pastudent

The term personal caregiver is considered non - medical. There are some programs that offer a certification but certainly not for an RN. Do you mean private nursing?

After much consideration, and a consultation with an attorney - I decided to move on to another position. I appreciate all of the feedback from this site, it was helpful and realistic. Thank you.

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.

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.

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.

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.

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.

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?

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

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.

My new position is with a virtual nursing service that utilizes a camera to interact with the patient to collect medical info including med list, history etc. ( basically admission and discharge process ) It just so happens that this large organization that I resigned from is the largest client of this virtual nurse company. I could understand if there was a question about my nursing practice, integrity etc.. but that was not the case. I also feel like the term "do not rehire" sounds specific to, well, hiring. It doesn't encompass what is really happening. Its added a layer of frustration to what was already a stressful 6 weeks there on orientation. And until this is resolved, I am home without pay.

It is my understanding that I am only blocked from accessing the Epic system for this large hospital. If I got a job at another organization that uses Epic I don't think I would have a problem. The new company I am working for is a virtual company that contracts with my prior employer. So they would not have their own version of Epic As I step back and look at this - the way that I am being treated by HR feels like a continuation of the way I was treated for the 6 weeks that I was there. It was beyond a little workplace conflict - it was big problems in a very small department, and at times, patients paid the price. I don't regret leaving without notice, I could not go back. But this feels like way more than a "do not rehire" list.

I am not sure how the other nurses landed on the do not rehire list. But it sounds like they were removed fairly easily. I understand that an organization can decide to not rehire people - even without a valid reason. It is the fact that its preventing me from working for a new employer that seems pointless. If it takes me hiring an attorney to get off this list I will probably do it. In a state where there is a critical nursing shortage the largest hospital system in the state is blocking me. ?

Thank you - The other factors include that I resigned while orientation - which I feel like most organizations view differently. It was a toxic, dysfunctional environment to put it lightly - and HR was well aware. I knew that resigning would make me ineligible for rehire - but never thought it would reach as far as preventing me from working in the future. Other RNs that work for the new company have been removed from this list in order to gain access to Epic. For some reason they are making me the example.

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.