Fired for Going to Lunch

[dodaive]

I actually would like to hear more about what a person is doing to bring herself trouble. Do you see any direct correlation with the quality of patient care one is providing and the trouble that one is causing oneself. I would feel grateful if you could tell me a little more about your experience with the kind of nurses that run into repeated termination.

[Edson!]

I actually would like to hear more about what a person is doing to bring herself trouble. Do you see any direct correlation with the quality of patient care one is providing and the trouble that one is causing oneself. I would feel grateful if you could tell me a little more about your experience with the kind of nurses that run into repeated termination.

OK. Truthfully. How long have you worked in the field, and in what areas that you have managed to fly under the radar, or see all other nurses fly under the radar?????????

Real life. All it takes is a controlling few to bring down someone they view as a threat or for some reason have decided not to like.

Often it has absolutely nothing to do with the nurse's performance, though things are put into nice little packages so that it seems as though it was.

Been around the game too too long now. And no. It doesn't just happen in nursing for sure.

I 've seen it in business, education, you name it. Thing is, it stings more when this kind of crap happens so much in the "caring professions." Love or hate the teacher's union--and mind you, I have major issues with them--still, I can see how they got tired of the crap. Just don't understand why nursing has such a problem with uniting compared with, say, the teachers.??? It's like so many in the field think that dividing and conquering from within is a good thing for their "profession." ????

Whatever. You just have to learn how to be smart to the nonsense that is going on, and always keep yourself employable. The cutthroats end up cutting their own throats one way or another in the end anyway. . .it just doesn't do much for nursing or the little guy, so to speak.

[Frankreich]

OK. Truthfully. How long have you worked in the field, and in what areas that you have managed to fly under the radar, or see all other nurses fly under the radar?????????

Real life. All it takes is a controlling few to bring down someone they view as a threat or for some reason have decided not to like.

Often it has absolutely nothing to do with the nurse's performance, though things are put into nice little packages so that it seems as though it was.

Been around the game too too long now. And no. It doesn't just happen in nursing for sure.

I 've seen it in business, education, you name it. Thing is, it stings more when this kind of crap happens so much in the "caring professions." Love or hate the teacher's union--and mind you, I have major issues with them--still, I can see how they got tired of the crap. Just don't understand why nursing has such a problem with uniting compared with, say, the teachers.??? It's like so many in the field think that dividing and conquering from within is a good thing for their "profession." ????

Whatever. You just have to learn how to be smart to the nonsense that is going on, and always keep yourself employable. The cutthroats end up cutting their own throats one way or another in the end anyway. . .it just doesn't do much for nursing or the little guy, so to speak.

So, how does being unionized protect you from your "toxic" fellow union member?

From my professional experience unions make it more difficult to management and discipline "toxic" employees. Unions don't like to go after their own members.

[oldntiredRN]

dodaive- I am curious as to why you posted the above? If you are referring to why I left other positions- one was a toxic enviornment I worked in for 18 years. We did not "know much about this subject" or probably more correctly- I wasn't coined, discussed or researched. (Insidently, there are 4 articles on this bullying subject in the recent issue of Advance for Nurses) Bullying and horizontal(Lateral) violence has gone on for years as long as I can remeber- since 1980, and I can only speak to nursing because that is all I have ever worked as. I heard vaguely years ago about nurses "eating their young" but it was only a FLEET-ING" moment. nothing substancial, certainly not with any degree of seriousness- like some one was going to do anything about it or stop it. It was an unwritten hazzard of the profession- suck it up, deal with it, bullying was a normal part of life!! attitude. As the articles in Advance for Nurses stated, it was elementary school (speaking disrespectfully, shunning, isolating, alienating, badmouthing, taking others belonging, hazing, done by "direct healthcare providers"-docs., nurses, nursing assistances). The tactics used were very" prove-able" and usually got back to the victim. Now a days it is done and more severly (with more damaging consequences- BON actions, legal ramifications, unheard of "back in the day") and done by the nursing management, administration and mostly the HR depts. I say this because look and read some of the posting- fired for going to lunch- 3 weeks after the fact?!! fired for not clocking in- again, going on for 2 years?!! documentation faux- paux's: the words Abandonment, Drug Diversion, neglence- terrifying to nurses. and done to terrify nurses. Very legal, criminal offenses with lasting effects. This is evil!!

I went agency after the 18 year position to stay out of harms way. Part of the bully's mentality was- If a nurse left their job she/he was at for years and years- it would be a wonderfully terrifying experience for that nurse to have to go a new workplace and start all over again and sadistic pleasure of knowing they were responsible for some one loosing their entitiled full pension accrual.

