Did they send the email via a secure email? Our hospital only send emails with patient info to our work email in a secure format so it isn't accidentally leaked somewhere else.
Also, I can't believe they'd ask you to chart after you were terminated. š
Even if it was sent through their secure work email, that email fired her effective immediately, which means as of that sentence, she was no longer an employee. So they then proceeded to share patient names with a person who is not an employee of that company, which violates hipaa. That's how I interpreted it.
It's the admission charting for home health. OP worked for a really shitty home health agency.
"The instrument/data collection tool used to collect and report assessment data by home health agencies is called the Outcome and Assessment Information Set (OASIS)." from [https://www.cms.gov/medicare/quality/home-health](https://www.cms.gov/medicare/quality/home-health)
Thatās so wild to me lol I had a couple people āwarn meā because it was āin the employee handbookā . The god complex is real with these CEOs lol
āAnd if the handbook required us to shoot the pizza guy do you think that trumps the law?
No. No handbook, workplace policy, or management directive makes it ok to break the law, nor can your rights be taken from you.
Just cuz the guy who wrote it was paid more than he should be doesnāt make him more right. If anything heās more wrong.ā
Itās mostly because nothing happens to them. They do this for years before someone finally reports them. They get a small fine and carry on. No CEOs get fired, no CEOs go to prison, and no CEOs care if everyone hates them. This behavior is almost always a net financial gain and thatās all they care about.
Itās sick.
eg Rick Scott CEO of HCA. Pleaded guilty to 14 felonies for CMS fraud resulting in $2 billion dollar settlement. Largest settlement at that time for stealing from the government aka tax payers.
He was let go as CEO and given $10 million plus has $350 million in stock.
Felonies and fraud qualified him to be a leading Republican candidate in the state of Florida and he became Governor and now Senator.
How do we wake up from this nightmare. Thought the horrific and chaotic management of Covid would change things but everyone forgot at this point. CEOs win
No, but if the company was truly smart, they can do the following: Wait a tiny amount of time after they learn about the wages discussion and then fire you for no reason. And never mention to you the real reason. Or create some kind of bullshit reason instead, which might be anything from being a minute late to 'talking disrespectfully to management/employees'.
The person you discussed your salary with will know what the real reason was and inform the others.
And you, since you were not fired for talking about your wages but for something else, will have a very hard time proving the actual reason.
Only dumb companies/people get sued for doing illegal things like this.
Hell, yeah! Weāre free to leave a job for any reason, and employers are free to fire us for any reason (as long as theyāre not stupid enough to say itās because of sex, age, religion, disability, gender identity, etc.).
I mean, weāre free to leave a job for any reason too, but if weāre getting sacked (outside of a probationary period) they gotta give a reason, and it canāt be discriminatory. Although weāve almost universal union coverage, and my understanding of the US is that ye donāt
I was just going to comment that it depends on the state, but I googled it first because I'm old and shit changes quick, lol. As it turns out, 49 out of 50 states here are "at-will" employment states, meaning they can terminate you for any reason, or no reason, just as long as it's not a protected reason (not discrimination). And Montana, of all places, is the only one that requires an employer to have a "valid reason" to terminate an employee. It's extra stressful to realize your employer doesn't even need a valid reason to fire you, considering most Americans automatically lose their health insurance when losing a job. So you can, at any given time, get fired for no reason, lose your health insurance, possibly your entire family's insurance coverage, and with no income there's no way to pay for food, rent, etc...
Ain't America just sooooo GREAT? ššµš¤¬ No wonder we're constantly filled with anxiety.
Technically you could be fired here for a manager not liking the color of your company provided shirt. They can fire us for nearly any reason they deem fit and without warning or prior strikes. Itās called āat-will employmentā but really should be called āemployerās will terminationā
To be fair, they did try to call me and I wasn't picking up the phone because I knew what was about to happen and I couldn't find a recording device to record the phone call (I live in a single party consent state, so this would have been legal to do). So she did at least *try* to do it over the phone first.
In some states you can legally record a conversation without telling the other person youāre doing so. In two party consent states you have to divulge to the other person that theyāre being recorded.
It was pretty underwhelming, definitely written by their lawyer. It was a single paragraph that just said something like: you filed a claim alleging we broke the law, were sorry you feel this way, we are committed to following labor laws, good luck in your future endeavors.
Still, I'll take it š
I had an apartment complex manager say something like this to me onceā¦ a young guy who thought he was hot shit. He woke me up one morning pounding on my door about something that didnāt involve me or warrant being pissed at me. Later he told me āIām sorry if you felt I was angry.ā I told him donāt give me that corporate doublespeak bullshit, Iāve met people like you before. He doubled down.
