I would reach out to our account manager in contact with the client/facility, and reiterate what was agreed upon at the start of the assignment and ask them to be mindful of this agreement. I would ask for confirmation from the facility that this will not continue. I would talk to the nurse about our possible courses of action, based on the client response. If they continue to float further than agreed to, I would present the option of putting in two weeks notice and leaving the contract early. The other option would be to tough it out and I would likely offer some sort of monetary compensation for the hassle. If she chose to stick it out, I would ask for notices whenever they float her outside of the agreed area so that we can provide this information to the client at the end of the assignment.
The first question would be what type of responsibilities they are expecting of her when she is in the NICU. Sometimes the hospitals will ask her to do tasks that wouldn't require prior NICU experience - but if they are asking her to take on NICU patients I would recommend that she tell the hospital that she is not comfortable taking on such an assignment and ask remain in one of the areas in which she is able to work. I would notify my account manager right away, so that they can address it with the client before a bad report comes over from the hospital. We tell our nurses to only float where qualified and competent, but to take the tasks into consideration as well.
If this were company provided housing, I would tell her to check out immediately and go to another hotel. We would reimburse the cost of that room, and our housing team would find her a new place to stay first thing in the morning. I would apologize profusely as well. However, our housing team is very thorough in their research and will not book any housing that may risk making our company look bad - so this situation shouldn't happen!
First and foremost I would ensure the hospital is aware, and provide details to the client about her situation and expected time to be missed. Considering she would likely fall into short term disability, I would notify our benefits department and have someone reach out to her ASAP to go over the process and expectations. I would discuss with the nurse the option of remaining on that assignment after she is cleared to return to work - or start looking for a new assignment for her elsewhere when she makes that decision. At all times, communicating everything back to my account manager so that the facility can make plans as needed for their patient coverage.
We never have assignments with any less than 2 weeks from date of signed contract to the start of the assignment. This ensures that we are able to get everything needed to HR in time to get her cleared to start. If for some reason this situation did occur, I would contact the nurse right away and ask her to return home right away. It would not be wise to remain in Las Vegas without a contract because she would just burn through her savings. While she making her way home, we would discuss job options and work on arranging the next assignment as quickly as possible. I reiterate though - we would not allow such a situation to happen, as we are always in contact with hospital or VMS HR for weeks leading up to the assignment, and no offers are made until we have confirmation of approval from the client or vendor. If we are told about this and the contract is cancelled within two weeks of the start date, we normally can bill the client some and would use those funds to reimburse the nurse for any lost expenses - but this is only done with the client is paying a penalty for cancelling the contract outside of their required notice period.
Being consistent in communication is key. I want to do my best to find nurses that I can work with long term, and the most important piece to that puzzle is consistent communication. Whether it's good or bad, I want to know about it, and I need for my clients to be forthcoming with information, good or bad, so that I can operate to the best of my ability on their behalf.