The economy took a nose dive(or I would still be agency/travel) I loved it. I was not as I have found out, making as big bucks as most travelers. I made more as staff. I took per deim- it was all the positions that were hiring, it seemed safe. But then again- the hospital was in financial dire straights- low censes= no shifts and no pay!! So I looked for, came across and applied to, almost as a joke( not to mention WAY out of my comfort zone) an advertised temp position with my state DOH- I almost dropped the phone when they called and asked me if I was still interested- 9 months later. I looked at the hourly rate- it was more like what my peer experienced RN's were making- I ended up loving it but it was only temporary. For 7 month's I was in Nurse heaven- an office position, no scrubs, no stretchers flying down the hall, no bells and poop and no BULLYS. Just me, my cubbie (my safe haven), a telephone and a computer- did I know what to do- hell no! but I began to read everything I could get my mitts on, learned and did it- for 7 glorious months. I hope I never have to step foot in another hospital unit again.

What does one have to do to get bullied?. As Edson pointed out- nothing. Like the Other poster- doing OT(=big paycheck), mastering a unit that must have a rough reputation with high turnover-a personal success.

We keep hearing "what goes around comes around" believe me it does- I have kept in touch with afew of my old coworkers from the 18 year place- they keep me up to date. The group I posted about above, was on an oncology unit-" the all day buffet"- and have all been terminated since because of a union strike- the hospital system that bought our small hospital refused to do negotions with the union. All who did not cross the picket line were terminated. I left 7 months before the strike. Things were getting really bad.

I also remember a saying a fellow RN used to say "God doesn't like ugly" What I have posted about the former VP of nursing( she hated each and every one of us, made it well known, and treated us accordingly) and the sexual favors she was caought on camera doing- is 100% true as told to me by a former staff nurse who is now- 6 yrs later a psychiatric NP in an ER- I ran into her on an agency assignment a few months back. If you read these posts- administrations have become even uglier- it's not so much the staff nurses- as it is the HR depts and the specimens these HR degrees are turning out. They in turn are coaching the nurse managers. Nursing (staff and nursing managers,nursing adminstration) need to re direct their focus on NURSING= the taking care of patients competently( the anatomy&phys, micro, pharm, ethics, pathophys) .Nursing managers need to be re -taught what leadership is AND the nursing process- assess, plan, impkement, evaluate ( they need refresher courses)- ie. if there is a high insidence of documentation discrepiencies on their units- hold a manadatory staff meeting(s) for god's sakes, on legally correct documentation expectations. Not only is this more ethical( That "E" word), but is it not cheaper than firing the nurs, having to hire and re orient a new employee, not to mention taking up the court's time and the Board of nursing's time and man power investigating and prosecuting these crap complaints- Both are STATE WORKERS who's salaries are paid by the residents of that state's taxes!!- Aren't our taxes high enough without these lazy nurse managers refusing to do their jobs??? and driving up our cost of living even more. They don't want to employ us, maybe they should be paying our property taxes. What a great idea- have former nurse managers and the second rate HR degrees pay our property taxes- mine are $8,400/yr!!!!

I./O is industrial and organizational Psychology: it's a master's level major in HR, it's the study of the workplace enviornment and it's dynamics. Hospital systems are employing these degrees in thier HR dept.s- simply put: it's worker profiling. Hospitals employ these people to analyze the workers, to change the "culture" of their work place. their Analysis is to study us to see how suseptible we are to the corporation's mission(we all know it's to make as much money FOR them as possible, they could give 2 poops about the patient saftey and our license)) They call it the "buy in" aka. Nurse managers( the little darlings) pass out hand outs to us in their unit staff meetings. Where do you think they get this propaganda. The goal/theme/purpose is- Is this a worker I can bend their mind into the corporate flow(a keeper) or are they an independent thinker with a firmly embedded sense of right and wrong(get rid of them)??

[Edson!]

So, how does being unionized protect you from your "toxic" fellow union member?

From my professional experience unions make it more difficult to management and discipline "toxic" employees. Unions don't like to go after their own members.

OK. Great points. . .and I suppose powerfully trues in many places and situations.


Here's the thing. You know what kind of support you have without a contract under AWE? Nothing. Zilch. Nada.

That's the sad reality. Better to fight to bring in a better, independent union, or to get nurses to work with contracts, like physicians do.

