Dear Cindy – Fired After 23 Years

I am an RN that has worked at the same hospital for 23 years. I was terminated following a tragic event involving an infant. I was not involved in the circumstances surrounding this baby's death, however, I made a documentation error on a bedside equipment assessment tool that is used for QI and not part of the chart. (This is eventually shredded.)

The information that I documented was correct (all the equipment was present in the room), but I documented this prior to entering the infant's room. I did this because I had made sure the equipment was there 12 hours before when I was on duty.

I understand my error and it was poor judgment, but regardless of whether I filled out the assessment at that time or not the event would have been the same. In the 23 years that I have worked at this institution I have always had excellent evaluations, I have never had any disciplinary actions, and I have served in supervisory positions.

I am now finding it very difficult in interviewing for new jobs. I have not interviewed for a job in 23 years. I do not know how to disclose this information in a way that will not be so damaging, but I do feel the need to be truthful. How can I convey that I am a great nurse and a loyal employee with this type of situation hanging over my head? Any interviewing techniques or recommendations would be greatly appreciated. Also, my gut tells me that I was probably terminated because in the event that legal action is taken, it would be in the hospitals best interest for the two employees involved to no longer work there. What do you think?

Sincerely,

Dear RN:

Your assessment is probably right about the reason you were fired and not just reprimanded. Any falsification of documents or shoddy documentation not only has the potential for putting patients at risk, but opens up a huge can of worms if the hospital were to be sued. And while firing the two involved employees won't help a hospital hide anything (ex-employees can still be subpoenaed to testify), it does show that the hospital has removed "bad" employees.

There are three things to keep in mind when interviewing for new jobs:

• When a person has been fired, s/he has to be honest, show an understanding of her/his mistake, and show what s/he has done or will do to make sure it doesn't happen again. Never make excuses. But a caveat: There's something to be said for "less is more" and not offering too much information. Reading your query, or hearing your story as it now stands, the major thing that will stick in the mind is the poor, dead infant. And since most of us love babies, it may be best to leave out this part of the story, while telling the rest. If an interviewer wants more information, then offer it. Being at peace with what you will say, being determined not to make the same mistake again, and being confident about your overall abilities will go a long way to making you more comfortable in an interview setting.

• Another thing that you have to do is make sure that your story is fundamentally the same as the story your references will tell. Are your references going to say as you did, that you had a great history at the facility, but had to be let go due to the documentation issue (which didn't impact patient care)? If so, this is, essentially, a good reference.

• And finally, you are understandably out of practice about interviews. Check out our Interview Skills department and our earlier Dear Cindy questions on pre-employment interviews.

Good luck.

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