Prior employer restricting EPIC access for new job/employer

[pastudent]

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. 

[Mergirlc, MSN, APRN, NP]

^^^^   Agree w/ the above.  It's not the EPIC EHR company which is preventing you from working.  It's your previous employer's healthcare/hospital/facility and/or healthcare system and its possible associated sites which will not let you access it.

Ask your new employer if they deal with an entirely separate healthcare system besides the one you just left.  It may be possible to get a job through another healthcare system.

[JKL33]

pastudent said:

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.  

Yes, but if other clients are not a part of the system that has banned you then they could grant you access. This doesn't sound like an Epic thing so much as a single company that won't let you access their EMR. I've never heard anything that would make me think one one healthcare system can keep you from accessing every iteration of Epic everywhere. What if you went to another bedside care role in a totally different system that uses Epic?--You would be accessing Epic.

ETA: didn't see the post above me before posting. I agree with it.

[Blueskies]

As a business owner who hires nurses, I hate it when a nurse leaves without giving 30 day's notice. I wish we could attach a note to their license! That said, here is my free advice:

A business does not want to seem like they are trying to financially damage an ex-employer. Juries do not like it when large companies hurt the little guy.

I suggest you talk to the people  who were successful in regaining their access. Did they hire an attorney? (Get a name) What was the argument they used that caused the change? Did it go to trial?

Going to the same attorney, you can ask them to write a letter asking for the desired results. A letter from an attorney carries a lot of weight and will only cost some hundreds of dollars instead of thousands. Good luck!

[pastudent]

I agree, leaving without notice is not something I ever thought I would do. I made an assumption that since I was on orientation it would not be the same as leaving a full staff position. Also - I was PRN, and the unit I left was so unbelievably overstaffed that some days - in a whole shift - I started 3 IV's.  It was a really unique, bizarre situation that I will always feel unsettled about.

 

The others RN's that had also left that hospital system, were on this list. They were removed by the same HR director that refused to remove me and I have no idea why. My new employer had been successful with asking him to remove RN's too. So when it was determined that I was on this list there initially was no concern - because they'd gotten ppl off the list before. 

 

And yes this restricted access is limited to the version of Epic that this hospital owns, unfortunately its a really big system.

 

[mclifford, BSN]

I am sorry about your plight.  As I see it, it is about your integrity- you left without proper notice.  While it may have been for good reason. Leaving without proper notice, sends red flags for me as a manager.  You displayed a lack of intergrity in how you handled the situation- which for me questions what would you do the next time you don't like something?  Could your problem solving a situation in the future lead you to walk away? That is a potential risk to the patient-

[pastudent]

I understand that it looks like I just walked away. As I mentioned it was an unusual situation where I knew it was safest for me to get out. My integrity came into play when I chose to not publicly share what I experienced. In my past jobs, I have not only given a 4- 6 week notice, I also worked to ensure a smooth transition to the remaining staff, and even remained available as a resource after my separation. 

The red flags were up and waving in that dept long before I started there - I learned that within my first week. I thought it was exaggerated -that what I was being warned about wasn't true. Disgruntled nurses are everywhere.  A few weeks in I realized it was all true, and that I was going to be pulled into it.

The organization lacked integrity when they plopped me in there,  with the known problem, alone, without warning or support.  I'm not the first person that turned and ran during orientation - and I'm sure I won't be the last.

 

 

 

[JKL33]

mclifford said:

I am sorry about your plight.  As I see it, it is about your integrity- you left without proper notice.  While it may have been for good reason. Leaving without proper notice, sends red flags for me as a manager.  You displayed a lack of intergrity in how you handled the situation- which for me questions what would you do the next time you don't like something?  Could your problem solving a situation in the future lead you to walk away? That is a potential risk to the patient-

Oh come now. 😂

Please understand that your comments are regarding an as-needed employee, which legally means the employer is hiring them for ONE day at a time. Yet turning around and requiring that *they* (the employee) must let the employer know FOUR WEEKS in advance of no longer being able to be employed ON A DAY BY DAY basis. 

Why do people sign/agree to such ethically unbalanced (aka completely unfair) conditions? Because they are a fan of putting food on the table  

You need to check yourself. In my humble opinion  

 

[JKL33]

Blueskies said:

As a business owner who hires nurses, I hate it when a nurse leaves without giving 30 day's notice. I wish we could attach a note to their license! 

Would love to know about your hiring contracts. I assume you are dealing in bona fide professional-level contracts, as opposed to at-will-employment-type agreements. 
 

 

[londonflo]

pastudent said:

I also worked to ensure a smooth transition to the remaining staff, and even remained available as a resource after my separation. 

And after your short time there, how could you be a resource? to quit?

[chare]

londonflo said:

And after your short time there, how could you be a resource? to quit?

He or she was referring to previous positions with this statement, not the he or she left without notice.

pastudent said:

... In my past jobs, I have not only given a 4- 6 week notice [emphasis added], I also worked to ensure a smooth transition to the remaining staff, and even remained available as a resource after my separation. 

[...]

 

[pastudent]

Thank you. I really appreciate  the feedback that has been shared with me, it has been valuable.  

blueskies - as a business manager that hires nurses- do you ask them why they are leaving without 30 days notice? I think most nurses that are leaving jobs they hate  still give 4 weeks notice.   Instead of wishing you could attach a note to their license, don't you wish you knew why they were leaving so you could make improvements?  There is a saying that nurses don't leave their jobs, they leave their managers.

 

[Emergent, RN]

I've always given 2 weeks notice. I think 4 weeks is more appropriate for a salaried position. 

I left a per diem job while I was on orientation once, without notice. I had another job at the time. It just was not a good fit, and that's what orientation is all about. They are finding out about you and you are finding out about them. There should be no retaliation for leaving a job while on orientation, other than the fact that they would probably not hire you again.