I enjoyed your column about how to handle a termination, http://www.cheapfendibags.net - http://www.cheapfendibags.net - Gucci Hobo Bags .However, it only scratches the surface of my "soap opera"termination story. I was fired in retaliation to my being a witnessin a sexual harassment investigation. Of course, I was givenanother reason for my termination. The situation ended up infederal court, where my employer gave up. Now, here's my problem:Some interviewers want to know the reason given by my employer formy termination. To me, it's a moot point, since it was a lie.- DonJ.T.: I know the reason for termination feels like a moot point,but not wanting to share the reason in interviews can bemisperceived as having something to hide. So, I think you should behonest and explain just what transpired.DALE: Timeout, http://www.cheapnewsandals.com - http://www.cheapnewsandals.com - ysl pumps . There are phrases that, when uttered in aninterview, http://www.womenshandbaghotsale.com - http://www.womenshandbaghotsale.com - Marc By Marc Jacobs Bags sale , cause a hiring manager's brain to freeze. On that listare "sexual harassment," "lawsuit," "federal court" and "employerlie." Put all four in one story, and the interviewer will hearnothing that comes after. Don could go on to mention that he won aPulitzer and a Nobel Peace Prize, and it won't matter. Gameover.J.T.: Not if handled well. I'd say something like: "My formeremployer claimed I was let go for ______. I must tell you how muchthat bothered me, because not only was it false, but moreimportantly, it was hard to have a personal attack on myprofessional skills as a result of standing up for an employee whowas being harassed. I never in a million years dreamed I would bepart of a saga like this, and until you experience it, you justnever realize how hard it is to stay true to yourself and do theright thing, but I did and it's over. I'm just looking forward tofinding a new job and enjoying work again."DALE: That's a lot of self-congratulation thrown in, but goahead and try it, Don. When it doesn't work, next time I'd tryskipping the saga and just say: "My employer and I disagreed on anethical issue and we parted ways. Even so, I learned a lot whilethere, such as ��" And then you're back to being upbeat andpositive. If they happen to press you on the ethical issue, justsay that you were a witness to an employee being mistreated, andthe company let you go as part of a coverup.J.T.: I hope you won't get to experiment with that version,because I hope being candid works for you. There are employers whowill respect you for what you've done. However, I will agree withDale on this much: Don't let yourself get bogged down in detailsabout your old problems. Move the story along, and you'll move yourcareer along, too.I am a nurse working at a nursing home. The new administratorhas developed a new policy where the nurses (who have every otherweekend off) will be required to sign up for a 24-hour shift to be"on call, http://www.classichandbagshop.com - http://www.classichandbagshop.com - Michael Kors Cross Body ." No mention of reimbursement of any kind has beenoffered.- MeganJ.T.: I did some checking and learned that some places offerminimal stand-by pay for being on call (such as $2/hour), then paytime and a half if you get called in. I suggest gently inquiring ofthe new administrator if there is any compensation coming. However,if it wasn't mentioned when rolling out the new policy, my thoughtis that you won't be seeing any additional pay.DALE: Moreover, given the shortage of nurses, I suspect thatmanagement would not risk alienating nurses unless it was facingfinancial shortfalls, which may mean further squeezing. So it'sprobably a good time to test the job market (perhaps by talkingwith a local staffing firm), http://www.guesswholesaler.com - http://www.guesswholesaler.com - Guess Wallets . You'll find out what other places doabout the on-call policies/pay, and you'll soon determine if you'dbe better off somewhere new.Jeanine "J.T." Tanner O'Donnell is a professional developmentspecialist and founder of the consulting firm jtodonnell.com. Dale Dauten's latestbook is "(Great) Employees Only: How Gifted Bosses Hire and De-HireTheir Way to Success" (John Wiley & Sons). Visit them atjtanddale.com, where you cansend questions via e-mail, http://www.handbagcheapest.com - http://www.handbagcheapest.com - Marc Jacobs Purses , or write to them in care of KingFeatures Syndicate, 300 W. 57th St., 15th Floor, New York, NY.
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