Termination of a travel-nursing contract is a taboo subject. Re- cruiters and nurse managers do not want it to happen and travelers should view it as a last resort.The reason contract ter- mination is not readily discussed is because the facilities de- pend on a travel nurse to complete an assignment and do not usually have staffing coverage for an unexpected termination.
To discourage contract termination, travel-staffing com- panies tend to stipulate that a nurse who ends an assignment early incur some monetary responsibilities. These details should have been noted in the contract. The amount de- ducted or due increases for travelers who choose company- provided housing, a rental car, company-paid travel arrange- ments, or an advance of some form of payment.
The penalties for early termination should be clearly stated in each assignment contract. Read all the fine print and take note. It is not common that the need to end a con- tract early arises but it is advisable to know the consequences ahead of time, just in case.
If a resolution or compromise to an issue cannot be found, and you feel that the only way to proceed is contract termina- tion, try to give at least two weeks’ notice.Provide this writ- ten notice to the nurse manager, the hospital human resources department, and your recruiter. If it appears unsafe to wait two weeks, give as much notice as possible. Clearly state the rea- sons leading to the termination,as well as the attempts made to resolve the problem. Be sure every attempt has been made to find a resolutionof the issue before termination.
If the reason for ending a contract is personal or an emer- gency has arisen, the situation is a little different. Clearly state
156 FAST FACTS FOR THE TRAVEL NURSE
the reasons why termination is needed.You might be asked to provide documentation regarding the cause of the contract termination. If you have it, give it. If not, inform the recruiter and manager that it will be provided as soon as possible.
Fast facts in a nutshell
• Contract termination is a last resort. The terms per- taining to termination are documented in the travel nurse contract.
• Try to provide a two weeks’ notice prior to terminat- ing an assignment, in writing.
Most travel companies will complete an interview with you, post resignation, to determine your eligibility to travel with their company, and its subsidiaries again. Someone other than the recruiter will usually conduct it. Present your case clearly. Have documentation available to refer to, if available.
If the reason for the contract termination was a safety is- sue, you should find support for making the proper decision to put your safety and the safety of the patients first. If the rea- son was personal or caused by an emergency, again be clear.
State your position. Most companies understand that some situations cannot be avoided.
Fast facts in a nutshell
When completing a postcontract termination interview, be clear, state the facts, and provide available documen- tation.
It is extremely rare for a staffing company or facility to cancel a contract.If it does occur, it is generally before the con- tract initiation. In most cases, another comparable assignment will be readily available. The biggest reason for facility cancel- lation is a change in staffing needs. If a contract were to be ter- minated during the assignment by the facility and/or staffing company, it would generally be due to severe infractions by the travel nurse, such as drug or alcohol abuse on the job.
Fast facts in a nutshell: summary
Personal emergencies occurring while on a travel as- signment are easily handled with the cooperation of the nurse, the staffing recruiter, and the nurse manager.
Contract termination should be viewed as a last resort in relation to problem solving. If termination is utilized, provide 2 weeks’ written notice. An exit interview will be performed to determine a nurse’s eligibility to travel with a specific company after a contract termination by the traveler. Travel nursing contracts are rarely canceled or ter- minated by the staffing company and/or facility.
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Managing a Successful Travel
Nursing Career
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Contract Renewal Versus Assignment Extension
INTRODUCTION
The first assignment is going famously. You’re having a great time! Six weeks have just flown by; only seven weeks left at this facility. What will you do next? Between weeks seven and eight is a good time to start planning for your next assignment.
You might have discovered that you’ll need more than 13 weeks to take in all the sights the assignment city has to offer. Or, it might be that the area has really grown on you and another three months in the town would be fantastic.
Whatever the reason for the desire to remain at a location, there are two ways to accomplish the task—contract re- newal and assignment extension. Chapter 18 explains the difference between the two options and how to negotiate each one.
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In this chapter, you will learn:
1. How to negotiate and renew a travel-nursing contract.
2. How to negotiate and extend a travel-nursing assignment.
By weeks six to eight of an assignment, you should have a good feel for the current facility and the area in which it is lo- cated. This is a great time to consider an extension or re- newalof the current travel nurse contract. Your recruiter and/
or nurse manager may have already approached you about the opportunity. If not, they will soon, if the facility still has a need. Let’s look at a few case studies to highlight the differ- ence between an extension and a renewal of a contract.