Leaving a nursing job in Minnesota after allegations of misconduct was never much of a problem for Kathryn Idovich. She always found another one. A Star Tribune review of Nursing Board disciplinary actions since found that at least caregivers lost jobs after allegations of misconduct and managed to find new nursing positions.
That includes nurses who have been found responsible for maltreating children and vulnerable adults, stolen drugs from their workplaces, practiced while impaired, or whose care has to led to harm of their patients.
In an interview last month, Idovich, 39, who lives in northern Minnesota, attributed her job turnover to false accusations, bad luck and a desire to do different kinds of nursing care. She said she is ready to return to practice after being sober since April By law, employers are supposed to tell the Nursing Board when they fire a nurse. But the Nursing Board has not used its power to sanction employers for failing to do so. Nurses who have lost jobs most often find work in the high-demand areas of aging care, group homes and home health care, disciplinary records show.
Patti Cullen, the president of Care Providers of Minnesota, a trade group of more than long-term care providers in the state, acknowledged that troubled nurses are working in her industry. Idovich obtained an LPN license in without disclosing that she had been convicted of drunken driving four years earlier or that she had abused alcohol, according to a Nursing Board report.
Two years later, inIdovich was working at a group home when a picture frame fell on a resident in her care, she said. The injury near his eye required stitches. Idovich was fired. A law passed last year allows the Nursing Board to levy a fine against any employer that violates this law. The board has not investigated any employer for failing to report, according to Nursing Board Executive Director Shirley Brekken.
InIdovich applied for an RN license and did not disclose she had a history of alcohol abuse or that she had been fired from a job, according to the Nursing Board report.
She went to work for a hospital, which Idovich said was the most stressful place she has worked. According to the Nursing Board, Idovich resigned from the hospital after being told about concerns regarding medication errors, blood administration and communication.
Idovich went to work for a Brainerd home health care company inthen resigned in April According to the Nursing Board, she cashed a check from the home of a client without authorization.
Idovich said she was falsely accused by the company and did nothing wrong. InIdovich was fired from a dialysis company. According to the board, she did not report for duty. Idovich said she lost her job after she called in sick.
Idovich then began working for Heritage Community, a senior-care facility in Park Rapids managed by Ecumen. She was at Heritage for about a month before a co-worker smelled alcohol on her breath.
She said she refused to take a toxicology screen. Idovich said the policy of the home was to refer employees with substance-abuse problems to treatment, rather than fire them.Let friends in your social network know what you are reading about. Local and regional VAs decline to provide information about employee disciplinary action. A link has been sent to your friend's email address.
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A female patient reports that an employee sexually abused her. An employee takes a veteran in a drug-addiction program to a crack house. An investigation shows that after gaining the trust of a patient with dementia, an employee takes thousands of dollars from her account. CAVHCS staff with access to the employee directory and a list of employees who have retired, transferred or otherwise left have said all three individuals are still employed.
The Montgomery Advertiser reports on these incidents have many wondering why those employees still have jobs. VA Southeast Network and CAVHCS leaders have declined to provide the Montgomery Advertiser with the employment statuses or disciplinary actions taken against the employees VA police investigations found to be guilty of crimes, ethical violations or both.
But the U.
Finding Work After Being Fired (Without Lying About It)
Department of Veterans Affairs outlines the processes for disciplinary action against all VA employees. There is also a federal ethics code that VA employees are required to follow. According to those guidelines, penalties for these employees should have been substantial.
A table of penalties for both nonmedical and medical personnel shows a range of disciplinary actions for most offenses. The penalties range from reprimand to removal, with admonishment and temporary removal from seven to 30 days in between. On Aug.
The report also said the employee abused the patient, subjected him to a dangerous situation, misused government vehicles, filed false overtime requests and committed other ethical violations.
According to the disciplinary table, endangering the safety of or abusing a patient both have removal as the maximum punishment for the first, second and third offenses.
Willfully using or authorizing the use of a government passenger motor vehicle for unofficial purposes — which according to police reports the employee did while he was out trying to buy a personal vehicle while on the job — results in a day removal after the first offense and permanent removal after the second. VA police reported that from toanother employee had misused, accepted and assumed control over the finances of a veteran patient with dementia at the Tuskegee nursing home.
Patient abuse, which the police report said the employee had committed, carries a penalty ranging from a reprimand to removal on the first offense.
Accepting gifts or gratuities from VA patients requires anything from a reprimand to removal on the first offense, and removal on the second offense. When an employee has committed a combination or series of offenses, a greater penalty than the single offense may be appropriate, according to the VA handbook. Employees also are required to follow the Standards of Ethical Conduct as detailed by the U.Getting fired from a job is unpleasant enough in its own right.
Concerns about future employment prospects are often quick to follow. How you approach your job search after your dismissal depends on what you were fired for, suggested career management consultant Karen Kodzik.
On the other hand, if you were fired for other reasons, such as not getting along with a manager, the key is to have a story around the incident without placing blame on your former employer. Instead of railing about the evilness of your ex-boss, for example, you can point out that your styles were incompatible and that you had a difference in how you wanted to accomplish common goals.
You can also list ways that you tried to fix the issue and work with one another before splitting. Whether you were fired for a good reason or a bad one, career management expert Laura Lee Rose recommends being very specific when describing the incident during a job interview. But if the new position expects the same types of hours, this explanation may not help you land the job. Try not to spend any more time than necessary discussing the position you were fired from.
You can then explain how you fit those criteria. Companies have different policies about what information they provide to prospective employers. Many will only verify the dates of your employment and perhaps your salary. However, recruiters sometimes ask whether you are eligible for rehire. There is no way to pretty that up is there?
Yes, there is. I did the same job as you for a major mobile carrier; I could often not provide satisfaction because policy said so… if a customer action voided a warranty, no exchange of the damaged device, for instance. That reality can sometimes result in unhappy customers, which in turn can result in negative customer reviews. You should have access to those customer surveys to see how well you are doing your job and where you need to improve. Be proactive to improve your skill and interaction with your customers.
Ask your employer for available training to improve the prolem areas in your surveys. I must say this is some bad advice to give workers who left a job. Everyone out there reading this post,hear me. The already know your not with the company anymore. They ask about your previous employer. Think logically when looking for work.
If you were fired, you can say you were let go and give a good reason, economic, changes in company, etc. If you are smart you can probably figure out what they let you go for.
In HR, I do know that you are let go for one reason but really, it was for another reason. It is a dirty trick because no one wants to be sued.
Lying will always catch up with you. You will never get away with saying you were laid off if you were actually fired. I diasgree with much of this. In the world of big-business I have worked only for Fortunes for Keep a close group of people who can vouch for you and just keep silent on the details if you get fired, or as I did in my last job, quit in anger. This article is mostly innacurage. Most if not all employers today will not comment at all on former employee.
My two past employers tell any prospective employer or recruiter who calls its HR department that the person they are inquiring about must sign a release before the company will release any information. If you have to explain it, just illustrate why there was a conflict that caused the misunderstanding.Forgot your password?
Or sign in with one of these services. It's been 4 long weeks since I lost my job. I was terminated after 15 months working on a step down unit.
I had 3 writeups total during my employment all related to not completing education on time. One was a module, one was a skills check off, the last was my BLS card was not renewed on time.
I take full responsibility and have made no excuses in interviews. I talk about how I learned from my mistake and am was actually up to date with all of my education on the day of my termination. I made a binder in November after my last write up and was keeping up with the quizzes and modules. I have never had my marks against me for patient care, have my BLS, ACS, working on step down certification, and just had my annual evaluation in February with nothing but positive remarks about my patient care but unfortunately marks against me keeping up with education.
I graduated with honors, have always been responsible, but for whatever reason just didn't deem the mandated education that important. I studied on my days off, I would always eventually completely the education, but not always on time. I understand where I messed up and willing to change that. I didn't think this mistake would haunt me as much. But the only other major hospital system in my city is BIG on education. I have interviewed with 3 managers at 3 of their different hospitals and they all have stressed their focus on education.
The interview always seems to go downhill after I talk about my termination. I try to present myself as a clinically sound nurse who just was not negligent with the mandatory education on our unit. I am sooo depressed and frustrated!! I miss patient care. I miss working.
I get so nervous during the interviews, even if I'm well prepared. I feel like I am having to relive the shame of being fired every time I'm interviewed. No manager has seemed to have mercy or understanding.FIRED striking nurses from state run hospitals on Thursday withdrew their urgent chamber application challenging their dismissal.
