What is the name of your state? RI
I was recently terminated from a nonprofit group home for children in state care. Over the 1.5y I worked there I discovered several unethical (drinking on the job, salaried employee paying self extra $ or taking \'comp time\') practices. I brought this to the attention of the Ex. Dir. who seemed very surprised about how far off the program was from its mission. Since I was responsible for writing care plans for the children in our care I felt ethically responsible to identify barriers to recovery and success. After 2 quarterly reviews I realized the program was not providing the services it was contracted to provide. A new Ex. Dir. was hired and was perpetuating the dysfunction which impacted the kids in care. Expressing this concern to my new boss got me fired. Mismanagement continues. What can I do?
Furthermore, I was given a memo from the acting ED identifying more than 10 things that she said were 'unsatisfactory'. When we discussed the items, she acknowledged that many were untrue, several were really program issues, and the tone of the memo was hostile (she apologized). About 2 weeks prior to receiving this libelous memo I had spoken to a Board Member (in confidence?) and suggested that I was considering applying for the position of ED and asked why the position had not been advertised as we had been told it would be. The Board Member made excuses and assured me that as a member of the 'Personnel Subcommittee' he would expedite this. Now, up until this date of the memo the acting ED had been assuring me that she felt that my position should be full time and for months said she'd bring it up at the next board meeting. Within a week of receiving the hostile and inaccurate memo I was terminated and made to leave the premises. The made it very difficult for me to retrieve my personal belongings and files (non client related research). After about a month I ran into some of the residents and they told me that when asked where I was the Mgt. stated that she didn't know - I just left. Implying to these youth that I abandoned them. As their clinician, this has the potential to have a significant negative impact and not allowing for proper termination of treatment interfered with my ability to perform my professional and ethical responsibilities.
It was good that I got the time off b/c I made a doctor's appointment where I learned that I had Shingles (a stress related illness). A few months prior I had been diagnosed with an infection in my lymph nodes (lymphocytes are affected by stress). Most of my stress at work had nothing to do with my clients, or their circumstances. While I empathize with them and built good therapeutic relationships, my work with these girls was rewarding and fulfilling. What caused me the most stress was a) the ED kept changing the hours I could do individual sessions so I had to keep revising my schedule and b) the ED kept adding responsibilities to my position without increasing my hours and c) ineffectual programming and lack of policies and procedures, compounded by no system of accountability was affecting the well being of the children.
There are lots of issues here, but I'm afraid that the violation of moral ethics and responsibilities are not addressable in the legal system. Does this mean their is no hope for the agency or the children?
Your feedback is greatly appreciated.
ps - The agency was unable to provide me with a reason for termination other than "I don't think you're the right person for this position". I was awarded UE benefits and they said the reason the program gave for my termination was that I "was unable to perform my responsibilities" - although there is not one item in my job description that I did not perform.
I was recently terminated from a nonprofit group home for children in state care. Over the 1.5y I worked there I discovered several unethical (drinking on the job, salaried employee paying self extra $ or taking \'comp time\') practices. I brought this to the attention of the Ex. Dir. who seemed very surprised about how far off the program was from its mission. Since I was responsible for writing care plans for the children in our care I felt ethically responsible to identify barriers to recovery and success. After 2 quarterly reviews I realized the program was not providing the services it was contracted to provide. A new Ex. Dir. was hired and was perpetuating the dysfunction which impacted the kids in care. Expressing this concern to my new boss got me fired. Mismanagement continues. What can I do?
Furthermore, I was given a memo from the acting ED identifying more than 10 things that she said were 'unsatisfactory'. When we discussed the items, she acknowledged that many were untrue, several were really program issues, and the tone of the memo was hostile (she apologized). About 2 weeks prior to receiving this libelous memo I had spoken to a Board Member (in confidence?) and suggested that I was considering applying for the position of ED and asked why the position had not been advertised as we had been told it would be. The Board Member made excuses and assured me that as a member of the 'Personnel Subcommittee' he would expedite this. Now, up until this date of the memo the acting ED had been assuring me that she felt that my position should be full time and for months said she'd bring it up at the next board meeting. Within a week of receiving the hostile and inaccurate memo I was terminated and made to leave the premises. The made it very difficult for me to retrieve my personal belongings and files (non client related research). After about a month I ran into some of the residents and they told me that when asked where I was the Mgt. stated that she didn't know - I just left. Implying to these youth that I abandoned them. As their clinician, this has the potential to have a significant negative impact and not allowing for proper termination of treatment interfered with my ability to perform my professional and ethical responsibilities.
It was good that I got the time off b/c I made a doctor's appointment where I learned that I had Shingles (a stress related illness). A few months prior I had been diagnosed with an infection in my lymph nodes (lymphocytes are affected by stress). Most of my stress at work had nothing to do with my clients, or their circumstances. While I empathize with them and built good therapeutic relationships, my work with these girls was rewarding and fulfilling. What caused me the most stress was a) the ED kept changing the hours I could do individual sessions so I had to keep revising my schedule and b) the ED kept adding responsibilities to my position without increasing my hours and c) ineffectual programming and lack of policies and procedures, compounded by no system of accountability was affecting the well being of the children.
There are lots of issues here, but I'm afraid that the violation of moral ethics and responsibilities are not addressable in the legal system. Does this mean their is no hope for the agency or the children?
Your feedback is greatly appreciated.
ps - The agency was unable to provide me with a reason for termination other than "I don't think you're the right person for this position". I was awarded UE benefits and they said the reason the program gave for my termination was that I "was unable to perform my responsibilities" - although there is not one item in my job description that I did not perform.
Last edited:
