I'm looking for some opinions from fellow nurses, especially anyone who has been in a similar situation or has experience with nursing management. A few months ago, I transferred internally to the Emergency Department at my hospital. During the hiring process, I discussed my scheduling needs with the hiring manager because I have a young child with a serious medical condition, and childcare can be challenging. I was very upfront about the fact that I wanted to work in the ED but that night shift would not be sustainable for me long-term. Typically, nurses in this department have to complete six months after orientation before being eligible to join the waitlist for day shift. However, the hiring manager specifically agreed to place me on the day-shift waitlist immediately upon hire, rather than making me wait the usual six months. This was a significant factor in my decision to accept the position. I also have the agreement documented in emails. Unfortunately, the hiring manager left shortly after I was hired, and we now have new leadership. I recently reached out to my new manager to confirm that the original agreement would still be honored. During our conversation, I was told that my original waitlist date would NOT be honored because it "wouldn't be fair to other employees." I completely understand the importance of fairness and consistency in scheduling policies. However, I also feel that it's unfair to change an agreement that was made during the hiring process, especially when that agreement influenced my decision to accept the position. To clarify, I'm not asking to be moved to day shift immediately or to jump ahead of anyone already on the waitlist. I'm simply asking that the original date I was placed on the waitlist be honored. I also requested some flexibility with my schedule because I consistently work every Saturday and Sunday and have difficulty arranging childcare on Fridays. I asked whether an exception could be considered regarding the requirement to work every third Friday. I genuinely enjoy working in the ED and want to stay in this department. I'm not trying to create conflict with management, but I also feel like I should be able to advocate for an agreement that was made in writing. I'm torn because I don't want to start off on the wrong foot with new leadership, especially in a department where I hope to stay long-term. My questions are: Am I being unreasonable for expecting the original agreement to be honored? Is it common for new nursing leadership to disregard agreements made by previous managers? Would you escalate this to HR or higher nursing leadership, or would you let it go to avoid damaging your relationship with your manager? How would you approach this professionally without coming across as difficult? I'd really appreciate some honest perspectives from other nurses!   submitted by   /u/Pure_Conference_7422 [link]   [comments]