What's the probability of the latter coming to fruition? I'll give you a hint from a time perspective. Well Hell freezes over.

Have to deal with reality, not pie in the sky wishfulness re: the cutthroat stuff. Nurses shouldn't be fired for trumped up nonsense or on a whim or b/c of some inner sanctum pressure. No way. But it happens every single day.

[oldntiredRN]

Some food for thought. All US states are at will employment states except Montana. But there are 3 exceptions.
•Breach of implied contract
•Breach of the covenant of good faith and fair dealing
or violate laws, regulations, constitutional provisions or" public policy"

Maybe some of these nurse managers and their HR buddies need to be sued?

Constructive Discharge
Constructive Discharge Definition
Constructive discharge is an exception that renders the Employment at Will Doctrine inapplicable. Also referred to as constructive termination, it's a legal concept developed by the National Labor Relations Board (NLRB), a government agency that protects workers' union rights.


The NLRB developed the concept to right the wrong when employers coerced employees to resign, because the employees were legitimately involved in union activities.

Since then, constructive discharge law has been evolving in the courts to cover other situations. The legal concept has become a doctrine, for which the particulars are still evolving.

At this writing, constructive discharge generally means an employee resignation caused solely by an employer implementing or allowing an extraordinary change that made working conditions so intolerable, it would have compelled any reasonable employee to resign.

Constructive discharge is effectively a form of wrongful termination, even though the employee quit. Subsequently, constructive discharge is also referred to as constructive wrongful discharge or constructive wrongful termination.

In other words, if an employer implements or allows such an intolerable change that it compels a reasonable employee to resign, then, under the constructive discharge doctrine, it might be akin to the employer illegally firing the employee.

Constructive Discharge Proof
The following is a summation of the general proof required to establish a legal case for a constructive discharge claim, according to various sources at this writing.

•The change must have been recent and so intolerable, that it would have compelled any reasonable employee to quit soon after it occurred.
•The employer must have deliberately implemented or permitted the change, without having justifiable business reasons and despite that it was apparent it would compel any reasonable employee to resign. Even if the employer's intention was not specifically to force an employee to resign, an employee's resignation still might constitute constructive discharge under the circumstances.
•An employee's resignation must have occurred close enough in time after the intolerable change that it established a clear "cause and effect" relationship, directly resulting in constructive discharge.
Punitive transfer to a dangerous job, demotion to a humiliating position, hostility, harassment and coercion are each an example of an intolerable working-condition change that might establish a legal case for a constructive discharge claim, particularly if the employer willfully made or allowed the change as a form of illegal discrimination or retaliation.

If an employee quits because of something that's always annoyed him or her, then it's not likely to constitute constructive discharge. Quitting because of a petty change or one that most reasonable employees would tolerate isn't likely to constitute it either. The same goes if an employer made a change for a justifiable business reason and an employee quit simply because he or she didn't like it.

Constructive Discharge Relief
If you think that your resignation constituted constructive discharge, then consider consulting a lawyer. If your lawyer also thinks that your resignation constituted constructive discharge, then he or she will help you to determine the best legal recourse. (Legal recourse might include filing a charge with a government agency, a private lawsuit in court, or both.) Your lawyer will also help you to collect evidence to prove your case. If you win, you might be entitled to collect back pay and benefits, and money for damages and legal expenses.

Remember, you must establish a timely cause and effect relationship. Additionally, there's a statute of limitations for taking legal action. So, don't delay for long in seeking relief after you quit. In fact, it might be better idea to consult a lawyer before you quit, to determine if you'd have a legitimate case for constructive discharge in the first place.

If you reasonably believe that your resignation constituted constructive discharge, then explain so when applying for state unemployment benefits. Otherwise, your claim might be denied. If that happens anyway, then you have the right to file an appeal; but, if you're working with a union representative or lawyer, it's a good idea to consult him or her before taking any action regarding unemployment benefits.

[oldntiredRN]

Some food for thought. All US states are at will employment states except Montana. But there are 3 exceptions.
1. Breach of implied contract
2. Breach of the covenant of good faith and fair dealing
3. Violation of laws, regulations, constitutional provisions or" public policy". ( violation of the protected groups- race, sex, ethnicity etc. Civil Rights. Age, sexual orientation and genetics-ie. firing some one because they have cancer, are now included)

Maybe some of these nurse managers and their HR buddies need to be sued? This is what has me so steamed- this is supposed to be Health C-A-R-E and it involves N-U-R-S-E managers. As a nursing community- we worker bees are partially responsible in that we have not informed ourselves on our own working rights. The nurse managers and the HR dept. has taken advantage of our ignorance. They have and continue to exploit ALL of us and the nurse managers are doing the greatest damage to nursing by continuing to drag the profession down. Firing nurses for going to lunch, not clocking in, taking a second job! I was told a few years ago that nursing management is held to a higher standard- meaning , watching what you say, how it is said, watching your behavior, nursing ethics. I guess there were quite a few who "called out sick" that day in class.

