Verbal, Written Warnings and Termination

Health care employees are worried or concerned they may be on the ladder of warnings, from verbal warning to written warnings with termination not far up. For many this is not an unrealistic fear, it is something which is affecting their daily working life and erodes into their home life. This is the nurse's guide to warnings and what to do when you get them. Nurses General Nursing Article

I know a lot of healthcare employees are worried or concerned they may be on the ladder from a verbal warning to written warnings and then fired. For many, this is not an unrealistic fear it is something which is affecting their daily working life and erodes into their home life.

For some employees, it is something which occurs out of the blue and was totally unexpected, for some they are expecting it to happen because of an incident which has to happen either by human error or an unfortunate series of events, but for most it is a devastating situation when it occurs.

Warnings, verbal or written, are usually part of the employer's policy and are not written into law in your state. Most states have "at will" employment where you can quit for any reason at any time, or your employer can fire you for any reason at any time.

So what are verbal warnings? They tend to be the initial step in the progressive discipline process. A verbal warning is an oral notice to an employee that he or she is not meeting expectations or that his or her behavior is inappropriate in the workplace.

A verbal warning may be an appropriate response to situations including:

  • inappropriate behavior that if repeated could lead to a written warning
  • use of derogatory language
  • tardiness
  • failure to follow hospital practices/policies

The next step is a written warning if poor work performance or a behavioral problem continues after an employee receives a verbal warning, a supervisor may need to employ a more serious measure.

A written warning might be an appropriate response to situations such as:

  • failure to comply with a verbal warning
  • insubordination
  • frequent absenteeism
  • in some instances, a written warning may be appropriate without a prior warning or a record of a prior offense.

Wikipedia quotes termination as

Involuntary termination is the employee's departure at the hands of the employer. There are two basic types of involuntary termination, known often as being "fired" and "laid off." To be fired, as opposed to being laid off, is generally thought of to be the employee's fault, and therefore is considered in most cases to be dishonorable and a sign of failure. Often, it may hinder the now job-seeker's chances of finding new employment, particularly if he/she has been fired from earlier jobs. Job-seekers sometimes do not mention jobs which they were fired from on their resumes; accordingly, unexplained gaps in employment, and refusal to contact previous employers are often regarded as red flags.

Termination of employment - Wikipedia

So what should we do if faced with a verbal warning?

We should see it as an opportunity to change whatever behavior is deemed inappropriate in our work environment. We might not always agree with what we are being accused of but at least you are being given a chance to change. You should take notes and not commit the meeting to memory, you can review them later when you are alone with time to think. If nothing else they can be the "before" point as you start a process of personal growth.

If your boss doesn't suggest a feedback appointment, ask for an appointment to discuss your progress at a reasonable interval. See this as a continuing dialogue, not just a one-time slap on the wrist.

Not all warnings are fair or appropriate. If the above steps have been taken and you were treated unfairly, you might want to talk to your boss or HR about the warning. Although it is just the first stage of discipline, it does go on your record so you shouldn't blow it off. If the situation persists unfairly, make sure your resume is up-to-date.

If you are given a written warning then you will have an opportunity to read then write your own comments, you are expected to sign a written warning and this is an area of concern for most people, are you signing to say you agree with what is written or are you signing to say you are acknowledging receipt of the written warning?

You are actually signing receipt of the written warning and not that you agree with what is written, many employees do refuse to sign written warnings. Hopefully, your manager would explain this to you.

During the course of my research, I found it interesting that there were more articles advising the employer how to discipline their employees than useful articles to help the employee work through their issues and what to do if they receive verbal or written warnings.

If you do find yourself in one of the above positions it is worthwhile to do a search on stress and how to manage stress, these articles do offer useful advice which will help you improve your working life and in turn will help you change which will in turn probably meet the work disciplinary requirements.

If you are reading my blog because it is something which is affecting your life at this time, the document, document, form a positive action plan implement an action plan and see it as a positive allowing you to change and improve.

Good luck

verbal-written-warnings-and-termination.pdf

As a nurse we must have that patience in terms of our work. We must be very careful in our actions and in our words, As we all know our patients have all the right and what we are doing is to take care of them.

But for this case, we have also have the right to tell if we have a problem to our HR to let them know and also for them to be updated on what's going on in there company. We must feel free to voice out our part so that in the end there would be no problem.

