I personally do not think this would happen to me. Before accepting the contract I would let the nurse know all the floating requirements the facility has instructed us on. If for some reason they are arranging things outside of the realm of her contract I would reach out to them regarding this to see why it is happening.
I have had this situation happen before. The first thing I would do is respond to the nurse right away to tell their manager that it is not within their comfort zone to be in the NICU and that they think it would put their license on the line. I would tell the nurse to ask the manager if they are willing to train them and have someone with them, if that would be more comfortable. If the manager says no, I would call the facility and say that my nurse is not confident in this field and that they will not be going there. This is not what the nurse signed up for, it wasnâ€™t on their resume, and it is not within their specialty so they should not have to float there.
First, I'd step in and try to help the nurse as best I can. I would go to the manager of the building myself and tell them their place is infested, ask if they have another apartment for our nurse to stay in and if we put them up in a hotel for the night if the landlord would reimburse for their stay. I would step in and help the nurse the best I can with getting a place for that night and if the apartment could be fumigated, cleaned or replaced.
First I would call the nurse and make sure she is ok, then I would contact the facility and have them extend the contract for the two weeks missed. If the nurse feels this will keep happening I would then ask the nurse if she would like to put her two weeks in and we will find a location that she can handle.
I can not see a situation where this would happen. In the above example the nurse would need to go through at least 2 weeks of credentialing and the facility and vendor would have to be the ones that inform us the necessary requirements they need. We would have also sent out a client confirmation weeks prior to the nurse starting and if there were any issues with that then we would have known long before the nurse shows up for her assignment.
For me as a recruiter I like to be as honest and transparent as possible with everything I do. One thing that always makes that easier is having that reciprocated. When everyone can operate on the same page it makes the job for both recruiter and nurse much quicker and easier. I believe something to know about being a great travel nurse is just having the ability to adapt whether its something that happens suddenly or with notice. The whole business itself is about adapting to rates, to ratios, to facilities and the market.