#CareerAdvice #JobSearch #LosAngeles
Hey everyone! 👋 So, my wife recently got fired from her job due to policy misconduct, and she’s been actively applying to new opportunities. She landed an interview with an independent doctor who operates at the same hospital she was let go from. Here’s where it gets tricky…
– The doctor’s office is separate from the hospital, but she needs to have her credentials verified by the hospital’s HR and create an email address.
– The previous HR Business Partner mentioned that it’s ultimately up to the hiring manager or doctor to decide if they want to hire her back at the hospital.
Do you think she has a shot at getting hired, or do you think the hospital will block it? Should she reach out to her old HR Business Partner for clarification?
What do you think she should do in this situation? Any advice or similar experiences to share? Let’s help each other out! 🤔💼🔍
The hospital is going to have a lot of agents in this way. Just because they terminated her specifically for their policies, doesn’t mean that they are going to care if she’s a contractor. Contractors operate on different policies and terms in most cases.
I wouldn’t think too much on it. She just needs to go through the hoops.
It was just a ‘You can’t work for us’ decision, that happens frequently enough in the medical field.
It’s because if anything happens and she does something wrong, it’ll fall on the doctor who hired her, not the hospital’s insurance plan.
Drs are affiliated with hospitals but are usually not employees.
Good help is hard to find so she may do well.
Being fired for violating a policy or procedure is not unusual. This is a convenient way for hr to categorize reasons for letting an employee go.
She can discuss this in a neutral way that does not go into detail and explain mistakes were made and she is ready to move to a new opportunity. It shows her emotional maturity.
She can be a big asset in another work environment.
As long as her credentials check out, I think she will be fine.
All the best,
I personally would not get HR involved at this point. It could draw unwanted attention . An admin can check her credentials and go from there.
I wouldn’t involve HR at the hospital at this point and the gist of what she will need to engage with them for is access to email and probably a badge and department access. Depending on the policy violation the hospital could possibly say they won’t grant access to their facility to her. The system I work for up north will not bring back people as contractors who were termed previously. They can’t clear the security checks to work because of the termination history.
She needs to just apply with the doctor and see what happens. No need to bring this stuff up now.
The HR Business Partner of her former employer is now in a neutral to adverse relationship with your spouse. They can tell her the general policies for the hospital regarding employment but only to the extent they would tell anyone making an inquiry from outside the organization.
This is a situation where she’ll have to wait to find out if the doctor is willing to proceed with her employment or not.
Depends on what she did. You have to really mess up to lose your job in healthcare given they are chronically understaffed. Give us more candid info and perhaps we can answer better
What are the policy violationz?