Constructive Discharge comes under the second exception- good faith and fair dealing.
Constructive Discharge Definition
Constructive discharge is an exception that renders the Employment at Will Doctrine inapplicable. Also referred to as constructive termination, it's a legal concept developed by the National Labor Relations Board (NLRB), a government agency that protects workers' union rights.


The NLRB developed the concept to right the wrong when employers coerced employees to resign, because the employees were legitimately involved in union activities.

Since then, constructive discharge law has been evolving in the courts to cover other situations. The legal concept has become a doctrine, for which the particulars are still evolving.

At this writing, constructive discharge generally means an employee resignation caused solely by an employer implementing or allowing an extraordinary change that made working conditions so intolerable, it would have compelled any reasonable employee to resign.

Constructive discharge is effectively a form of wrongful termination, even though the employee quit. Subsequently, constructive discharge is also referred to as constructive wrongful discharge or constructive wrongful termination.

In other words, if an employer implements or allows such an intolerable change that it compels a reasonable employee to resign, then, under the constructive discharge doctrine, it might be akin to the employer illegally firing the employee.

Constructive Discharge Proof
The following is a summation of the general proof required to establish a legal case for a constructive discharge claim, according to various sources at this writing.

•The change must have been recent and so intolerable, that it would have compelled any reasonable employee to quit soon after it occurred.
•The employer must have deliberately implemented or permitted the change, without having justifiable business reasons and despite that it was apparent it would compel any reasonable employee to resign. Even if the employer's intention was not specifically to force an employee to resign, an employee's resignation still might constitute constructive discharge under the circumstances.
•An employee's resignation must have occurred close enough in time after the intolerable change that it established a clear "cause and effect" relationship, directly resulting in constructive discharge.
Punitive transfer to a dangerous job, demotion to a humiliating position, hostility, harassment and coercion are each an example of an intolerable working-condition change that might establish a legal case for a constructive discharge claim, particularly if the employer willfully made or allowed the change as a form of illegal discrimination or retaliation.

If an employee quits because of something that's always annoyed him or her, then it's not likely to constitute constructive discharge. Quitting because of a petty change or one that most reasonable employees would tolerate isn't likely to constitute it either. The same goes if an employer made a change for a justifiable business reason and an employee quit simply because he or she didn't like it.

Constructive Discharge Relief
If you think that your resignation constituted constructive discharge, then consider consulting a lawyer. If your lawyer also thinks that your resignation constituted constructive discharge, then he or she will help you to determine the best legal recourse. (Legal recourse might include filing a charge with a government agency, a private lawsuit in court, or both.) Your lawyer will also help you to collect evidence to prove your case. If you win, you might be entitled to collect back pay and benefits, and money for damages and legal expenses.

Remember, you must establish a timely cause and effect relationship. Additionally, there's a statute of limitations for taking legal action. So, don't delay for long in seeking relief after you quit. In fact, it might be better idea to consult a lawyer before you quit, to determine if you'd have a legitimate case for constructive discharge in the first place.

If you reasonably believe that your resignation constituted constructive discharge, then explain so when applying for state unemployment benefits. Otherwise, your claim might be denied. If that happens anyway, then you have the right to file an appeal; but, if you're working with a union representative or lawyer, it's a good idea to consult him or her before taking any action regarding unemployment benefits.

[Frankreich]

Some food for thought. All US states are at will employment states except Montana. But there are 3 exceptions.
1. Breach of implied contract
2. Breach of the covenant of good faith and fair dealing
3. Violation of laws, regulations, constitutional provisions or" public policy". ( violation of the protected groups- race, sex, ethnicity etc. Civil Rights. Age, sexual orientation and genetics-ie. firing some one because they have cancer, are now included)

Maybe some of these nurse managers and their HR buddies need to be sued? This is what has me so steamed- this is supposed to be Health C-A-R-E and it involves N-U-R-S-E managers. As a nursing community- we worker bees are partially responsible in that we have not informed ourselves on our own working rights. The nurse managers and the HR dept. has taken advantage of our ignorance. They have and continue to exploit ALL of us and the nurse managers are doing the greatest damage to nursing by continuing to drag the profession down. Firing nurses for going to lunch, not clocking in, taking a second job! I was told a few years ago that nursing management is held to a higher standard- meaning , watching what you say, how it is said, watching your behavior, nursing ethics. I guess there were quite a few who "called out sick" that day in class.