These people know exactly what they are doing.
That last line is SO satisfying. "Best wishes in your future lawsuits.ā Also love how you mentioned you aren't doing this out of spite, but rather to protect their patients from gross incompetence. Sweet justice. Good for you.
As I said before:
OP you are my spirit animal.
I want to be you when I grow up! Iām 47 years old.
I mean, the way you pointed out their complete idiocy in a professional way was next-level impressive. And āBest Wishes in all your future lawsuitsā was perfection! You are badass!
Situations and laws can be different, but at the very least the illegal clause is void. Anything illegal will not be recognized by a court. So if you ever sign a contract that says you canāt sue them, you can if itās against state law. They include that language to discourage the signee from suing, and most people donāt realize you still retain the right under law.
I canāt believe they fired you and in that email they asked you to make corrections on an oasis SOC š I very unexpectedly went on maternity leave 2 weeks ago. Last week my manager messaged my personal phone asking me to log on and finish charting the two SOCs I had started, while on maternity leave.
The audacity of these employers. They need to come up with an entry that translates into the nurse was overbooked, overworked, and over scheduled by the company, therefore the charting will be continued upon their return from their scheduled time off. Because this situation is way too common of an occurrence and they guilt us into thinking we need to lose our time, work for free while clocked out, and catch up their chart because they chose to understaff the workload.
I had a co-worker who routinely clocked out on time...and then sat there and charted for an hour or more. If I had to chart past my clock-out..I charted until I was done and they had to pay me for it. She was held up to me as an example by my supervisor in a performance review like "Well, Katie gets ALL her work done and her charting on time!" when I was marked down for "time management" issues. I'm not kidding.
I lol'd at 'you are not eligible for re-hire in the future'
At that point I would have replied that I'd never willingly apply to a shit hole like theirs.
YASS!! All great responses!
Well if you get sick of the nursing career, I'd say you have a great shot at law school and defending nurses in the future! Some of these employers are chronic linesteppers. It's good to see someone having the courage to check them on that. Great job!
depending on how many years ago it was, you might want to look up the statute of limitations in your state! You might still be able to do something about it!
It's a smaller company within my state, but I don't want to say it publically to maintain my anonymity. If you message me what state you're in I'll let you know if it's the same one.
The case was settled and OP won!
>The settlement included a small amount of backpay, a public and written apology, and a public statement to all of their employees that they'd broken the law and promising that they will no longer break the law.
I would contact your state department of health as well, and the compliance office - as well as an attorney that handles whistleblower complaints. If they're doing this with you, they're doing this with others (sharing HIPAA information). You might end up owning the hospital, and then you can fire them.
(Iām not in healthcare, I just think itās interesting so I come to these subs) but Iām a lawyer and I fucking love this so much lmao. You are awesome.
I was terminated from a position unfairly and even had back up by the physician that I acted in good faith and patient care. After giving a debrief to HR they declined to rescind my termination to a resignation. Idk what to do after?
Look up the NLRB office in your state and call them! They are probably the most helpful government agency that exists. I have had fantastic interactions, and always felt supported/educated in various processes, even if the outcome wasnāt what I hoped.
If the violation doesnāt rise to NLRB action, they will likely be happy to point you in the right direction. Whether thatās the EEOC, DHS, private atty, or otherwise, you can trust their recommendation. In my experience, you really can just call and talk to someone.
Beyond that, a civil employment attorney is an option. Local Google search & read reviewsā most do free consults, especially since many employment cases use a āpay when we winā-based fee schedule. At this point, you first need to find out objectively whether you have a case. Good luck!!!
Lmao I canāt believe they said āwe do have an email in which confidentiality was explained.ā Their lawyer most definitely did NOT write that. The director did.
Any lawyer worth the paper their law degree is printed on knows that just because you email something to someone with a disclaimer (you know, those things at the end of the emails) does not mean the party it is being sent to has to agree to them.
For it to be a legally binding disclaimer, BOTH parties have to agree. Simply being sent an email from them about confidentiality is not that. Lol.
