Recently, I asked recruiters what they would do in these situations.

Christie has been a recruiter for 4 years with the last year with Convergence Medical Staffing. Below is her responses:

In a large metropolitan area, Nurse Floating Flo contracts to float between three hospitals within a 10 mile radius of her housing. Starting in the 6th week, the company ask her to float to a hospital 15 miles away, the 7th week she goes to one on the other side of the city, that is 30 miles away, plus one that is 17 miles away. The nurse is willing to take the first few, but after the behavior continues, she has had enough and voices this to her recruiter. 

We would first discuss with Flo whether she wanted to or was willing to travel the extra distance if she was paid accordingly. If Flo is willing to travel a longer distance then we would let them know that the first couple of times Flo was sent out of her 10 mile radius she didn’t mention it because she is willing to be a team player and help out, even when she wasn’t asked. She now feels she needs to speak up because it is becoming a pattern. Per Flo’s contract she is not obligated to travel outside of a 10 mile radius, therefore, we will not be allowing her to do so unless she is compensated accordingly. If the facility is not willing to compensate Flo for the extra travel we will make sure she is not scheduled again outside of her 10 mile radius. If we can all come to an agreement, we will move forward with a new contract with the new mileage agreement in place.

Baby Nurse Betty is a skilled labor and delivery nurse, who also can float to post-pardium care after the delivery as well as the well-newborn nursery. At 7:30pm, the staffing company hotline gets a call stating that they want her to float to the NICU, which is beyond her competency level. What is your company’s response? 

We would immediately contact our facility contact and state that Nurse Betty WILL NOT be permitted to float to the NICU due to the fact that she has not had proper orientation and/or training. NICU is beyond her scope of practice and we cannot allow it. If they insist she goes anyway we will let them know as a Joint Commission Certified Staffing company will be left with no other choice but to report them. If they are still insisting Nurse Betty floats to the NICU, we then inform the facility and Betty that she will not report to the facility again until we can get this worked out. We cannot have a nurse working outside of their competency level.

Nurse Roach is all excited about her first travel nursing assignment. She drives 750 miles to her new assignment housing. After getting the keys from management, she opens the door and three cockroaches scurry across the floor. After further investigation, she also finds a ring of mold in the shower. She can’t stand it and immediately texts you with pictures. How do you respond?

I would immediately place Nurse Roach in a local hotel until I can secure suitable housing. When it comes to housing our nurses, safety is our number one priority.

You have worked with Nurse Asthmatic for 3 years now and she has done a great job for you, when she takes an assignment in Southeast Colorado. She envisions magic mountains that reach to the sky, only to find that she has landed in wheat country. Not wanting to cause problems she continues to work and everything is fine, until harvest. She has an asthma attack, ends up in the hospital, and is told that she is going to miss at least 2 weeks of work related to asthma induced pneumonia. How do you work things out?

While she is in the hospital we assure her that her benefits will not be interrupted. When she recovers fully we will then discuss other opportunities we have in locations that will not cause her asthma to bother her. Due to the several weeks of work she missed we will walk her through the workers compensation process.

You have worked hard to find Nurse Roulette a job in Las Vegas. You send the nurse a contract that she readily accepts, signs, and sends back. The next morning the bags are packed and Nurse Roulette is on the way to the assignment of her dreams. At 0800 she is out the door and to the hospital. Checking in with HR, they inform her that there is no contract between the hospital and the company, related to the fact that it has not been approved by HR. About the same time, the recruiting manager comes to you and tells you not to send Nurse Roulette on the assignment. This shouldn’t have happened, but unfortunately it does happen. What do you do? 

Convergence would NEVER send a nurse to an assignment without an executed contract with the facility or client facility. There would not be an exception to this. However, sometimes due to low census a traveler’s contract may be canceled. If this were to happen, we would work tirelessly with the nurse to make sure we found them their next assignment ASAP and within the geographical location and pay package they are looking for. Keeping our nurses working is a huge priority for all of us.

Finals Words to Traveling Healthcare Professionals:

ALWAYS TELL US THE TRUTH!!!!! We have heard every excuse in the book. Just don’t lie to us. I would not lie to you.

You expect me to call you back asap, I expect the same.

Contracts can be lost in credentialing. We are only asking you for required documents. If we didn’t need them, we wouldn’t be asking. When we give you a deadline it needs to be taken seriously.

We need you to update certain tests or documents annually. Please help us by completing this on time.

Please don’t waste our time if you are just shopping to gain leverage with you current company.

Let’s hold each other to the same standards. I will be there when you need me. I need the same from you.

Highway Line

If you would like to work with Christie McGee, you can email her at…

christie@ cmstaff.com

(take out the space)

Highway Line