Constructive Discharge comes under the second exception- good faith and fair dealing.
Constructive Discharge Definition
Constructive discharge is an exception that renders the Employment at Will Doctrine inapplicable. Also referred to as constructive termination, it's a legal concept developed by the National Labor Relations Board (NLRB), a government agency that protects workers' union rights.


The NLRB developed the concept to right the wrong when employers coerced employees to resign, because the employees were legitimately involved in union activities.

Since then, constructive discharge law has been evolving in the courts to cover other situations. The legal concept has become a doctrine, for which the particulars are still evolving.

At this writing, constructive discharge generally means an employee resignation caused solely by an employer implementing or allowing an extraordinary change that made working conditions so intolerable, it would have compelled any reasonable employee to resign.

Constructive discharge is effectively a form of wrongful termination, even though the employee quit. Subsequently, constructive discharge is also referred to as constructive wrongful discharge or constructive wrongful termination.

In other words, if an employer implements or allows such an intolerable change that it compels a reasonable employee to resign, then, under the constructive discharge doctrine, it might be akin to the employer illegally firing the employee.

Constructive Discharge Proof
The following is a summation of the general proof required to establish a legal case for a constructive discharge claim, according to various sources at this writing.

•The change must have been recent and so intolerable, that it would have compelled any reasonable employee to quit soon after it occurred.
•The employer must have deliberately implemented or permitted the change, without having justifiable business reasons and despite that it was apparent it would compel any reasonable employee to resign. Even if the employer's intention was not specifically to force an employee to resign, an employee's resignation still might constitute constructive discharge under the circumstances.
•An employee's resignation must have occurred close enough in time after the intolerable change that it established a clear "cause and effect" relationship, directly resulting in constructive discharge.
Punitive transfer to a dangerous job, demotion to a humiliating position, hostility, harassment and coercion are each an example of an intolerable working-condition change that might establish a legal case for a constructive discharge claim, particularly if the employer willfully made or allowed the change as a form of illegal discrimination or retaliation.

If an employee quits because of something that's always annoyed him or her, then it's not likely to constitute constructive discharge. Quitting because of a petty change or one that most reasonable employees would tolerate isn't likely to constitute it either. The same goes if an employer made a change for a justifiable business reason and an employee quit simply because he or she didn't like it.

Constructive Discharge Relief
If you think that your resignation constituted constructive discharge, then consider consulting a lawyer. If your lawyer also thinks that your resignation constituted constructive discharge, then he or she will help you to determine the best legal recourse. (Legal recourse might include filing a charge with a government agency, a private lawsuit in court, or both.) Your lawyer will also help you to collect evidence to prove your case. If you win, you might be entitled to collect back pay and benefits, and money for damages and legal expenses.

Remember, you must establish a timely cause and effect relationship. Additionally, there's a statute of limitations for taking legal action. So, don't delay for long in seeking relief after you quit. In fact, it might be better idea to consult a lawyer before you quit, to determine if you'd have a legitimate case for constructive discharge in the first place.

If you reasonably believe that your resignation constituted constructive discharge, then explain so when applying for state unemployment benefits. Otherwise, your claim might be denied. If that happens anyway, then you have the right to file an appeal; but, if you're working with a union representative or lawyer, it's a good idea to consult him or her before taking any action regarding unemployment benefits.

Is this your work? If not please cite your source.

[dodaive]

[QUOTE=oldntiredRN;63138]dodaive- I am curious as to why you posted the above? If you are referring to why I left other positions- one was a toxic enviornment I worked in for 18 years. We did not "know much about this subject" or probably more correctly- I wasn't coined, discussed or researched. (Insidently, there are 4 articles on this bullying subject in the recent issue of Advance for Nurses) Bullying and horizontal(Lateral) violence has gone on for years as long as I can remeber- since 1980, and I can only speak to nursing because that is all I have ever worked as.
What does one have to do to get bullied?. As Edson pointed out- nothing. Like the Other poster- doing OT(=big paycheck), mastering a unit that must have a rough reputation with high turnover-a personal success.