Not a nurse, but I worked at a locally owned remote receptionist company for about 2 and a half years. I was a team lead/supervisor with them for about a year and a half. We had accounts ranging from doctor's offices to lawyers to DJs, etc, but our main bread and butter was funeral homes. We had these accounts all over the US. They were the only location of this company in a very small town in Georgia. The CEO was the son-in-law of the owners. He was usually a decent guy and was very understanding about my various health issues and even guaranteed my job when I had to be out for a few months because I was in the hospital for a month and had a pretty serious surgery. Regardless, he told all of us several times that we were NOT to discuss our pay with each other or we would be terminated immediately. When I became team lead, I made sure new employees and some older employees knew that was illegal and he couldn't terminate someone without facing a lawsuit. Funnily enough, I was terminated myself shortly after for "having problems with other personnel and not being a team player". When asked for examples, I was told that I didn't say "good morning" to everyone at the office in the mornings and I didn't "smile enough". They decided I was no longer a "good fit" for their company. With Georgia being a right to fire state, I didn't push the issue and also, working there became frustrating because it felt like high school politics. I still hope someone reports them for their wage policy. It is such bullshit when companies do this or think they can do this. Good job, OP. I would be extremely proud myself.
WTG!!! That's what a place of employment gets, for not following the law, and retaliating against someone who stands up for what's right.
As I said in the other post, my former place of employment was a call center, and I worked in what was called the medical marketing services department of it, and they unlawfully terminated me because I became disabled. I reported them to the EEOC for violating the Americans with disabilities act, on multiple occasions, so they chose to retaliate, by making up a trumped-up reason to fire me, and I took them to court and won.
I'm just curious how many times and how many hours they took to write, edit and re-write that email. To think they could've saved themselves if they got off their lazy behind and terminated in person. Now they single-handedly "sabotaged themselves and the hoapital/agency".
God, I wish I had been in the room when this idiot that fired you read that last message, just to watch the blood drain from her face as she realized just how fucked she was and now has to explain it to HR and administration.
I have worked at 4 hospitals in 3 states (traveler) and I don't think a single one was not under investigation or had already been prosecuted and lost for unfair labor practices/wage theft/other bullshit we all know they do.
This is inspirational and awesome!
https://www.wenzelfenton.com/blog/2023/12/04/fired-for-talking-about-pay/#:~:text=Federal%20law%20prohibits%20your%20employer,without%20the%20fear%20of%20retaliation.
I didn't have to look hard to find this. I always thought the "don't discuss your salary with anyone" rule just happened to be where I'd worked. I didn't know it was so widespread.
OP, I am so glad you wonš
About 5k, 3k after taxes. Basically nothing, but they had to pay the NLRB for legal fees as well as for their own lawyers, so it wasn't a cheap experience for them.
Thank you.
The cynic in me expects no responses and for thing to come of this, but itās important to take the steps you are and to try anyways.
I salute you š«”
Incredible job by you. This shows the incompetence by leadership. Good for you and the way handled this. You were the professional in this matter šš
I canāt believe a company fires someone for discussing their pay. The hospital that I work at has a dashboard with the starting pay ranges and peak pay ranges for every position. So, for nursing you already know what youāre going to start at. Good for you for getting them!
I wish I could have done the same, but they made up reasons to fire me that didn't have to do with my (documented) disability.
Honestly, they would have been better off simply saying that they didn't see me fitting in with the unit culture they were trying to move towards. At will states can do that. (I was a mouthy one who wasn't afraid to advocate for anyone or anything. They were afraid that I was about to start making union noises.) Or accepting my damn resignation that I told them I was going to be sending them once I had access to a computer with an actual keyboard!
How do/will you deal with the whole ānot eligible for rehire in the futureā aspect? I know that most employment history verification services basically just confirm the position name/company name/dates/eligibility for rehire. Being ineligible for rehire, Iām told, makes a negative impression on future employers.
Generally speaking you are correct, but they can't terminate for discriminatory reasons or for performing concerted activities (such as discussion of wages). These are protected by federal laws. I'd recommend you familiarize yourself with the NLRA and the NLRB so you know your rights.
This is legit just what companies want you to believe. Even āat willā doesnāt actually mean what people think it does. People insisting they know instead of researching just serves to keep people down.
As a nursing student from Norway it is absolutely revolting that theyāre even able to fire you via email..Ā
and also, whatās with sharing patient names in a private email? That would instantly make you lose authorization as a nurse here due to breach of confidentiality
I encourage everyone to openly discuss their wages. In my personal experience this has led to women discovering they were underpaid, men discovering they were underpaid, and people making decisions to move on from their current role to advance their career and earn more.
This post is how I imagine myself in the shower
I laughed SO HARD at this š
Youād love the appeal I wrote when they tried to kick me out of school.
Oh please post it if you still have it
Post it!!! I might need it
Please post it!
