Recently, I ran into a situation that I would like your opinion on. After placing a therapist with an important client in Connecticut, I learned that the traveler had a list of dates that they needed off. Travel therapy jobs are out there for specific reasons. But what it comes down to is, they all need coverage.

When a physical therapist needs to take a week off in the middle of an assignment, it puts the facility in a tough spot. They are already hiring the traveler to cover for someone else in most cases. So, what I try to do is plan in advance for that week, or more, off. In most cases the traveler can take a vacation/break in between assignments while keeping benefit coverage! My client felt I was not being honest during the submittal process in order to secure the deal.

We managed to work through the time off that the therapist needed. My goal is to get the word out there: if time off is needed, though it could possibly hurt your chances of actually getting the assignment, it is better to know dates off upfront.

Do you keep your recruiter updated on your time off? What do you think is the best way to manage this through the submittal or interview process?

Joseph is a Allied Healthcare Recruiter with Cirrus Allied.  Let us know if we can help you out with your next assignment, even if time off is needed…everyone needs a break at some point, right?

Sally Traveler works on contract at a facility that does not permit overtime.  Sally doesn't really work overtime; however, she clocks in 20 minutes early and doesn't clock out until after she collects her lunch container, jacket and says goodbye to all in the unit.  That leaves Sally about 2.5 hours of overtime weekly.  The traveler is required by law to be paid for overtime.  The client facility will not approve the overtime because Sally is clocking in early and out late while not working during the early/late times.  Sally is confronted by her recruiter, but states, "I will report you to the Labor Board if you do not pay me.  I can do what I please because my skill sets are in demand and I'll just go to another firm since you don't appreciate me."  The firm cannot bill for hours of overtime.  They already are making less on the contract because they are paying the traveler more than what was originally affordable for the company.  This means the company is loosing more money because they are now eating overtime that cannot be billed.  What should the company do?  If you were the recruiter, would you work with this candidate again?  If you were the traveler, would you remain at this organization?

Some say it’s an ethical decision, others say it’s factual.  We’re talking about a “Double Submittal” (that’s staffing firm talk for a client facility receiving your resume/profile from more than one staffing firm).  Which firm gets credit for the candidate?  Who gets the job?  Who actually benefits?