I'm hoping that someone can help me with my current situation. I am (well was) a nurse in a hospital setting working the overnight shift for the past 10 months. I found a new position, so emailed my formal resignation notice to my manager (as I would not see her in person for over a week). Yesterday morning was the first time I saw her since and I spoke with her in her office. In total, I gave 3 and a half weeks notice. She tells me how unprofessional I am and how ungrateful I am because the only reason I'm able to accept a new position is due to all the education given to me here. Again, I apologized, told her the night shift was becoming too much for me to handle and the new location is less than 10 minutes from my house. I also expressed my appreciation for all the education and learning opportunities I've had. She then goes on to say if I don't give a full 4 weeks I won't receive my accumulated PTO paid out. I explained that I gave 3 weeks and 4 days, as I start my new job two days after. She then tells me if I can't give the full 4 weeks she'll just cut her losses now and take my ID badge after I clock out. I was shocked. I wanted to work the amount of time I had left and give proper notice, and if she would have communicated to me that I need to work 1 more shift to cover my 4 weeks, I would have. Working 12 hour night shifts, an extra 3 days (I gave 3 weeks 4 days notice exactly) doesn't necessarily equal 3 nights of work since we only work 3 nights in total a week. I'm so confused. I don't want a termination on my record. I spoke to HR and they are "investigating" but when I tried to follow up later in the day, they didn't give me any information. I've been an employee in good standing, have never been written up or disciplined, and I've never called out. My manager is known for being a bit impulsive, but can she fire me like this? I'm so hurt because everyone is telling me she's saying that she just fired me and a woman who works at my new employer also works here. I don't want this reputation following me in the future.
Specializes in Psychiatry, Community, Nurse Manager, hospice.
Let's be clear. She did not fire you. You resigned, and she opted to have you not stay for your notice, which was a courtesy on your part.
Your only issue is getting your PTO. Request your payout from HR. Forward them your resignation email, which should be dated.
Introduce by explaining that you have resigned, and gave 3 weeks notice, however your manager decided that she would not require you to stay out for your 3 weeks. You are cashing out your PTO. You are applying for COBRA (if you are indeed doing that) and wanting to clear up any other housekeeping issues.
Then move on, hold no resentment, and enjoy your new job.
Does this apply in a right to work state as well? What about PRN nurses? just curious...It's logical that within a right to work state where an employer can fire you for whatever reason, an employee can leave just the same.
Right to work state or not, you gave ample notice. Unless it is written in your contract, 2 weeks is usual and customary, so I don't see how you did anything wrong. You have it in writing.
Specializes in LTC Management, Community Nursing, HHC.
........ She tells me how unprofessional I am and how ungrateful I am because the only reason I'm able to accept a new position is due to all the education given to me here. Again, I apologized, told her the night shift was becoming too much for me to handle and the new location is less than 10 minutes from my house. ....
I think that constitutes harassment on the part of your manager, not to mention extremely unprofessional behavior. Nurses are trained and leave positions all the time. She should have graciously accepted your notice, and thanked you. And you didn't have to apologize to her, but it was nice that you did, yet she continued to be unprofessional with the other comments. In your separation notice / documents that you sign, if it states that you were terminated, then I personally would take this much further, but in writing and not by making phone calls. Your letters to HR should be professional though (and from your comments I have no doubt that they will be).
Once one gives notice, the employer has no obligation to an employee. It's happened to me and many others... Kinda sucks but it happens. You're clearly the one with integrity and are better off... Now, read your contract and fight for your PTO!
Bosses from heck - it really makes you wonder how these people keep their jobs. I've had my fair share and they are always a pleasure to see escorted out when upper management catches wind of their hellraising or they just happened to be an unfortunate victim of budget cuts.
Specializes in CCU, SICU, CVSICU, Precepting & Teaching.
Right to work state or not, you gave ample notice. Unless it is written in your contract, 2 weeks is usual and customary, so I don't see how you did anything wrong. You have it in writing.
Four weeks is pretty common for RN positions. Every position I've had in the past forty years required four weeks notice. Since the OP didn't give adequate notice (which could have been four weeks -- or not -- but checking with HR before giving notice would have cleared that up), the facility may be able to get away without paying the PTO. If the OP's employee handbook said "two weeks or the amount of vacation time available" and she wasn't sure how much time that was, it would have been prudent to check with HR.
I was in a situation years ago where I gave three weeks notice (because the HR secretary told me that two weeks was adequate) and then found out that because I hadn't given four weeks notice, I wasn't eligible to collect my vacation pay and was in danger of being put on the "do not rehire" list. I had already (a year previously) scheduled a vacation to attend a relative's wedding in California that was to start the day after my last work day, so I was essentially giving five weeks notice -- but the employee handbook said I had to work the actual last day of my notice. In the end, I came back for one day after my vacation to work that day, and finished in good standing. It was kind of a pain (six hour drive away from the new job, which started the next day), but worth it.
Four weeks is pretty common for RN positions. Every position I've had in the past forty years required four weeks notice. Since the OP didn't give adequate notice (which could have been four weeks -- or not -- but checking with HR before giving notice would have cleared that up), the facility may be able to get away without paying the PTO. If the OP's employee handbook said "two weeks or the amount of vacation time available" and she wasn't sure how much time that was, it would have been prudent to check with HR.
I was in a situation years ago where I gave three weeks notice (because the HR secretary told me that two weeks was adequate) and then found out that because I hadn't given four weeks notice, I wasn't eligible to collect my vacation pay and was in danger of being put on the "do not rehire" list. I had already (a year previously) scheduled a vacation to attend a relative's wedding in California that was to start the day after my last work day, so I was essentially giving five weeks notice -- but the employee handbook said I had to work the actual last day of my notice. In the end, I came back for one day after my vacation to work that day, and finished in good standing. It was kind of a pain (six hour drive away from the new job, which started the next day), but worth it.
Once again, you give good advice. Checking with HR before giving notice is prudent. I personally have not had 4 weeks be the time period as an RN...however, apparently it is more common than I knew.
This has happened to a staff nurse at my job who did give the notice required. Some managers are just unprofessional. Follow up with HR and brush it off. Good luck in your new position!
Well, if that was the case I'd work with my future employer to adjust the start date so that you could fulfill the requirements of your current job. When I was hiring nurses this happened from time-to-time and I was happy to delay the start date.
This just sounds like a butt-hurt manager. I still don't understand why in the world a manager would just let a person go. In my experience every single day that a nurse is on the job was a stress reliever. When I was a manager adequate staffing was usually my primary concern. As much as I hated it when someone resigned I was always happy to keep them to the very last minute of employment.
FolksBtrippin, BSN, RN
2,320 Posts
Let's be clear. She did not fire you. You resigned, and she opted to have you not stay for your notice, which was a courtesy on your part.
Your only issue is getting your PTO. Request your payout from HR. Forward them your resignation email, which should be dated.
Introduce by explaining that you have resigned, and gave 3 weeks notice, however your manager decided that she would not require you to stay out for your 3 weeks. You are cashing out your PTO. You are applying for COBRA (if you are indeed doing that) and wanting to clear up any other housekeeping issues.
Then move on, hold no resentment, and enjoy your new job.