Hope that verbal thing would not be a great issue for us professional.

The hospitals have 5 million rules and policies so they can give you a verbal warning or written warning about anything they chose to create. If you are being bullied and your manager knows about it, they are part of the problem. Then, to top it off, you end up with a warning for something, get out. There is no help for you. This is the intimidation and bullying that occurs daily. Professionals treated like children, but worse... The nurses who are really outrageous (doing the bullying) don't get any warnings whatsoever. It's all politics. Get out while you can.

Hi,

I read the postings here and wished I had read them before I was terminated. I was ganged up on at work by my fellow nurses and my nurse manager. I played into their hands by letting it known that I was suspcious of a consipracy. I also had a run in with my manager that gave her good reason to write me up - although I was provoked. Anyhow, I am not going to cry about being a victim, as I contributed to my own demise, but I know I was unfairly treated. I was also not given any opporunity to officially voice my complaints. Now I am jobless and unable to find another because of the termination on my record.

Suffice it to say, having had to live with the daily scare of very little funds, I have learned my lesson. I know when to given up and give in. It sounds good to say "stand up for yourself," or "live up to your ethical standards," or "morals are key to this carrer." But when it comes down to it, if you try to do the right thing and someone feels threatened, you are a goner. I don't think nursing is right for me. It is very hard to do the right thing, especially when your manager threatens you every day. It is a sad, sad day for nursing when a manager can get away with creating a hostile environment for an employee and that employee is the one who gets fired.

Well, although I am jobless and struggling - despite 10 years of a very gratigying nursing career, I know there are many other things to be thankful for. So I wish you all a Happy Thanksgiving :cheers:and hope to read more on this thread soon.

Specializes in OB, HH, ADMIN, IC, ED, QI.

hhendu5:

Your previous employer cannot give any information about you, other than the dates when you started, and when you left their employ. Termination should not be mentioned, so why mention it to a new employer?

You might want to spend the time between jobs completing your BSN.......

Hi, I was recently fired without verbal warning, without written warning, without any warning. I've been an L&D nurse for 11 years and recently started working in a small rural hospital where LDRP was the norm. I worked there for 5-6months. One day at home I get a call from "loss prevention"-big word for security. This security guard wanted to see me, when I asked him why he said it was pertaining to a patients complaint. I was shocked, I asked him if he had spoken to my manager he said yes. I've never been in this type of situation so I told him I was going to speak to my manager first then I will get back to him, he proceded to ask me why I felt the need to talk to my mangager, he said the manager already knew he was in charge of this situation. I left my manager a message. I waited for an hour or more for her response,but she never got back to me. I was so upset and worried, I decided to call this security guard back and arrange to meet him as soon as possible. When I got there he told me that a patient had complained about waiting too long for her medication. The second complaint happened about a month and a half before. The patient denied ever taking the medication I charted and charged her with. Did I confuse the two patients, to be honest I didnot remember its hard to after a month an 1/2. This security guard stated there was reasonable suspicion that I was taking these patients drugs, that it was diversion. I asked for a drug test immediately, it was a voluntary act, the test was negative. This security guard proceded to suspend me from my job until further investigation, he told me I should not have any contact with anyone at the facility. I was in a state of shock, I called my husband in tears. I have never in all my years ever been treated this horribly by any insitution I've ever worked for. My manager then called me at home after she spoke with the security guard stating that she was busy all day and had just gotten my message and that she wished she would have been able to speak to me before I met with this security guard. I began crying and told her how embarassing this was for me that in my 11 years of nursing I've never been accused of anything like this or even had a patient complaint against me, her answer "relax just wait until they call". A week later the manager and a human resource rep. called me and fired me, this was the first time in 5-6 months that this manager even made me aware of any complaints against me, she had me sit in a room with a man alone a security guard who was making decisions and judgements on my nursing actions.

hhendu5:

your previous employer cannot give any information about you, other than the dates when you started, and when you left their employ. termination should not be mentioned, so why mention it to a new employer?

you might want to spend the time between jobs completing your bsn.......

i probably would not have mentioned it if it were not directly asked of me on applications. once again, a very good example of being stuck between a rock and a hard place. you know, maybe i am just naive, but here is a prime example of a situation where telling the truth does you no good, and telling a lie may. sad, sad day in nursing. but thanks for the encouragement. i do plan to use this time to complete my bsn.