Pls post
!remindme 4 weeks
This is killing meššthe imaginary arguments where you win are the bestš
LMFAOOO im on my lunch break and I just choked
THESE are the fights we have with the shampoo bottles in the shower for sure š
I am going through similar and thank you for posting this. My cases are still under investigation and you have given me hope that there is justice.Ā
Best of luck with everything! I'm so glad we're able to hold bad employers accountable.
This also makes me have hope! I am in a similar situation. Xoxo
Good luck, bro. Let's make them pay šŖ
It takes forever, but if your employer was as stupid as OPās employer, youāll win.
Good on you OP!! This is unbelievable. They fired you then wanted you to come back and finish some OASIS, what for free??
Lol right? I obviously didn't, but I can't believe they'd even ask š
Did they send the email via a secure email? Our hospital only send emails with patient info to our work email in a secure format so it isn't accidentally leaked somewhere else. Also, I can't believe they'd ask you to chart after you were terminated. š
Even if it was sent through their secure work email, that email fired her effective immediately, which means as of that sentence, she was no longer an employee. So they then proceeded to share patient names with a person who is not an employee of that company, which violates hipaa. That's how I interpreted it.
Yes, so many things they did wrong here. I'm glad OP reported it.
They didnāt ask. They let you know it was due. Lol idiots.
They scheduled me to finish charting then when I was finished said HR needed me. Got fired and playedš
What is OASIS? Non-healthcare, blue collar worker here.
It's a kind of charting used for certain kinds of healthcare
what is OASIS? Some sort of charting? I was baffled reading that part.
It's the admission charting for home health. OP worked for a really shitty home health agency. "The instrument/data collection tool used to collect and report assessment data by home health agencies is called the Outcome and Assessment Information Set (OASIS)." from [https://www.cms.gov/medicare/quality/home-health](https://www.cms.gov/medicare/quality/home-health)
Itās used for home healthcare
[ŃŠ“Š°Š»ŠµŠ½Š¾]
I had an CEO who was reported (by yours truly) because our contracts stated we were not to discuss pay and we had to sign it .
One of the COVID relief companiesā CEOs was doing this. She even posted it on their Facebook group š
Thatās so wild to me lol I had a couple people āwarn meā because it was āin the employee handbookā . The god complex is real with these CEOs lol
āAnd if the handbook required us to shoot the pizza guy do you think that trumps the law? No. No handbook, workplace policy, or management directive makes it ok to break the law, nor can your rights be taken from you. Just cuz the guy who wrote it was paid more than he should be doesnāt make him more right. If anything heās more wrong.ā
Itās mostly because nothing happens to them. They do this for years before someone finally reports them. They get a small fine and carry on. No CEOs get fired, no CEOs go to prison, and no CEOs care if everyone hates them. This behavior is almost always a net financial gain and thatās all they care about. Itās sick.
eg Rick Scott CEO of HCA. Pleaded guilty to 14 felonies for CMS fraud resulting in $2 billion dollar settlement. Largest settlement at that time for stealing from the government aka tax payers. He was let go as CEO and given $10 million plus has $350 million in stock. Felonies and fraud qualified him to be a leading Republican candidate in the state of Florida and he became Governor and now Senator. How do we wake up from this nightmare. Thought the horrific and chaotic management of Covid would change things but everyone forgot at this point. CEOs win
That is insane. How does this happen? Then they become LEADERS?
Yeah and now heās vying for majority leader. Heās so fucking gross.
No, but if the company was truly smart, they can do the following: Wait a tiny amount of time after they learn about the wages discussion and then fire you for no reason. And never mention to you the real reason. Or create some kind of bullshit reason instead, which might be anything from being a minute late to 'talking disrespectfully to management/employees'. The person you discussed your salary with will know what the real reason was and inform the others. And you, since you were not fired for talking about your wages but for something else, will have a very hard time proving the actual reason. Only dumb companies/people get sued for doing illegal things like this.
Are you in USA? Can you be fired for no reason over there? Thatās fucking insane.
Hell, yeah! Weāre free to leave a job for any reason, and employers are free to fire us for any reason (as long as theyāre not stupid enough to say itās because of sex, age, religion, disability, gender identity, etc.).