The Zimbabwe Nurses Association filed a notice of withdrawal with the Registrar of the High Court saying they no longer wanted to proceed with legal action. The urgent chamber application, which had been set down for hearing Thursday before Justice Amy Tsunga, had been filed on 20 April. The nurses were seeking an order barring the Health Services Board, Minister of Health and Child Care, David Parirenyatwa and Vice President Constantino Chiwenga from terminating their contracts of employment and stop them from recruiting new staff to replace them.
They argued that their purported summary dismissal was not justified as they had engaged in strike action legally and were exercising their labour rights. The government, through Chiwenga in his capacity as the leader of the social services cluster, fired about 16 striking public hospital nurses with immediate effect and ordered the immediate recruitment of unemployed graduates and retired nurses to replace them.
Chiwenga accused the nurses of continuing with the crippling job action despite the government releasing funds to pay their allowances in line with a deal reached on April 17, saying the job action was politically motivated. The nurses had gone on strike almost two weeks ago to force the government to look into their welfare. The government has, however, since rehired most of the nurses after they wrote letters seeking re-admission.
Tweets by NewZimbabweCom. Our Apps. New Zimbabwe.Forgot your password? Or sign in with one of these services. I still hate to utter the words, even five months later I was fired from my first job after only eight weeks. I just applied to a different department, and somehow my application snuck by HR.
What does it take to get fired by the VA?
I had an interview today, and explained the situation to the manager of this unit. At the end, he said that he would contact HR to find out if I was eligible for rehire, and I said that I would also look into it.
I spoke with someone in HR who apologized for allowing my application to slip through, but I in fact was not eligible for rehire. She said that the only time that she had seen that decision overturned was when the request came down from the CEO. Is this how it works?
You get fired from the only hospital in your town, and that's it??? I would like to fight to change this status, but I don't know where to begin. HR isn't going to help, and I doubt the manager who stuck by his decision to fire me will either. I am in an "at will" state, so I am fully aware that we can be fired without reason at any time, but if hospital policy wasn't followed in the process, or a preceptor blatantly lied about some of the complaints she made against me, who would be the best person to turn to?
Any feedback, advice, criticism, backlash, pity partying, or slap in the face is welcome! I still feel that this organization is where I am supposed to be, and it makes the most sense for me right now. I have had several months to reflect on the situation, and have made some life changes. I have always been willing to take full accountability for my actions.
You may be able to be rehired in 2 years, but in the meantime I am sorry that this has happened to you -- but you need to move on for the moment. Find a job at another facility, even if that means moving to another town or taking a job that is not in a hospital. After you have established yourself as a successful nurse somewhere else and have the positive job references to show for it, you may be able to get a job at your former hospital.
But it is not an option for you right now. People say that they are "willing to take full responsibility" all the time without really thinking what that means. It's as if they think say that magical phrase makes all the bad stuff go away. It doesn't. If you are really ready to accept responsibility, then you are willing to acknowledge that you made some significant mistakes and are willing to suffer the expected consequences of those mistakes.
In this case, it means understanding why that hospital is not going to give you another job right now -- and being willing to earn a second chance rather than just being given it because you want it. You need to earn that second chance by becoming a successful nurse somewhere else and showing that by having a good job record for a while -- probably a few years.
I don't know why you "feel" as you do about this facility, but I think it's time for a reality check. As has been said, unless you have some strings to pull, I think your future is elsewhere.
Probably better for you to be more realistic about that and begin to look at "elsewhere. Maybe I should word the question differently If I was given a "final warning" for attendance issues, and fired after three more shifts, but the warning and termination did not follow the hospital's attendance policy, who has the authority to change my eligibility for rehire?
Also, if both the warning and termination were based on inaccurate feedback from a preceptor, is there anything I can do aside from biting the bullet?
Is this the reality of it all? Someone decides they don't like you so they can just make up blatant lies that cost you your job? Essentially driving over an hour to another or hospital or relocating my family are about the only options, and it just doesn't seem right to me.JoshDehaas Contact.
Nicole Lampa Videographer. NicoleLampa Contact. An Ontario arbitrator has ordered a long-term care home to re-hire and financially compensate a nurse who was fired after stealing opiate drugs and falsifying records. However, addiction physician Dr. Stay on top of what's happening on the Hill with Rachel Aiello's twice-weekly updates on the minority Parliament when it's in session. Nanos on the Numbers gives you the latest political, business and social trends.
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