Prior employer restricting EPIC access for new job/employer

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Im looking for advice on handling a unique situation with a prior employer. I resigned 6 weeks into a PRN position  orientation at a large hospital system d/t a toxic work environment.  I started a new job with a company that is a contractor for the large hospital system. This role requires that I access that hospitals Epic system.  The large hospital system has revoked my access for not giving 4 weeks notice. This has essentially made it impossible for me to work at my new job. Multiple attempts to get me off their " do not rehire" list have been unsuccessful.  I do not want to be rehired- I only need access to their Epic.   Has anyone experienced this type of retaliation?  I've consulted with an attorney and I cant afford to go that route. 

Specializes in emergency dept.

I'm at a loss right now. I did submit a summary to their HR dept explaining my 6 week experience there and why I left abruptly.   Despite my negative experience, it's really not the path I want to go down.   I've been exchanging emails with an HR director and I am not getting anywhere.  My new employer has been reaching out to them as well with no results.

I asked for a copy of their policy regarding the do not rehire list.  It does not speak to employees that have not completed orientation or a probationary period.   It also does not describe that this list reaches beyond rehire status.

 

I just want to work at my new job, and as much as I hate the idea of spending money on a lawyer, I do not  know where else to turn.   It was suggested to turn to social media and share my story - I really do not want to do that. 

Open to suggestions.

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Specializes in ACNP-BC, Adult Critical Care, Cardiology.

Is there a government agency in your state that handles unfair labor practices? That is potential route to file a complaint for retalaition by this former employer.

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Specializes in emergency dept.

I did reach out to the state labor board, they suggested I contact an atty. But I am going to contact them again tomorrow. Thank you

 

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Specializes in emergency dept.

If I am able to get a meeting with HR - to share my experience in my 6 week orientation - who should I bring with me?  

This organization has shown their bully-like behavior and I wouldn't want to go alone. Another nurse? A family member?  any thoughts?

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Specializes in Med-Surg, Developmental Disorders.
pastudent said:

If I am able to get a meeting with HR - to share my experience in my 6 week orientation - who should I bring with me?  

This organization has shown their bully-like behavior and I wouldn't want to go alone. Another nurse? A family member?  any thoughts?

If you're bringing anyone, I would say  bring a lawyer. I know you mentioned it would cost a lot to come to court, but it could be cheaper just to hire a lawyer to  be present at an HR meeting and/or write a strongly-worded letter to the company. 

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Specializes in Vents, Telemetry, Home Care, Home infusion.

Under HIPAA, health care systems are required to have patient privacy protections including who can access their electronic medical records.  Healthcare systems contract with companies to perform work on it's behalf utilize Business Associate Agreements as part of HHS - Access Control on Health Information Systems.

As former  department manager, it's been my experience that staff who are dissatisfied and leave early/abruptly especially without notice,  were counterproductive to smooth department operations. Once listed in HR software as "do not rehire" permanent listing.   There is no healthcare law requiring an outside contractors staff to have access to EMR , access granted on case by case basis by facility; often denial to former employees listed as do not hire in HR/IT software.  This also decreases "brain drain"  jumping to another employer.    Don't see you have legal recourse to gain EMR access.

I once got several burned hiring nurse from our sister organization who complained about prior unit which I knew was struggling, worked 2 weeks went out on medical leave, then told everyone we were horrible.   

Let us know how this resolves.

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I would be surprised if they would entertain a meeting with you and a lawyer or anyone else really.

I typed another reply yesterday regarding the social media campaign idea, because that seems like it could be an exceedingly bad idea. Then erased that reply because it seemed very negative. I see neither a clear path nor a favorable chance of getting what you want no matter what approach you take based on what you've shared so far. I'm sure it provides some sense of relief/being heard to have your say on the way out the door rather than going with the old 'not a good fit'/generic routine, but the latter is often the most advisable for a reason. It isn't particularly fair, it just is what it is.

There's a fairly good chance they will double down hard if they feel even slightly offended or threatened in any way.

If by chance you are able to speak with their representative again in person, your best chance of success may be to do your best to walk it back, thank them for having had the opportunity to work there and let them know that you regret that you could not find a good fit there. Let them know that your only goal here is to move forward in a positive manner taking the best care of patients that you can, and that you would be grateful for the opportunity to provide excellent services to their patients through your new employer.

That may sound like a horrible thing to have to do, and I agree it is not pleasant. Taking that risk and going through that would be worth it to me to at least try, were I in your position. Because I would bet my last penny that you will get nowhere by explaining to them just how poorly you feel they treated you, with or without a support person present.

That's all I got.

 

 

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Specializes in emergency dept.

Thank you for these responses.  Despite the fact that its not what I wanted to hear I appreciate the perspectives, and I think they are realistic. I regret that I didn't ask for feedback before I resigned, I made an emotional decision.  I suspect they likely would have just let me go anyway instead of continuing my orientation.   I'm considering waving the white flag. 

I was so excited about this new job - it was  what I had wanted all along.  Without access to Epic - I can't work for them.  I'll spare them having to let me go- I'll resign.

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Is it possible to work for this new employer on all other hospital/clients?  I've never heard of this in healthcare, but it's pretty common in other industries with non-compete clauses. 

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Specializes in emergency dept.

Yes, but right now all the clients are on Epic. If the company gets contracts  with other non- Epic hospitals then yes, I could do that.  

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Specializes in ACNP-BC, Adult Critical Care, Cardiology.

Unfortunately Epic has had tremendous reach and adoption across large health systems. There are even newer adoptees from smaller health systems in our region that once used a different system. Good luck to you.

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Specializes in Vents, Telemetry, Home Care, Home infusion.

Epic access is granted by each facility/health system.  Does your employer have a contract with a hospital outside the previous health system you were employed in?

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