My question was actually directed at OBnurse (because of her statement), I wanted to see if she had any additional insights on this phenomena. As for your point of view, I whole-heartedly agree with you, and I feel it is accurate, going by my 8 years experience as an RN. The information on Constructive discharge is great, do you know of any situations where such a case has been successful? I definitely have to check out the recent articles you referred to in Advance for Nurses.

[oldntiredRN]

Tp Frankreich- U.S Department of labor. gov; USlegal.com; employeeissues.com. Some of the contents are mine. Some food for thought. All US states are at will employment states except Montana.( I found this by googling- List of at will emplyment states)
But there are 3 exceptions.
1. Breach of implied contract
2. Breach of the covenant of good faith and fair dealing
3. Violation of laws, regulations, constitutional provisions or" public policy". ( violation of the protected groups- race, sex, ethnicity etc. Civil Rights. Age, sexual orientation and genetics-ie. firing some one because they have cancer, are now included) The previous I learned when I attended an EEOC seminar held in and by a government medical healthcare institution. I learned just how lame and incompetent our private healthcare nursing orientations are when it come to the US governemnt policies of our country- Labor laws, EEOC laws, and HIPPA. They( ie. our multimillion dollar private healthcare systems) seriously short change and keep us ignorant us as nurses in the private sector. These Nurse managers and these HR dept's know these laws just as well as the government agencies who write them, pass them and enforce them know them.

Maybe some of these nurse managers and their HR buddies need to be sued? This is what has me so steamed- this is supposed to be Health C-A-R-E and it involves N-U-R-S-E managers. As a nursing community- we worker bees are partially responsible in that we have not informed ourselves on our own working rights. The nurse managers and the HR dept. has taken advantage of our ignorance. They have and continue to exploit ALL of us and the nurse managers are doing the greatest damage to nursing by continuing to drag the profession down. Firing nurses for going to lunch, not clocking in, taking a second job! I was told a few years ago that nursing management is held to a higher standard- meaning , watching what you say, how it is said, watching your behavior, nursing ethics. I guess there were quite a few who "called out sick" that day in class.


Do I really need to go on as to the" WHY" it's in their great interest to keep the horizontal/lateral violence(bullying) in nursing ongoing and " What's in it for them(administration- their job saftey and their big kick butt salaries and profits) to keep us stupid and in the dark???" The "keep your hands off my salary,bene's, perks, let's just slash yours(the nurses)" attitude.

[oldntiredRN]

I am sooo steamed about this issue that I do alot of reading and googling on this. I have been looking into legal and paralegal courses. I would if I could,I would do something to try and right all the wrongs done to some of the nurses I have read their posts- those who have been bullyed. forced into a resignation, fired for unjust cause- going to lunch, not clocking out, having a second job for god's sake w2hat administrative BS, yet these nurse managers keep collecting a damn good paycheck and the worker bee nurse is unemployed, no income and sweating whether they will ever work again, get a reference, be called before the state BON- think about how terrifying that must be especially to a new nurse who is still wet behind the ears. To have some bigg behind, bullfrog eyes old hagg of a nurse manager(I am specifically referring to mine- she's my age) threaten the nurses with Drug Diversion when she should be doing a care plan( There's that phrase again-"the nursing process") and doing an inservice on Legal documentation on her unit. Not to mention, WASTING tax payer money on BON overtime salaries. Maybe these nurse managers can afford tax hikes- us unemployed nurses can't. And the deceiptful way these nurse managers and their bed partners- the HR dept and CEO's, prevent nurses from even trying to file an unemployment claim. You bet I'd like to throw her some milk bones and Kibbles and Bits.

[Edson!]

And it is why every application you complete has all the nonsense that it is not a contract--and basically what they are getting at is it never will be, as they are at will...yada, yada. Same thing with the offer letter. It is why screwed up people can screw over people that do their jobs quite well. There are a lot of really screwed up people out there...and in nursing...whatever...

[Nava]

I am sorry to here that you have been fired even after you reported off.
It's unfair on you.

[paigegersten]

It must be very hard for you. I have seen many similar cases - bullied by co workers. Probably that person who reported you or fired you doesn't like you or something, but I'm sure you'll find a good place to work and start all over again. Good luck to you.

[scrubangel]

I really enjoyed the things you had to say. As I overlook my career, I say it is still true that managers live in one world and the real nurses in another, and never the twain will meet. There are far too many holier than thou nurses, and too many LPNs who want to get rid of the RNs. I never really got the job I wanted to have, they would throw me back out on the floor every time saying I didn't have enough experience. Well, after thirty yrs., when is enough experience? Nursing is very unfair.