Searching for new job with "final warning" on record

[catlvr]

Hi, I'm an LPN with 2 years of experience. About four months ago, I did a stupid thing - I covered up a med error for a fellow nurse, and got caught (more on that below, if you are interested). I'm still ill about it. Because our facility values me and that other nurse involved, they gave us a final warning, that will be removed from our records after one year. My question - is it better to stay at this facility with this horror hanging over my head, or should I try to find another job instead if risking termination?

Here's the reason for my unethical behavior: I float in our facility between three long term floors and one short term hall. When I first started, I found a med error (fairly significant - metformin 1000mg given once day instead of twice, with persistant high blood sugars) and turned it in to the sup; it was written up. THe nurse who normally works that hall was very angry, and was quite nasty to me for the next several months. She apparently told the other nurses, and several of them took me aside and said I should have just "fixed" the record. Since I float, I continue to find med errors, and turn them in anyway. However, I was working with this nurse, and found three med errors. I showed them to hier since she was the senior nurse, and she "fixed" the record by signing out the meds. I should have turned them in, but frankly I wussed out because I was tired of the backlash from other nurses. I know that I was wrong to do so. I hate hate hate working on that floor since I *always* find med errors and the staff is ugly about it. All that aside, I accept responsibility for what I did, and will *never* do it again. (I was also told that the reason that they didn't fire us was because the DON had been in a similiar situation, and knows that the don't snitch attitude is prevalant in our facility; I imagine that it is in most.)

For the most part, I like this facility, and am grateful for not being fired; but I realy dislike the feeling that I can be fired for any infraction, since one more thing will throw me over the edge. Any advice?

Gratefully,

e

[caliotter3]

If you feel badly enough about staying there under these circumstances, then make plans to look elsewhere and leave. But if you feel you can weather this and want to stay, then do that if you think it is best. But remember that what the previous employer says about you when answering questions posed by prospective employers will be up to them no matter if the year is up or not. If there is something negative about your job performance, they can talk about it. If they have a negative opinion about your job performance they can talk about it. It is up to them, either way. However, most employers will not directly disparage a former employee. But that is not guaranteed. Just make your decision based on your perspective. Good luck.

[aura_of_laura]

Actually, it is illegal for a former employer to talk at length about an employee - there is usually a set list of questions one is allowed to ask, and that's it. While disciplinary action might be brought up, don't fret about it - take action! You should ask your HR department about whether they would bring it up if contacted...

[caliotter3]

It is a common misconception that employers are limited in what they discuss. I was informed of this by an employment attorney. There are many posts concerning this on this site. Evaluation of job performance is allowed as long as it is true. If it comes out of the employer's mouth it is treated as true. Other than that, a former employer can give their opinion of your job performance. By stating it is their "opinion", they are within the letter of the law. This is how employees are formally blacklisted. The conversations that take place off the record constitute the informal blacklisting. Tone of voice, careful choice of words, pauses in responses, left handed or mediocre praise all can tell the story that the person wants to convey.

[morte, LPN, LVN]

It is a common misconception that employers are limited in what they discuss. I was informed of this by an employment attorney. There are many posts concerning this on this site. Evaluation of job performance is allowed as long as it is true. If it comes out of the employer's mouth it is treated as true. Other than that, a former employer can give their opinion of your job performance. By stating it is their "opinion", they are within the letter of the law. This is how employees are formally blacklisted. The conversations that take place off the record constitute the informal blacklisting. Tone of voice, careful choice of words, pauses in responses, left handed or mediocre praise all can tell the story that the person wants to convey.

BINGO!

[catlvr]

Thanks, that is what I was afraid of. My record will be officially cleard after one year, and I am hoping that I can reach that point without any problems. I've spoken with one other nurse about this situation, and she said that she would be happy to give me a favorable reference, but I imagine that most places will check in with the DON as well.

I appreciate the clarification, even tho it was not really what I was hoping to hear!

Take care, e

[caliotter3]

Better to be aware of the truth when it comes to matters of your livelihood. Personally, I would expect that after a year or more, things will have changed enough so that you don't have to worry about this.

[aura_of_laura]

Thanks for the clarification - hate to be wrong, but I hate giving bad advice even more ;-)