccination. I called my manager on the first business day after I received notice and she said that there was nothing that she could do about it- that this was HR's call. She did say that she would be a reference for me- my performance on the job was stellar, so I'm not worried about getting manager references etc regarding my actual job performance. I've never been fired before, not was this for a specific on-the-job incident.

I AM worried about getting my first RN job and applying for ARNP residencies with this on my employment history though. My HR department said that they would only disclose when I worked with the organization and how much I made.

So, cue neuroses. Allnurses, how would you go about handling this? I know that it is recommended to disclose that I have been terminated on any application that I submit, and I plan on doing so. I can't imagine not disclosing this to a potential employer. Do you agree? If you were a hiring manager, would you pass on me given this circumstance? I would love to hear your wisdom and words of support!

[kiszi, RN]

Seems to me like you were "auto-terminated" due to not working for a certain amount of time. Did your employer have a policy that per diems must work one shift every 3 months, or something to that effect? If so, it's considered neutral and not really a "firing". Are you eligible for rehire?

[Climbernurse112]

That's a great question! I wonder if I could inquire with my former manager to see if I'm eligible for rehire. She mentioned something to that effect, but the hospital was going through layoffs at the time, so she didn't have a spot open to rehire me.

The hospital was a fantastic place to work, and I'd jump at the chance to work there again. It did seem like an auto termination due to not fulfilling FTE, but there was the license lapse/the fact that they didn't know about my flu shot etc that I had on record from school/clinicals factor to consider as well. I thought about bringing my informal agreement with my manager regarding FTE with HR when I was let go, but I decided against it given that it might hang my manager out to dry. She was a fantastic boss to work with, and I'd gladly take a hit for her. The hospital does have requirements for FTE for per diem hires.

[enuf_already]

I'm confused. Are you a nurse and you were working as a CNA or are you still in school to become an RN? You mentioned CNA then license renewal and that got me lost.

Either way, I believe as another poster said, it was an auto termination. You could explain this by saying it was a per diem job that you rarely worked so your services were terminated upon review of your availability.

To me, while on paper it may be a termination, it really is not what I would consider fired for wrongdoing or a typical termination. Your employer was cleaning house and severing ties with people who were not currently working hours, but were being counted as staff. I don't think it should negatively impact future employment. Good luck in school!

ETA: Just read your statement about layoffs. You were terminated due to downsizing. It's all about the numbers and your position was eliminated.

[Climbernurse112]

Thanks u/enuf! Yes I was working as a CNA. I take NCLEX in about a week and go straight through into NP work this quarter. I plan on working as an RN while in this last phase of school though because I love bedside nursing, and I feel like working as an RN is really necessary for me to feel solid as I apply for family practice residencies. I also plan on working in an ED as an RN while I work as an NP in family practice. I love ED nursing, and can't see myself going without it for too long :)

Thanks all for the votes of confidence!

[caliotter3]

I once worked for an employer that had a rule (often found with home health agencies), that no worked shifts for 90 days, employment status changed to inactive. This happened to me. Got a letter stating the change in employment status, no mention of the word "terminated". If I were you, I would take the stance that your employment status changed to "inactive" due to no shifts worked in 90 days. After all, you can't work any shifts in those 90 days if the employer does not contact you with available work during that time period. How can that be your fault?