may1787

I started working for my company in 6/2022. At the time, I was verbally told (and it states in the union contract) that I would be paid an extra $1/hr for my certification and that all I needed to do was bring my certification to HR during sign-on. I thought this money was included in my base pay, but was recently notified by a coworker that it should actually be it’s own line item. I immediately contacted payroll when I found this out and was told that they don’t owe me any money because the union contract says they won’t pay anything beyond 45 days. They said I should have noticed the issue, and that it’s my fault (even though I wasn’t aware, so how could I file a concern). Personally, I find this to be payrolls error for not appropriately assigning the pay after receiving my certification and not providing education regarding what line items (or lack of them) mean on our paycheck. I contacted my union rep and they said that they had a similar grievance about back pay that went to arbitration and arbitration ruled in favor of the hospital. Federal law seems to say that I can sue for back pay up to 2 years (3 if it was willfully omitted), which should supersede the 45 day limit by the union contract right? I know it’s a long shot: Has anyone with a union filed in small claims court for back pay and what was the outcome?

I did a NICU capstone in college, did a nurse externship during college, and was hired into an internship. I don't think going into L&D will help you, but nursery work in postpartum might. Pediatrics *might* but its difficult to say because it all depends on the hospital.

I did some NICU courses during college, I did my college final clinicals in the NICU, I was a nurse extern in the NICU, I did the NICU internship, and I was a full fledged NICU nurse. Overall, I just did everything NICU I could.

I was responding to some really rude commentary that was deleted before anyone else saw it. It was completely uncalled for but I received emails of them despite them being deleted/edited so you don’t really know what was said to me. “Goodness.”

I ended up getting input from other individuals who work NICU (on another website) who have asked and received reasonable accommodations. All I have asked is considered reasonable and has reasoning according to the ADA and JAN (feel free to go to those websites if you actually desire to learn more and I would encourage many of you to do so based on some of the responses here) and have been easily accommodated by the NICU. For those of you that have been kind, thank you. I greatly appreciate it.

We have different issues then. I have more issues with level 3/4 than with level 1/2. That’s the thing about disability, it’s not black and white and everyone is unique.

Thank you so much Nursenate5! I was beginning to wonder if returning was for me, since my experience just on this thread felt very much like one of the things that lead to my burnout.

By negative I mean constantly saying I can’t have those accommodations when they don’t really know. I understand they are opinions coming from people without knowledge, I guess I wasn’t expected people without knowledge only coming here to break down their opinion and not fact. I was asking for factual answers.

I guess I wasn’t expecting negative and snarky comments. I was able to find my answers through this, however, so I guess it worked.

@Rose_Queen I understand that. I don’t think there should be any issue since the position isn’t rotational and nor is it a level 3/4, however I can request those as accommodations in future if they suddenly decide to change the position requirements. In regards to the other accommodations they are reasonable according to the ADA but the employer can decide if they want to offer an alternate reasonable accommodation. Either way, they have to offer a reasonable accommodation. I don’t think any of my accommodations would be considered as blatantly wrong for a unit as not wearing a mask. I recently contacted JAN and they say they all fall under reasonable accommodation for the position I’m applying for.

And my point is that I wouldn’t come in with a list. I would follow ADA recommendations and approach HR after hire.

Has anyone done the Neonatal Touch and Massage course, particularly the online hands-on session that they instated during COVID? What was your experience like? Was it worth the $800? Did they send you a box of supplies, and if so how long did it take to get to you and was it all you needed for the hands on portion? Was it easy to pass the tests if you already have NICU experience?

Has anyone gone to get their Neonatal Developmental Care Specialist Certification through NANN? What was your experience like? Did you have to study from the book or do you think you could have passed it without the book? Did you have the book with you while taking the test? If so, was it helpful?

I think you are misunderstanding. All of the things I listed are considered reasonable accommodations under the ADA. They are even listed on their website. Of course, one wouldn't expect to be hired to a rotational position and then expect not to be rotated, just as one wouldn't be hired to a night position and then expect they will just accommodate you to day shift, or if one was hired to a level III/IV NICU and then expect to only get level II patients. All of that would not be accepted. I can request accommodations and the employer can decide to request a doctors note, but denying reasonable accommodations isn't a good look for a company when it comes to disabilities. It happens frequently with mental illness though because, despite being healthcare, there is still a huge stigma surrounding mental health issues. I know this because I have left a job due to workplace stigma. So yes, they can deny but under ADA they cannot deny and then not offer another reasonable accommodation.

What do people think of these as reasonable accommodations to request? -Have a support person for all meetings with a supervisor (not including charge RN) -provide frequent positive reinforcement and constructive feedback -provide feedback via email -intermittent FMLA -excusing from shift rotation