Specializes in OB, HH, ADMIN, IC, ED, QI.
hi, i was recently fired without verbal warning, without written warning, without any warning. check with the employment act in your state, to see if all employment is "at will" for employer and employee. if it is, they aren't obliged to do warnings (which is nasty, i think)

i've been an l&d nurse for 11 years and recently started working in a small rural hospital where ldrp was the norm. i worked there for 5-6months. did yoiu get an evaluation after your probation ended? if so, and it was positive, that's a point on your side for "wrongful termination". you can still sue for that, but it usually doesn't get your job back. if it did, you'd be looking behind you all the time.

one day at home i get a call from "loss prevention" that word is incorrectly applied to security by that facility - it's really human resources jargon for recruitment retention, that is hiring people for their ability to stay in position for which they were hired, long term -big word for security. this security guard wanted to see me, absolutely a mistaken protocol, security is never an agent acting for management in hire and fire situations when i asked him why he said it was pertaining to a patients complaint. that is confidential information not usually given security. they only need to know what is expected of them, not why, and to do that. i was shocked, i asked him if he had spoken to my manager he said yes. bad form!! i've never been in this type of situation ( nor should anyone else be in that type of slipshod maneuver so i told him i was going to speak to my manager first then i will get back to him, he proceeded to ask me why i felt the need to talk to my manager, absolutely out of line!! he said the manager already knew he was in charge of this situation. no, only the manager, their higher up, and hr are in charge!! what a lousy thing to do, if it was actually the way things like that are handled, it's incorrect and the emplyment board of your state needs to know about it. i left my manager a message. i waited for an hour or more for her response,but she never got back to me. i was so upset and worried, i decided to call this security guard back and arrange to meet him as soon as possible. if anyone reading this is ever in a similar situation, you must take your own witness (any reliable ally - not an employee of that facility, or they'll get "the boot", too!!) with you to any termination process. when i got there he told me that a patient had complained about waiting too long for her medication. the second complaint happened about a month and a half before. the patient denied ever taking the medication i charted and charged her with. that sounds like he/she was trying to get the bill smaller. you needn't have offered any explanation to anyone, at that point. did i confuse the two patients, to be honest i did not remember its hard to after a month an 1/2. this security guard stated there was reasonable (make that unreasonable) suspicion that i was taking these patients' drugs, that is an accusation for which evidence at the time the incident occurred should have been provided - and certainly not by a security guard!!!!! that it was diversion (what the "h___"?). i asked for a drug test immediately, it was a voluntary act, the test was negative. wait, wait, don't tell me, the security imbecile was outside of the bathroom door, and the taps weren't taped, to avoid adding water to the specimen, diluting it. this security guard proceded to suspend me from my job until further investigation, he told me i should not have any contact with anyone at the facility. i don't care what state you were in, that's not acceptable procedure!! i was in a state of shock, i called my husband in tears. i have never in all my years ever been treated this horribly by any insitution i've ever worked for. nor should anyone have to.....my manager then called me at home after she spoke with the security guard, stating that she had been busy all day and had just gotten my message and that she wished she would have been able to speak to me before i met with this security guard. shoulda, woulda, coulda doesn't win the day, or excuse what happened!! it was her instruction (or anyone's) to that jerk that was abusive! i began crying and told her how embarassing (and unprofessional conduct on her part!) this was for me that in my 11 years of nursing i've never been accused of anything like this or even had a patient complaint against me, her answer "relax just wait until they call". meaning who?? a week later the manager and a human resource rep. called me finally!! and fired me, this was the first time in 5-6 months that this manager even made me aware of any complaints against me, she had me sit in a room with a man alone a security guard who was making decisions and judgements on my nursing actions.

there must be/should be a policy somewhere, regarding the time within which that should have been done. certainly not in the security department's domain.......

let me tell you, divine intervention, this was abusive misconduct on the part of your manager, the administrator of the facility (even if that person wasn't involved, the "buck" stops with him/her), and hr. you don't really want to work there in the future, do you? :down:

it would be worth going online to ask at some local website, or even a tv ombudsperson (consumer protection) program, to right this wrong, wrong, wrong, and find out if others have been treated as badly by this facility, how many have lost their positions due to false accusations of "diverting" drug use! what a crock!! incidently, having a clean drug report weeks after the incident, wherein no report had been made at the time (keep that under your vest, get your lawyer to find it) is inappropriate; and security guards' job descriptions don't list the capacity or the authority to run one on you, fire you, or accuse you (justly or unjustly). what a glaring misuse of his and your time that was!!!! :eek: you might go online to find a hospital security guard's job descriptiion. jhaco may have a sample, and tell them you'll be getting back to them (if the hospital is certified by them).