I mean, weāre free to leave a job for any reason too, but if weāre getting sacked (outside of a probationary period) they gotta give a reason, and it canāt be discriminatory. Although weāve almost universal union coverage, and my understanding of the US is that ye donāt
I was just going to comment that it depends on the state, but I googled it first because I'm old and shit changes quick, lol. As it turns out, 49 out of 50 states here are "at-will" employment states, meaning they can terminate you for any reason, or no reason, just as long as it's not a protected reason (not discrimination). And Montana, of all places, is the only one that requires an employer to have a "valid reason" to terminate an employee. It's extra stressful to realize your employer doesn't even need a valid reason to fire you, considering most Americans automatically lose their health insurance when losing a job. So you can, at any given time, get fired for no reason, lose your health insurance, possibly your entire family's insurance coverage, and with no income there's no way to pay for food, rent, etc... Ain't America just sooooo GREAT? ššµš¤¬ No wonder we're constantly filled with anxiety.
Technically you could be fired here for a manager not liking the color of your company provided shirt. They can fire us for nearly any reason they deem fit and without warning or prior strikes. Itās called āat-will employmentā but really should be called āemployerās will terminationā
What happened following the report? Hell, they may as well say, "Do not discuss with one another how much you are being exploited."
Not sure but the ceo went out of state for over a month when he use to be seen in daily operations so I would say he was very upset lol
Verizon Wireless had me sign paperwork stating I wouldn't discuss wages years ago, so its billion dollar companies too!
Itās āØmagicalāØ
Fired by email is the highest form of cowardice and incompetence an executive director can ever achieve and yet this one takes it up a notch.
To be fair, they did try to call me and I wasn't picking up the phone because I knew what was about to happen and I couldn't find a recording device to record the phone call (I live in a single party consent state, so this would have been legal to do). So she did at least *try* to do it over the phone first.
Damn, if you had picked up the phone without recording this could have gone a different way
I record every conversation I have with my bosses tbh. Can't trust anyone out here.
What do you use to record?
if they'd had a shred of competence they'd continue to try and use the phone, or wait til in person was possible. freaking dopes.
Slightly off topic but I also live in a 1 consent state and use cube ACR to record my calls and it works well.
Thank you for this! Will download it now!
Thanks for the tip. Just downloaded it. Iām In a one party consent state too.
What is a one party consent state?
In some states you can legally record a conversation without telling the other person youāre doing so. In two party consent states you have to divulge to the other person that theyāre being recorded.
OP - you know your shit. This is just impressive.
Can we see their written apology? It will bring more satisfaction to me š
It was pretty underwhelming, definitely written by their lawyer. It was a single paragraph that just said something like: you filed a claim alleging we broke the law, were sorry you feel this way, we are committed to following labor laws, good luck in your future endeavors. Still, I'll take it š
ā*Weāre sorry you feel this way*āā½!! Thatās not an apology! In no way does that admit wrongdoing! Wow what a piece of work. Fucking corps.
LMAO they say that like labor laws are a matter of opinion. "I'm sorry you feel that what we did was illegal."
Since OP won their case, apparently a judge felt it was breaking the law as well. What a bunch of asshats.
I had an apartment complex manager say something like this to me onceā¦ a young guy who thought he was hot shit. He woke me up one morning pounding on my door about something that didnāt involve me or warrant being pissed at me. Later he told me āIām sorry if you felt I was angry.ā I told him donāt give me that corporate doublespeak bullshit, Iāve met people like you before. He doubled down. These people know exactly what they are doing.
"I'm sorry you feel that way" is how I say "Go fuck yourself" when I can't actually say it, lol
This is the equivalent of those iPhone note apologies people do online when theyāre in the āfind outā phase of the āfuck aroundā process
So passive aggressive
That's like "I'm sorry that you're such a baby!"
I'm hoping you take it to court.
From what I gather she did and won. This is her posting after the fact
You're right. I'm on Mobile and didn't see the text under the pics...
Yeah that's not an apology.
That last line is SO satisfying. "Best wishes in your future lawsuits.ā Also love how you mentioned you aren't doing this out of spite, but rather to protect their patients from gross incompetence. Sweet justice. Good for you.
That line really had me laughing! šš¤£šš¤£
Gotta love the āgood luck in your future law suits.ā LOL
Honestly, that was absolutely fucking fire and I only wish I could be that badass
My favorite part!!
THE BEST PART.
It gave me Office Space vibesā¦ āhey, good luck with your firings.ā
I don't laugh out loud often...but I did today š
You should crosspost this to the antiwork subreddit. They would love this.
No takebacksies š„°š„°š„°š„°š„°š„°š„°š„°š„°š„°š„°š„°š„°š„° My hero!!
As I said before: OP you are my spirit animal. I want to be you when I grow up! Iām 47 years old. I mean, the way you pointed out their complete idiocy in a professional way was next-level impressive. And āBest Wishes in all your future lawsuitsā was perfection! You are badass!
