Anon101

I can't believe it's already been more than a decade since I made this post. How life has lead me in a totally different direction! Anyway to answer your question, back then, the program was not accepted by the CAF for subsidization. I'm sure much has changed - I would suggest speaking to a recruiter.

I'll definitely keep that in mind. I was previously working at a large hospital but no longer work as I wanted to focus on school and the hospital would not allow me to switch to casual due to needs during the pandemic. I've created a linkedin profile and try to market myself on there.

Hi everyone, I'm currently enrolled in a master's nursing program at a top-tier school focused on health system administration and management. Prior to pursuing graduate studies, I only had experience as a charge nurse, therefore my formal leadership experience is limited to this role, as well as clinical practicum. I have applied to several administrative/junior management positions but have not heard back. It seems many such positions require 'x' number of years of experience as a manager. I have also been told that networking is key when it comes to hospital administration. Any advice in this regard would be appreciated.

I've been thinking about using a colleague as a reference. The problem is if I don't write this job on my resume, it's not very likely I'll get a job in this specialty since I never had a placement in this area during nursing school. So it'd be kind of a gamble. Also I noticed that some government jobs conduct their own background investigation so they'd find out anyway that I worked there if I didn't mention it on my resume.

Just found out I qualified for the employment insurance benefits. At least I'll be able to survive until I can find another job.

Thank you! I'm actively interviewing for other positions and trying not to let this affect me.

Thanks for your response. The termination definitely wasn't for a performance issue, since I passed my evaluation with my manager a few weeks prior. All I know is that a co-worker with significant seniority filed some sort of complaint against me. The employer wouldn't really elaborate though even after I requested more information regarding the nature of the complaint or the name of the complainant (I have a feeling I know who it is though based on what other co-workers told me). Yes the probationary period was quite lengthy and that should've been a red flag, but it was my first job out of nursing school and I overlooked it I guess; it's definitely something I'll consider though in the future.

I did ask the employer for more information as to the reason for the termination, but they wouldn't provide it; the union also told me that according to their collective agreement, the employer could terminate within probation for no reason at all, unless it was for a "protected" reason like you mentioned which included arbitrary, discrimination, or bad faith. The union also said that I could proceed with arbitration but that the case would become public information and that future employers would be hesitant to hire me, and that I should just find another job (I'm not sure if it was just a scare tactic). I totally agree with what you've said. I feel like I've been wronged and didn't see this coming at all...especially because I passed my performance evaluation a few weeks prior. I also miss working with my patients. Hopefully karma does its job!

Thanks for your response. I've filed for unemployment benefits. I'm curious about the employee file part, in what circumstances would I want to look at my employee record?

Hi there, thanks for your response. It wasn't a layoff because they posted my position up for hiring after I was terminated. I believe it had to do with the complaint. I inquired about a reference, but the union said that the hospital doesn't provide references for fear of litigation, so all inquiries are directed to HR - I'm just not sure what they might say to any prospective employer (I'm assuming that if I was terminated for a complaint, it would probably be negative). I did have a good relationship with some of my co-workers though, one of whom has been working there for 20-something years. She wasn't a designated charge nurse though, as we all rotated depending on who was working a particular shift (i.e. I also worked as charge for most of my employment there). But I did orientate with her, so that'd make her a 'supervisor' in a sense right?

Hi all, I worked at a hospital for around 9 months and accumulated approximately 1500 hours. I was 12 hours away from probation, when I was handed a letter that said I was being terminated, without any reason specified. Based on information from co-workers, a particular co-worker complained against me which lead to this. The union also stated that a reason wasn't necessary, and that a grievance even if filed wouldn't be effective so it wasn't done. This is my first job out of nursing school. I'm now in the process of applying to other jobs, many of whom ask a reference from this employer and also ask me what my reason for leaving was. What should I do in this situation to secure employment elsewhere?

Hey all, I just landed an interview at a correctional facility as a mental health nurse and I was wondering if anyone has any advice in terms of how I can prep for it? I currently work in mental health in general psych/forensic, but the population is nevertheless somewhat different. Thanks

Thanks for the response. I recently started working in LTC. It's quite different from a hospital setting for sure, and I do have to give meds but there isn't much personal care as there are PSWs. I'm also the only RN in the facility during my shift and am tasked with overseeing the residents and PSWs. I've been informed by another RN that PSWs may try and take advantage of me (as a fairly new RN), so we'll see how that goes!

Hey all, what is being an RN in a LTC facility like? (i.e. stress, workload, hours, etc.). Also, what is the pay in Ontario for a new RN in LTC? (I know it's a bit less than in hospitals).

Hi there, I think it would be a wise decision to work in a level 3 NICU for at least a year before switching to a level 2. I say this because level 3 NICUs have excellent orientation programs for new grads (such as SickKids and Mount Sinai), whereas the level 2 NICUs don't. In fact, you won't see many new grads in level 2 NICUs as they generally tend to hire more 'experienced' RNs that are already trained (according to a manager I spoke to). You can definitely still apply, but reflecting on my own experience, I still found a level 2 NICU to be a very challenging environment mostly because of the lack of structured orientation programs for new grads. But who knows, your experience may be different!