it would help if you went to a consumer advocate lawyer (not an employment/labor lawyer, they just spit laws at you), to get damages paid to you. the first consultation visit should be free. you are owed the wages you otherwise would have made, as well as unjust casting of aspersion on your character. it could become a "class action" lawsuit for all those who may have had similar experiences at that place!! :angryfire :angryfire :angryfire

please know that you have my support, as well as those nurses with past similar experiences; and the authorities on your state's employment board, and nurses' organizations such as ana and if you have a specialty, that organization denoting that. state nursing licensure boards haven't been real useful in situations such as this in some states, so use caution with yours until you know they'll take a stand for you.

best of luck!

Some really ridiculous things happen in health care settings, without a doubt. But the most successful tactic I have ever learned is to just do everything you can to get along with everybody and even ingratiate yourself with everyone. Smile, be pleasant even to those you don't like, go the extra mile, volunteer to help whenever possible, sympathize when others complain, try not to complain yourself even when you KNOW it's more than justified, and you can make it work in any situation. I ended up in a CNA job that is basically nothing but politics, cliques, backstabbing, unfair assignments, and half the people involved not doing the jobs while the rest have to pick up the slack, but I just keep telling myself, "I'm here to get the experience at the start of a second career, and I love the residents." I get along just fine with all of the nurses and all of my coworkers except one (the self-appointed "supervisor" who has no actual authority but who has been there for years,) and that's because there's no way to get along with the people from Clique A (who I have to work with daily) and also with her.

On the other hand, there are times when I think you run into things/people/pre-existing situations that are just too nuts for anyone to handle well no matter what they do or how hard they try.

I have recently been slapped with a paid suspension from my job as an RN . I was accused of raising my voice to a coworker who was late comming in for shift by 1 hour. It has gotten so out of hand it makes me tired to even think about it. Any way, I am wondering if I will be called back to work after my suspension is over or can I be terminated without being given another chance?

I probably would not have mentioned it if it were not directly asked of me on applications. Once again, a very good example of being stuck between a rock and a hard place. You know, maybe I am just naive, but here is a prime example of a situation where telling the truth does you no good, and telling a lie may. Sad, sad day in nursing. But thanks for the encouragement. I do plan to use this time to complete my BSN.

I can so relate to being fired and the whole mess of what to put on a job application. I was fired from my first nursing job in Nov 2008. I can't go back in time and change it, it happened, but I was so ****** and am still ****** because I still haven't found a job. I was still on my probationary orientation period when I was fired so I have under 3months experience, if you want to even call it that as nurse. Since job applications are on online some places require you state a reason as for why you are no longer there. I've just been putting it was not a good fit. I check the box that they can call my previous employer. I never list my manager because who knows what she would say about me. I just give the general number for the place. On my pink slip the reason for termination is stated as "failed probationary period."

Since it has been a 1year now and counting since I've been unemployed I feel like there is a dark cloud over me. I apply for jobs only to get a rejection email if any response at all. I call places seeking to ask what they are looking for only to get HR people that read scripted material that doesn't answer any of my questions. I call nurse recruiters only to get no response, for jobs where I wasn't selcted I call back looking for feed back and get nothing. I am trying to make myself more marketable. I just got my ACLS certification. I've been job hunting somuch to the point am licensed in two states now. Scary when you are licensed in two states and can't find a job.

The market is tougher than ever. I am going up against other associate degree nurses and BSNs. I'm competing with older nurses, and recent grads. It is not like I have limited my job searches to hospitals, I applied to nursing homes , etc and all different shifts, and statuses (F/T, P/T, and Per diem) and nothing. I've looked into voluteering but many of the options where I would get direct pt care are full, so in the mean time I've been doing a whole bunch of contiuing education . I'm looking into RN-BSN programs, in my area though based on the websites it appears as though you need to be a working nurse. I am hoping the counselors at these programs can give me some insight.