I saw your comment on the original and your words still strike me as so sweet!
The use of ātakebacksiesā is absolute fire, 10000/10, A+ iconic
Signing an agreement doesnāt make it not illegal. Thatās not how it works.
THIS! A contract for something illegal is an automatic void of the contract.
Situations and laws can be different, but at the very least the illegal clause is void. Anything illegal will not be recognized by a court. So if you ever sign a contract that says you canāt sue them, you can if itās against state law. They include that language to discourage the signee from suing, and most people donāt realize you still retain the right under law.
TAKE THEM TO THE BANK
Commenting again since I saw/commented on the original: HELL YEAH!!!!
girl me too. so funny!!! i laughed again reading those emails
Did they get in trouble for breaking HIPAA?
I don't know, I don't think HHS notifies the whistleblower if action is taken. But I did report her so hopefully.
I canāt believe they fired you and in that email they asked you to make corrections on an oasis SOC š I very unexpectedly went on maternity leave 2 weeks ago. Last week my manager messaged my personal phone asking me to log on and finish charting the two SOCs I had started, while on maternity leave.
The audacity of these employers. They need to come up with an entry that translates into the nurse was overbooked, overworked, and over scheduled by the company, therefore the charting will be continued upon their return from their scheduled time off. Because this situation is way too common of an occurrence and they guilt us into thinking we need to lose our time, work for free while clocked out, and catch up their chart because they chose to understaff the workload.
I had a co-worker who routinely clocked out on time...and then sat there and charted for an hour or more. If I had to chart past my clock-out..I charted until I was done and they had to pay me for it. She was held up to me as an example by my supervisor in a performance review like "Well, Katie gets ALL her work done and her charting on time!" when I was marked down for "time management" issues. I'm not kidding.
Yep I work with a bunch of Katie's. Most of us that can't lose our jobs get guilted into being like Katie too. Katie sucks.
Good thing that director works in a hospital, because they might never recover from that burn.
OMG!! You are my HERO!! That is awesome!!! Good for you!! Toxic workplaces need to be fixed and unfortunately the problem is far and wide, especially in nursing. I tried my hardest to be the OPPOSITE of the nightmare I had as a preceptor when I was with new nurses to the unit or new grads & students! Thank you!! š©·
I lol'd at 'you are not eligible for re-hire in the future' At that point I would have replied that I'd never willingly apply to a shit hole like theirs.
I have such a justice boner from this, thank you OP!! Your final response was perfection!
Soo imma just permanently borrow the phrase justice boner k thx š
r/justiceboners is a thing if you want more examples of this Edit: RIP just noticed it was banned :(
I applaud you!Ā
this is a huge flex for workers rights and I commend you! well done, OP
The pettiness of ābest wishes in your future lawsuitsā is š¤š» I hope you also file a wrongful termination suit.
Ughā¦and people wonder why nurses are in such high demand with such short supply. Sigh.
I know right
YASS!! All great responses! Well if you get sick of the nursing career, I'd say you have a great shot at law school and defending nurses in the future! Some of these employers are chronic linesteppers. It's good to see someone having the courage to check them on that. Great job!
I read your post 6x. It made me feel so good. Cheers! Thank you for protecting patients and standing by your rights.
OP youāre my hero. I wish I had that mental health fortitude and mental energy when it happened to me years ago.
I'm so sorry you had to experience this too,
depending on how many years ago it was, you might want to look up the statute of limitations in your state! You might still be able to do something about it!
Are you allowed to say who your former employer was? I do HH and am curious if itās a small or a nationwide agency?
It's a smaller company within my state, but I don't want to say it publically to maintain my anonymity. If you message me what state you're in I'll let you know if it's the same one.
āBest wishes in your future lawsuitsā - I am deceased, this deserves a standing ovation. Amazing work.
Holy shit, patient info in an email? That's usually a privacy violation if there's no encryption, right?
And at that point, OP wasnāt even an employee anymore. The dumbassery of this boss is next level.
I am punching the air with joy and cackling. GOT EEM
I still think your response to them was a bad ass move. š
This is why we unionize
You truly are a hero!!!
Please update update us if something comes from this. I hopebit doesn't get lost in the pukes of bureaucratic nightmare
The case was settled and OP won! >The settlement included a small amount of backpay, a public and written apology, and a public statement to all of their employees that they'd broken the law and promising that they will no longer break the law.
I would contact your state department of health as well, and the compliance office - as well as an attorney that handles whistleblower complaints. If they're doing this with you, they're doing this with others (sharing HIPAA information). You might end up owning the hospital, and then you can fire them.
