got fired for "clinical issues"... will I find a job??

2 So, six weeks ago I was fired from my LTC position for not reporting a critical lab value within one hour.

I was told by a recruiter last week, that I might as well stick with small nursing homes and/or "rehab" facilities,
as no one else is going to want to hire me since I've had "clinical issues".

Is this true in anyone else here's experience?

I have an interview on Thursday at a psych facility where I have worked before. I left on very good terms and my manager, who was actually the ADON when I left, loved me. Do I have a good chance of being rehired, or will they turn me down because of my... "clinical issues"..
That may not be a question any of us can answer. Rather, it will be the individual(s) with whom you interview. If you are open and honest about your "clinical issue" when asked, they may be willing to overlook a past mistake. Good luck.

What can you lose by applying to your old job? I say go for it! Be honest with the ADON and tell her why you were let go. If she knows your work ethic, she will likely hire you again. If not, then you still have lost nothing.

It seems like so many people around here are getting fired left and right. I hope this is not the wave of the nursing future....

It's tough; if you have a job, hold on to it. I have learned my lesson. I feel like I am a perfectly competent nurse capable of doing the job. I made a mistake that in most places would have gotten me written up or even less. I wasn't careful. My DON didn't care much for me; I already knew this. I was an RN doing an LPN's job and getting paid more for it. I was getting overtime, to boot (I needed it). They had every reason to want to get rid of me, and I made one mistake and I was gone.You really have to be careful. Find a job, do whatever you can to keep it. Hopefully it's a job that you like. That's what I say.

It looks like you have 7yrs experience.....I wouldn't worry about this that much. The there is a bigger picture and if you were asked in an interview, I'm sure you will have a good answer.

I am going to start an emergency savings account just in case so while i am looking for another job, at least my rent will be paid, very scary and some of us are walking on eggs, you never know.

you know what, you're right, and depending on the "critical lab"some MD's wouldn't want to be called. (dialysis their labs are always wacked.)I agree, it is nothing to fire someone over, a write up, or at worst an actionplan should be in place. (sort of like probation for a period of time.)These little family owned places can get away with this kind of junkI've seen it in hospitals too. Someone who has a ton of experience in anICU goes to work in another and suddenly she's released from her jobbecause of clinical issues...it's more about the other nurses didn't like her.I wouldn't mention it to human resources with the first interview. Wait untilyou interview with the Nursing unit manager and tell her exactly what you wrote here. You did not report a critical lab in one hour. Take responsibilytell what you have learned, and what you will do differently in the future.I know you've already done that by reading this post. Leave outanything about the Nusing home politics...if she's an experiencednurse and Manager, she already knows this part. Have good things to sayabout the LTC and the DON (fake it). I think you'll do fine.Sorry this happened to you, water runs down hill. So the person at the lowest point is "made an example of"

Quote from NurseCard I made a mistake that in most places would have gotten me written up or even less. I wasn't careful.

Quote from sweetnurse63I am going to start an emergency savings account just in case so while i am looking for another job, at least my rent will be paid, very scary and some of us are walking on eggs, you never know.

Quote from nola1202you know what, you're right, and depending on the "critical lab"some MD's wouldn't want to be called. (dialysis their labs are always wacked.)I agree, it is nothing to fire someone over, a write up, or at worst an actionplan should be in place. (sort of like probation for a period of time.)

I would be curious to know how many patients the terminated nurse was responsible for. This is most likely an issue.

What was the lab? Did any harm result?I would think that would make a difference, a simple explanation may be all that is necessary.However, isn't that a big JCAHO thing, calling a critical lab? We have a special place to document it and I think it's audited what time the lab calls it, and then what time the nurse notifies the doctor.