RN in IPN waiting for HR

catsmeow1972, BSN, RN · Dec 20, 2017

My experience (and I am not saying that is what is happening with you) is that "we have to research it" is HR lingo for never mind, no job offer here.

What I have done is not mentioned IPN at all when doing the application unless I have to via answering questions about discipline on license or in any kind of yes/no question. Once I make it through the HR gauntlet and am sitting in front of the people that I will be working directly for, I wait until the end of the discussion when I have determined that it is a position that I would like to work and that I think might be able to handle my stipulations. Then I bring up the issue. I figure by then we've mutually decided what we think of each other and if it's going to be a no go, I know then.

The response has generally been along the lines of "thank you for being honest" and the results have varied from no, sorry they can't handle the stips (I can respect that) to they can absolutely handle that, no problem (IPN screwed up that one for me) to let's see what we can do.

My point is, bring it up in the interview with the person who would be your direct supervisor doing your quarterly reports and all. HR frequently has no clue what IPN even is and has no business making a call as to wether it makes a nurses qualified or not qualified for a position.

Tuts00RN · Dec 21, 2017

Thank you, but that's exactly what I did. I never told HR anything at first. I waited to tell the department first at the end of the interview. The director was the one that advised me to be honest to HR and also let them know as well. I still waited and when they called Me to give me the offer is when I disclosed it to them which I reall didn't want to but because they told me to is why I did it.

catsmeow1972, BSN, RN · Dec 21, 2017

Sounds like HR is trying to figure out what they are looking at. Too often, especially at smaller places, HR people are not nurses and don't grasp what this is all about and just how important this is. Have you tried making contact with the person you interviewed with? Maybe it's a case of everybody looking at each other, not sure who should call who first?

Waiting stinks. Finding a job with this junk stinks. It all stinks and I honestly think contributes nothing to support in recovery....

Tuts00RN · Dec 21, 2017

I thought about emailing the Director there but I don't know if she'll know what's going on since HR manages their own thing and might not communicate it to the department. I did call HR yesterday to find out my status and they said they are still researching it and waiting on their team leader (whatever that means). I think you're right they are probably confused and have no clue of what the program is. Hopefully they can speak to the department as they can say that they know and they approve of it.

SpankedInPittsburgh, DNP, RN · Dec 21, 2017

I got very lucky. I have a government job and a union contract to protect me. I believe that I work in the only place in my town that wouldn't have fired me after getting into a monitoring program. I didn't have to look for work & still have a job. However, I'm in a Nurse support group with many colleagues who face the problem you are. It seems that they go through many interviews before finding a job. The two most popular landing spots here are Manor Care (long term care) and DeVita (Dialysis). I feel terrible and don't feel taking a person's ability to support themselves has any place in recovery and as is very often the case agree with Cats down the line. I wish you luck. Know there are many like you and many pulling for you this holiday season. Goo luck!!! Happy Holidays

noctanol · Dec 21, 2017

Rule number one, NEVER EVER tell HR about your order, NEVER. 99% of the staff have zero knowledge of board orders, all they know is you are bad for the company. Only tell the person interviewing you, if it's a floor nurse, insist that you need to talk to the Unit manager, the ADON or the DON. Those are the people in charge of giving a yes or no on whether they want you on that floor and you can explain your situation better to them. For instance, my order from the draconican Texas BON has 8 stipulations. I've done 6, the only thing that is ever an issue is that I cannot be a charge nurse, as long as there is a charge nurse then it's I'm just like any other nurse. The other is that I do drug tests but that is covered outside of work and I never have to take prolonged breaks, come in late or whatever. So really, they are hiring a non charge nurse for the duration of the order.

I find it easier to explain that to the unit manager, DON and so far I've had a total of 5 offers of which I've worked 2 jobs. One of them screwed me up less than 2 months ago. But that's a different story. NEVER TELL HR, even after the interview.

Tuts00RN · Dec 21, 2017

Yes, TRUST me I didn't want to tell them anything but what do you do when your DON tells you to be honest to HR and tell them too. I wasn't going to say anything at all since the DON New about my situation and was ok with it since I was offered the job. Well I guess I'll wait and see and pray for the best and expect the worse. If it's not meant to be then it's not meant to be. í ½í¸¢í ½í¸‡

Lisacar130 · Dec 21, 2017

If it is any consolation, I have heard of being told to wait while corporate or HR researches and have heard where it has turned into a job offer. That doesn't mean they will offer you the job but it doesn't mean they won't. It can take awhile to get an answer.

Yeah you do have to tell HR as they will find out anyway if the DON knows... I think it's best to tell HR last (which is what you did) so you can at least get an interview. Good luck!

Columnist · Dec 21, 2017

I actually disclosed I was under monitoring contract as part of my cover letter (most applications required on-line submission). I stated I would be willing to answer any questions regarding any stipulations from the board that would require action from the facility (i.e. quarterly reports, narcotic restrictions ect). I DID NOT go into details of my specific situation or what lead me to treatment. I strictly provided the "need to know" information. Personally, I wanted potential employers to know upfront and I would be called for interview by managers willing to participate in requirements. I also did not want to appear as if I am "hiding" information relevant to the position.

This approach worked best for me, but my healthcare advocate from rehab suggested revealing monitoring status once job is on the table. Although it a little more time than I had hoped, I was offered a job and management very supportive.

Recovering_RN · Dec 21, 2017

I did the same thing as Stepper. I mentioned the monitoring program right away and got the job. For the jobs I did NOT get, I waited until the end of the interviews, interviews that were going really well, then I mentioned the monitoring program...did not get any of those jobs. The job I did get was after I'd gotten tired of wasting my time on interviews, so on the phone interview I told the manager that I was very interested in this job but I didn't want to waste her time, I felt it was important to be up front, so I needed to tell her I was in TPAPN. I went on to explain just the basics of TPAPN, very briefly since I wasn't sure how much she was actually going to listen versus how much she might just be trying to think of a way to get off the phone without offering an in person interview! That honest approach worked for me. I got that job. One of the reasons, though, I'm sure, is that the hiring/interviewing manager is who called to do the phone interview, so although she did have to call me back after checking with her upper management, it wasn't like I was speaking to HR or a recruiter, who would've immediately shut me down and moved on to the next candidate! She was also a pastor's wife and active in missionary work in her private life, therefore believed strongly in second chances...I got very lucky there!!

catsmeow1972, BSN, RN · Dec 21, 2017

For all of the varying techniques we have on how to address this issue, I think it comes down to this. If the person we are speaking with (HR or Manager or DON, etc.) is a narrow minded judgemental twit who believes that they have never erred in thier own lives then the timing of when we bring this up doesn't matter. I have interviewed with managers who sincerely want me and have said as much but they just cannot finagle the stips or know they won't be able to push it through HR.

I said in another thread....I believe it is getting to where some of the better facilities are seeing these programs for the money sucking frauds that they are. I think they are also seeing that the majority of people that come to them with a contract are not the horrible druggies those things make them out to be.