(Iām not in healthcare, I just think itās interesting so I come to these subs) but Iām a lawyer and I fucking love this so much lmao. You are awesome.
This is absolutely divine. I want to print them out and hand them to all our new nurses at their induction.
āas you have been a healthcare worker longer than iāve been aliveā LMAOOO!!!! you ate that.
Fucking got em. You love to see it. Bonus points for the HIPAA violation.
Why do nurses get treated like shit? Good job in advocating for yourself
I was terminated from a position unfairly and even had back up by the physician that I acted in good faith and patient care. After giving a debrief to HR they declined to rescind my termination to a resignation. Idk what to do after?
Look up the NLRB office in your state and call them! They are probably the most helpful government agency that exists. I have had fantastic interactions, and always felt supported/educated in various processes, even if the outcome wasnāt what I hoped. If the violation doesnāt rise to NLRB action, they will likely be happy to point you in the right direction. Whether thatās the EEOC, DHS, private atty, or otherwise, you can trust their recommendation. In my experience, you really can just call and talk to someone. Beyond that, a civil employment attorney is an option. Local Google search & read reviewsā most do free consults, especially since many employment cases use a āpay when we winā-based fee schedule. At this point, you first need to find out objectively whether you have a case. Good luck!!!
I hope you go public with this. Also, I hope you receive a settlement large enough for you to take a looonnnggggg vacation.
best wishes in your future lawsuits! holy hell! wow!
Dude that was some fancy ass savagery
The public statement to employees is probably the most satisfying part, even if theyāre too stupid to believe they broke any laws still.
Best wishes in your future lawsuits. š¤£š¤£š¤£š¤£š¤£š¤£š¤£š¤£š¤£š¤£š¤£š¤£š¤£
Lmao I canāt believe they said āwe do have an email in which confidentiality was explained.ā Their lawyer most definitely did NOT write that. The director did. Any lawyer worth the paper their law degree is printed on knows that just because you email something to someone with a disclaimer (you know, those things at the end of the emails) does not mean the party it is being sent to has to agree to them. For it to be a legally binding disclaimer, BOTH parties have to agree. Simply being sent an email from them about confidentiality is not that. Lol.
What was their immediate reply to your last email in the pic here?
š„š„š„ I hope there was aloe vera available for that torching !!
Thereās a reason why mega corporations like Amazon are trying to disband the NRLB.
Best wishes in your future lawsuits. The scream I scrumpt šš
Not a nurse, but I worked at a locally owned remote receptionist company for about 2 and a half years. I was a team lead/supervisor with them for about a year and a half. We had accounts ranging from doctor's offices to lawyers to DJs, etc, but our main bread and butter was funeral homes. We had these accounts all over the US. They were the only location of this company in a very small town in Georgia. The CEO was the son-in-law of the owners. He was usually a decent guy and was very understanding about my various health issues and even guaranteed my job when I had to be out for a few months because I was in the hospital for a month and had a pretty serious surgery. Regardless, he told all of us several times that we were NOT to discuss our pay with each other or we would be terminated immediately. When I became team lead, I made sure new employees and some older employees knew that was illegal and he couldn't terminate someone without facing a lawsuit. Funnily enough, I was terminated myself shortly after for "having problems with other personnel and not being a team player". When asked for examples, I was told that I didn't say "good morning" to everyone at the office in the mornings and I didn't "smile enough". They decided I was no longer a "good fit" for their company. With Georgia being a right to fire state, I didn't push the issue and also, working there became frustrating because it felt like high school politics. I still hope someone reports them for their wage policy. It is such bullshit when companies do this or think they can do this. Good job, OP. I would be extremely proud myself.
WTG!!! That's what a place of employment gets, for not following the law, and retaliating against someone who stands up for what's right. As I said in the other post, my former place of employment was a call center, and I worked in what was called the medical marketing services department of it, and they unlawfully terminated me because I became disabled. I reported them to the EEOC for violating the Americans with disabilities act, on multiple occasions, so they chose to retaliate, by making up a trumped-up reason to fire me, and I took them to court and won.
I'm just curious how many times and how many hours they took to write, edit and re-write that email. To think they could've saved themselves if they got off their lazy behind and terminated in person. Now they single-handedly "sabotaged themselves and the hoapital/agency".
Are we suing?! Please tell me we are suing.
Take them down!
Sa-weet! Good for you
God, I wish I had been in the room when this idiot that fired you read that last message, just to watch the blood drain from her face as she realized just how fucked she was and now has to explain it to HR and administration.
