u/ExtensionRun7945

Location: NC

Hey guys! On here looking for some advice!!! I was terminated last month from a large teaching hospital in the area. I’ve been a nurse for 8 years and have never been terminated from any position in this career or otherwise. Never been late. Never missed a clocking.

I’m going to copy and paste an email below I sent to HR to appeal my termination to explain what happened. They did ultimately decide that my termination stands.

I have since gone up the ladder to ethics and compliance and that also resulted in my termination still standing.

Thank you SO much for reading! I know it’s long. (Yes, the dentist really did drill my tongue. I lost a LOT of blood. It was horrendous. FML.)

I am writing to formally appeal my termination related to timecard documentation from March 23, 2026.

On March 22 (a Sunday), I notified my manager via text message that I had broken a dental crown and requested permission to report late the following morning if staffing needs allowed. This request was approved. I retained this communication and can provide it for review.

During the dental appointment on March 23, an unexpected complication occurred in which my tongue was accidentally injured and required sutures. I contacted my manager immediately after leaving the dental office to explain the situation and informed her that I was still coming to work. Upon arrival to the unit, I continued experiencing active bleeding. I first attempted to locate my manager to notify her in person; however, her office door was closed and she was unavailable due to a meeting. I then spoke with the charge nurse, and due to the ongoing medical issue, I left the premises and contacted the staffing office as instructed.

Approximately one to two weeks later, I was informed that I had not clocked out on that date. I agreed to correct the timecard and requested assistance because the pay period had already closed and I was unable to edit the entry independently. After requesting help on multiple occasions, I completed the correction with the clinical educator present. During this process, I clearly stated that I did not remember the exact times due to the circumstances of that day and relied on assistance while navigating the timekeeping system. An incorrect time entry was made while attempting to move between fields, which I immediately questioned and adjusted during the same session.

Following the correction, I contacted the timekeeper to explain the confusion surrounding the clock entries so the record would be accurate. I also asked my manager whether she wanted to be copied on that communication and was advised that it was not necessary, as leadership would be included if follow-up was needed. I am currently unable to access my work email due to account deactivation following termination but understand that this correspondence should remain available within organizational records.

Regarding the PTO designation, my understanding was that my late arrival had been approved in relation to low census staffing needs, and I selected the option consistent with that understanding and my prior experience using the system. I did not intend to request compensation for time not worked or misrepresent my hours in any way.

At the time of this incident, I maintained a substantial accrued PTO balance (160 hours). Had I believed additional leave time was necessary, I had the available resources to request it appropriately. This reflects that I had no intent or incentive to misrepresent my work hours and was acting in good faith while attempting to correct a documentation issue.

Throughout my employment, I have maintained a strong attendance and documentation record. I have not had prior disciplinary action related to timekeeping or attendance, and this situation does not reflect my usual professional practice. I respectfully view this as an isolated administrative error that occurred during an unusual medical circumstance rather than intentional misconduct.
I respectfully maintain that any inaccuracies were the result of confusion while attempting to correct a documentation issue in good faith and with supervisory assistance, not intentional falsification. Throughout this situation, I communicated openly, sought guidance appropriately, and attempted to resolve the matter transparently. I recognize the importance of precise timekeeping documentation and would ensure additional verification of entries in the future.

I take professional integrity and accurate documentation very seriously and would never knowingly falsify a time record. I respectfully request reconsideration of my termination in light of the full context and my demonstrated efforts to address the issue appropriately.

I am willing to provide supporting documentation, including text communications and dental records, upon request.

Thank you for your time and consideration.

Hey guys! On here looking for some advice!!! I was terminated last month from a large teaching hospital in the area. I’ve been a nurse for 8 years and have never been terminated from any position in this career or otherwise. I’m going to copy and paste an email below I sent to HR to appeal my termination to explain what happened. They did ultimately decide that my termination stands.

I have since gone up the ladder to ethics and compliance and that also resulted in my termination still standing.

Thank you SO much for reading! (Yes, the dentist really did drill my tongue. I lost a LOT of blood. It was horrendous. FML.)

I am writing to formally appeal my termination related to timecard documentation from March 23, 2026.

On March 22 (a Sunday), I notified my manager via text message that I had broken a dental crown and requested permission to report late the following morning if staffing needs allowed. This request was approved. I retained this communication and can provide it for review.

During the dental appointment on March 23, an unexpected complication occurred in which my tongue was accidentally injured and required sutures. I contacted my manager immediately after leaving the dental office to explain the situation and informed her that I was still coming to work. Upon arrival to the unit, I continued experiencing active bleeding. I first attempted to locate my manager to notify her in person; however, her office door was closed and she was unavailable due to a meeting. I then spoke with the charge nurse, and due to the ongoing medical issue, I left the premises and contacted the staffing office as instructed.

Approximately one to two weeks later, I was informed that I had not clocked out on that date. I agreed to correct the timecard and requested assistance because the pay period had already closed and I was unable to edit the entry independently. After requesting help on multiple occasions, I completed the correction with the clinical educator present. During this process, I clearly stated that I did not remember the exact times due to the circumstances of that day and relied on assistance while navigating the timekeeping system. An incorrect time entry was made while attempting to move between fields, which I immediately questioned and adjusted during the same session.

Following the correction, I contacted the timekeeper to explain the confusion surrounding the clock entries so the record would be accurate. I also asked my manager whether she wanted to be copied on that communication and was advised that it was not necessary, as leadership would be included if follow-up was needed. I am currently unable to access my work email due to account deactivation following termination but understand that this correspondence should remain available within organizational records.

Regarding the PTO designation, my understanding was that my late arrival had been approved in relation to low census staffing needs, and I selected the option consistent with that understanding and my prior experience using the system. I did not intend to request compensation for time not worked or misrepresent my hours in any way.

At the time of this incident, I maintained a substantial accrued PTO balance (160 hours). Had I believed additional leave time was necessary, I had the available resources to request it appropriately. This reflects that I had no intent or incentive to misrepresent my work hours and was acting in good faith while attempting to correct a documentation issue.

Throughout my employment, I have maintained a strong attendance and documentation record. I have not had prior disciplinary action related to timekeeping or attendance, and this situation does not reflect my usual professional practice. I respectfully view this as an isolated administrative error that occurred during an unusual medical circumstance rather than intentional misconduct.
I respectfully maintain that any inaccuracies were the result of confusion while attempting to correct a documentation issue in good faith and with supervisory assistance, not intentional falsification. Throughout this situation, I communicated openly, sought guidance appropriately, and attempted to resolve the matter transparently. I recognize the importance of precise timekeeping documentation and would ensure additional verification of entries in the future.

I take professional integrity and accurate documentation very seriously and would never knowingly falsify a time record. I respectfully request reconsideration of my termination in light of the full context and my demonstrated efforts to address the issue appropriately.

I am willing to provide supporting documentation, including text communications and dental records, upon request.

Thank you for your time and consideration.