I fell like the profession of nursing is giving me the "finger", just because I was fired from my job.:angryfire

What you are experiencing and how you were treated is horrible, but the norm. There aren't any jobs anyhow. You and everyone else without any "black" marks on their record cannot find jobs. Quickly, switch careers. I know it is sad and a huge loss, but it is what it is. They flooded the market. That's why they can swat you away without blinking. There are way too many nurses out there. Run and don't look back. The surplus of nurses will make the environment for those who do have jobs defeating in many ways. You will be happier in the long run even though you don't know it now.

Specializes in OB, HH, ADMIN, IC, ED, QI.
i still haven't found a job. what have you been doing all year? could any job experience be used, to fill it in on applications. i've found that possible employers question gaps in employment, more than short term employment, as long as the reason you left seems plausible. since you've said nthat you want to continue your education, use that as a reason to have left a job (even if you weren't enrolled in a school, you can always say you hadn't the necessary money for enrollment......)

i was still on my probationary orientation period when i was fired so i have under 3 months experience, if you want to even call it that as nurse. since job applications are on online some places require you state a reason as for why you are no longer there. i've just been putting it was not a good fit. that is the term used by employers when someone is fired. don't use it, as it's a "red flag".

i check the box that they can call my previous employer. prospective employers are allowed access to human resources at past employers, only. they are allowed only to give the dates of your employment, no one can speak directly to your manager as that violates a labor law. i never list my manager because who knows what she would say about me. it's more the tone of voice used on the telephone that gives a caller a hint of your desirability. human resources usually doesn't ask managers about past employees when a query about one comes in, especially if you worked in a large facility.

i just give the general number for the place. on my pink slip the reason for termination is stated as "failed probationary period." you might challenge that being in your personnel file, if you're sure it's still there. to my knowledge that's not a specific reason, and "failure" is a terrible label. your living under that unsubstantiated (i presume) claim is like pts syndrome, which needs objective help. that can be attained at your federal workforce office in your community (it used to be called the "unemployment office". i went there and was very happy with the nsupport i received at their "profiles" professional club. there are classes for individuals who really want to improve their employability. they're great!!

you occasionally may hear, "but there's a nursing shortage!" without anger, just say new grads need a lot of orientation and hospitals aren't offering it, as it's expensive for them. by the way, were you given intensive orientation at that job, specifically for new grads?

since it has been a 1 year now and counting since i've been unemployed i feel like there is a dark cloud over me. i apply for jobs only to get a rejection email if any response at all. i call places seeking to ask what they are looking for only to get hr people that read scripted material that doesn't answer any of my questions. i called nurse recruiters only to get no response, for jobs for which i wasn't selected. i call back looking for feed back and get nothing. profiles can help you deal with that and give you tools for getting your calls answered. i am trying to make myself more marketable. i just got my acls certification. great!! i've been job hunting so much, to the point that i am licensed in two states now. scary when you are licensed in two states and can't find a job. be sure that nany job for which you're interviewed is one that's sustainable, in terms of commuting. you'll need a plan for relocation for any interview for a job far from your home - or is it nj where you have the additional license, just past the tunnel/bridge?

"profiles" can help you prioritize your job search; and give you tools for writing a great resume, as well as having other job hunters assist you in a class evaluating it.

the market is tougher than ever. actually the opportunities for nurses will be greater, once the rewform of health care bill goes into effect. stay tuned to the programs created by it; and get more education to prepare for it!

i am going up against other associate degree nurses and bsns. i'm competing with older nurses, and recent grads. it is not like i have limited my job searches to hospitals, i applied to nursing homes , etc and all different shifts, (?nights) and statuses (f/t, p/t, and per diem) and nothing. i've looked into voluteering but many of the options where i would get direct pt care are full, so in the mean time i've been doing a whole bunch of contiuing education. i'm looking into rn-bsn programs, in my area though based on the websites it appears as though you need to be a working nurse. i am hoping the counselors at these programs can give me some insight.

i fell like the profession of nursing is giving me the "finger", just because i was fired from my job.:angryfire

you've really got to stop that slide into "everyone's out to get me"; and letting anyone know that you were fired. when you've been in a job for 5 years with success there, maybe share it, if you want, to benefit someone else having employment issues. it's only going to do you harm now; and really is an unfortunate thing that presents a hurdle only as much as you let it be that.

that is my gift to you! :heartbeat

merry christmas, and best wishes for a happy, productive new year!