Well just the other day I posted careeer suicide......

JMBnurse · Sep 4, 2012

You say this is "early in your career", so depending on the precise timeline here, I might not even acknowledge this job. You weren't a good fit for them, but they also weren't a good fit for your career path and you don't need this event to sully your record. If you are a brand new graduate and this was your first job and it was very brief, I would consider not even mentioning it in the future at job interviews or listing it on your resume. You never want big holes of time unaccounted for on your resume, but if it was a brief moment at the very beginning, I would just start from scratch. The reason for listing jobs on your resume is to help you and this will not, in my opinion. It may depend on the details, but I don't think you are required to list it and if it won't help you, but it could hurt if you have to explain, I say leave it off and forget about. I had issues like this at my first job, too. Just pick yourself up and move on. Good luck!

CapeCodMermaid, RN · Sep 4, 2012

In Massachusetts, the first question on the license renewal form is: Have you paid all your state taxes. The second is: have you received the required number of CEUs (I'm paraphrasing). They don't care if you quit or were fired.

giveface · Sep 4, 2012

In Massachusetts, the first question on the license renewal form is: Have you paid all your state taxes. The second is: have you received the required number of CEUs (I'm paraphrasing). They don't care if you quit or were fired.

That's crazy/funny, "Have you paid all your state taxes?" What on Earth does that have to do with one's eligibility to be a licensed nurse (provided there are no related criminal charges steming from same)? I am in Canada and that is pretty much the last thing our Colleges (equivilent to BON) would think about.

CapeCodMermaid, RN · Sep 5, 2012

It's Massachusetts.....'nuff said

sapphire18 · Sep 5, 2012

"Taxachusetts"

cally527, RN · Sep 5, 2012

That's crazy/funny, "Have you paid all your state taxes?" What on Earth does that have to do with one's eligibility to be a licensed nurse (provided there are no related criminal charges steming from same)? I am in Canada and that is pretty much the last thing our Colleges (equivilent to BON) would think about.

It is Massachusetts AKA Tax-achusetts.

That question is extremely important here....lol

CapeCodMermaid, RN · Sep 5, 2012

Let's not hijack this thread. There are a lot of great things about Massachusetts.

Flatlander · Sep 5, 2012

And I was asked to resign. Seems I'm too slow and can't keep up the pace in the ER. Nobody seems to want to help me move to another dept so I'm kicked out the whole hospital. Guess that's what I get for transferring to the ED so early in my career. Man I feel defeated was In bed for days but now back to the drawing board time to put on my big girl pants and hope to find another job. Do I have to report this to the BON that I was forced to resign and I didn't pass my orientation.

Hi. I recently got fired at end of orientation. Your experience is similar, though apparently it was not your first job, as mine was. Nonetheless, it is tough to get back up on that horse. It's been almost three months since I was terminated and I've had only two interviews from hundreds of apps. It's hard to maintain motivation. Losing a job is a well-documented cause of loss and grief, and like me, you'll probably have to go through various stages with progress and set-backs along the way emotionally and mentally.

I checked my BON website and didn't find anything about getting a license problem from a firing. It might be on the actual online application for renewal, but I couldn't view the application without filling out a lengthy registration page and didn't want to take the time right now. I looked at all the renewal information and read through the practice act, and didn't see anything about firing jeopardizing a license.

This forum has been very helpful to me. For more information, please see my new thread, Career in a ditch. How to get it up and running? It's under the "Careers" section, in the "First Year After Graduation" group. I'm always open to new suggestions from others, so feel free to comment. Thanks.

Best of luck to you!

Guest343211 · Sep 5, 2012

Let's not hijack this thread. There are a lot of great things about Massachusetts.

OK, but wow:

"In Massachusetts, the first question on the license renewal form is: Have you paid all your state taxes. The second is: have you received the required number of CEUs (I'm paraphrasing)."

What's next? That's ridiculous. It's a bit Big Brotherish.

Guest343211 · Sep 5, 2012

And I was asked to resign. Seems I'm too slow and can't keep up the pace in the ER. Nobody seems to want to help me move to another dept so I'm kicked out the whole hospital. Guess that's what I get for transferring to the ED so early in my career. Man I feel defeated was In bed for days but now back to the drawing board time to put on my big girl pants and hope to find another job. Do I have to report this to the BON that I was forced to resign and I didn't pass my orientation.

OK, my question is this. What objective measures did they use in order to make this evaluation? What progressive steps were taken early enough in the process to build you in the areas that were a challenge for you?

This is what I was talking about in other threads. Yes. Maybe you were not ready to fill the role. IMHO, they should demonstrate how this was so in solid metrics--or as close to them as is possible.

What specific feedback were you given? If you weren't given anything solid, don't beat yourself up about it.

I for one am tired of employers that want commitment, yet they do not NECESSARILY show good faith in terms of commitment to those they hire.

I openly affirm that I could be totally wrong in this instance, and that your abilities may have been too challenging to overcome at this time--at least according to their timetable.

Nonetheless, I say they need to demonstrate due diligence and good faith in demonstrating this by the most objective measures possible. If you have received such, excellent! Learn and build from them. If they couldn't be bothered with such a process, I question their operation and ethos in developing new hires or transfers. I must say this b/c I have seen too many determinations made on capricious bases and not objective bases.

Only you know how the whole orientation/preceptor process went.

It is wrong for new RN hires to not speak up on where they stand each week on orientation--and to ask for objective measures. If they aren't consistently doing this, watch out. By this I mean, make sure your nurse manager, nurse educator, and preceptor (often the reality is preceptors) are following this to the letter--as much as they would any other legal documentation for patients and such.

Look for this early. If you are not seeing it, or if you are not seeing more strongly arranged and worded objective measures, and if the process isn't being completed consistently at least every week. . .seriously, look out. IMHO, they don't have their act together, and the evaluations will end up being based on a lot of subjective nonsense.

Ernurse2012 · Sep 5, 2012

Seriously you guys rock thanks so much I have some things lined up so God willing I will be back to working soon!

Ernurse2012 · Sep 5, 2012

omg thats horrible but why did you go to ER as a new grad were you pushed into it?

I was not a new grad.