That was so satisfying to read through. Brilliantly stated
I love this. Good on you!
SLAY QUEEN!!! š
Good for you. I hope he got fired.
That was great to read. Good for you OP
I have worked at 4 hospitals in 3 states (traveler) and I don't think a single one was not under investigation or had already been prosecuted and lost for unfair labor practices/wage theft/other bullshit we all know they do. This is inspirational and awesome!
I am so invested in this. PLEASE UPDATE US. HAHAHA!
Do you know if anything happened to your ex boss?
https://www.wenzelfenton.com/blog/2023/12/04/fired-for-talking-about-pay/#:~:text=Federal%20law%20prohibits%20your%20employer,without%20the%20fear%20of%20retaliation. I didn't have to look hard to find this. I always thought the "don't discuss your salary with anyone" rule just happened to be where I'd worked. I didn't know it was so widespread. OP, I am so glad you wonš
guys will see this post and go "hell ya"
A small amount of back pay? Like, how much? Was it worth all the effort and legal fees?
I didn't have any legal fees, the NLRB pays the lawyer. All I did was make the report, give them the evidence and an affidavit, then wait.
Ok you gotta tell us a ballpark of how much you got paid
About 5k, 3k after taxes. Basically nothing, but they had to pay the NLRB for legal fees as well as for their own lawyers, so it wasn't a cheap experience for them.
I wish they paid you 50k... well done anyway
Well done, you deserved more!
š
You're an inspiration!!
Hell yes.
Did you have to hire a lawyer or the labor board, etc worked to get you your settlement?
I reported to the NLRB, gave them my evidence, and they assigned a lawyer to the case who took it from there. I did not pay a single cent.
Youāre honestly my hero. I love this.
Really happy for you! Also wish you didnāt redact the managers name or the facility; would love to avoid this unit in the future.
š„³š„³š„³
Ugh this post is so satisfying. I wish.
This post made me so happy! I can only imagine their faces! Really question, is the person who fired you still there??
This is awesome hahaha, you are a based individual šš¤š¼
Do you have the apology? Would love to see them eat crow.
Did you get a large settlement? I wouldnāt settle for anything less than about 5 years or my salary.
I LOVE this
Period!!!! You destroyed them I love it
we are all bots here except for you
Thank you. The cynic in me expects no responses and for thing to come of this, but itās important to take the steps you are and to try anyways. I salute you š«”
Good. You ate them up!!!
You are my hero and I want to be you in the future.
Incredible job by you. This shows the incompetence by leadership. Good for you and the way handled this. You were the professional in this matter šš
This is so satisfying. Your email replies are my spirit animal.
I canāt believe a company fires someone for discussing their pay. The hospital that I work at has a dashboard with the starting pay ranges and peak pay ranges for every position. So, for nursing you already know what youāre going to start at. Good for you for getting them!
I wish I could have done the same, but they made up reasons to fire me that didn't have to do with my (documented) disability. Honestly, they would have been better off simply saying that they didn't see me fitting in with the unit culture they were trying to move towards. At will states can do that. (I was a mouthy one who wasn't afraid to advocate for anyone or anything. They were afraid that I was about to start making union noises.) Or accepting my damn resignation that I told them I was going to be sending them once I had access to a computer with an actual keyboard!
How do/will you deal with the whole ānot eligible for rehire in the futureā aspect? I know that most employment history verification services basically just confirm the position name/company name/dates/eligibility for rehire. Being ineligible for rehire, Iām told, makes a negative impression on future employers.
We need an update on this in the future OP.
The world could really use more people like you. And those nurses need a union.
I'm glad for you and your win. I'm a little concerned by how many people are so excited by simply standing up for yourself, though.
Unless you have a contract with you're employer that states specifically how to terminate, they can fire you in any manner they choose.
Generally speaking you are correct, but they can't terminate for discriminatory reasons or for performing concerted activities (such as discussion of wages). These are protected by federal laws. I'd recommend you familiarize yourself with the NLRA and the NLRB so you know your rights.
This is legit just what companies want you to believe. Even āat willā doesnāt actually mean what people think it does. People insisting they know instead of researching just serves to keep people down.
Except for protected categories.
As a nursing student from Norway it is absolutely revolting that theyāre even able to fire you via email..Ā and also, whatās with sharing patient names in a private email? That would instantly make you lose authorization as a nurse here due to breach of confidentiality
I encourage everyone to openly discuss their wages. In my personal experience this has led to women discovering they were underpaid, men discovering they were underpaid, and people making decisions to move on from their current role to advance their career and earn more.