Resign first or wait until I find out if I'm fired?

[FallingInPlace]

I've been told I have a meeting with my supervisor and HR tomorrow, so I'm anticipating the worst, but not 100% positive I'll get fired. My supervisor could not really give me a lot of information, so, do I hand in a letter before they have a chance to fire me? I am supposed to work a 30 day notice, so I've written a letter reflecting that, with the usual thanks for the "opportunity." The one reason I am so hesitant, is I want to hear them out. I know of no reason I should be fired, there have been no incidents at work that I am aware of. Advice please!

[Davey Do]

2 minutes ago, canoehead said:

If you don't know what you've done, its possible they have someone else on the block and they want to question you about an incident.

Yeah, canoehead. Calliope needs to be prepared!

If you think it would help, calliope, you review some information in my manual:

[Davey Do]

On a serious note, I was called into HR by the director of psych in March 2017 and was denied EAP presence. The meeting was over being written up for not filling out a superfluously redundant piece of paperwork.

To make a long story short, I confronted the HR manager on her inappropriate actions, the director on past transgressions, and filed a harassment charge.

I've not had to deal with either the HR manager or director in over 2 years!

My motto: Get more on them than they got on you.

[Crash_Cart]

It's just a tip, but if you ever have to give HR a urine sample, never return with it saying, "Hi, I'm back now and got you a cup of coffee while I was out."

[Davey Do]

23 minutes ago, Crash_Cart said:

It's just a tip, but if you ever have to give HR a urine sample, never return with it saying, "Hi, I'm back now and got you a cup of coffee while I was out."

Good advice, Crash_Cart!

Tell them it's apple juice.

[canoehead, BSN, RN]

If they hit you with something unexpectedly, you are well within your rights to ask for a copy of the complaint, and tell them you will respond in writing. Responding off the cuff is rarely as articulate and thorough a defense as when you have a chance to review policies and consider your words. They want that initial, immediate reply, but it doesn't benefit you to give them what they want. They've had days (at least) to research the issue and talk to witnesses. You are entitled to some time too.

I gave a verbal response to a complaint once, and none of my response was included in the final reprimand. It just said " your response was inadequate to explain your actions." They refused to include a written statement in the record. If you make your response written, not verbal, it's part of the official file.

Lastly, get ALL of the complaint. Not just the managers statement, but witness statements, with names. If someone won't back up their statement personally, it's not worth a damn in court, and if they take action against you based on hearsay, you can sue.

[kp2016]

7 hours ago, calliope26 said:

Klone, I have be counseled on one issue, but that was 7 months ago, and I have had great feedback since then. I am being deliberately vague, I realize, but this is a public forum. Certain things about my job make me unhappy, but I am mostly very satisfied. I've put a lot of effort into improving, and thought I was successful at that.

Some places will actually remove disciple notes from your file after a given number of months if there have been no other issues. Hopefully this is a standard follow up but it is strange that your manager won’t give you any information about the reason for the meeting. I have a hard time believing that she doesn’t know. Honestly I’d be very worried too. Hope it’s good news!

[Nurse SMS, MSN, RN]

The last time I saw this done with someone it was due to their showing up on a report run on a high profile patient. Everyone who accessed the chart that wasn't part of the care team was canned and reported to the BON for HIPAA violations. There is no write-up procedure needed if a law was broken. It goes right to final steps. Hopefully you haven't had any kind of breach like that. Some very good nurses lost their jobs that day for a moment of curiosity.

I will be thinking good thoughts for you. Keep us updated. I also have been called in before to review data records and "testify", so to speak, as to certain factual components of chart breaching. I wasn't in trouble, just the content expert. It is possible you have been identified as a witness or content expert.

Its also possible your company is laying people off, though that seems unlikely in the current market.

[Lunah, MSN, RN]

It definitely sounds like a legal issue to me, but that is really based on nothing but a gut feeling. I hope everything turns out well!

[FallingInPlace, ADN, BSN, RN]

Not terminated, just a spanking. I think my best course of action is to start looking for another job, pronto. Thanks everyone, for your support.

[TigraRN]

Calliope26, what happened if you don't mind me asking?

[BSN-to-MSN, ADN, BSN, RN]

Wait and see what's it about. Face your fear.

[canoehead, BSN, RN]

Calliope, I'm glad it wasn't as bad as you feared. Be strong.