I enjoyed your column about how to handle a termination. However, it only scratches the surface of my "soap opera" termination story. I was fired in retaliation to my being a witness in a sexual harassment investigation. Of course, I was given another reason for my termination. The situation ended up in federal court, where my employer gave up. Now, here's my problem: Some interviewers want to know the reason given by my employer for my termination. To me, it's a moot point, since it was a lie. -- Don

J.T.: I know that the reason for termination feels like a moot point, but not wanting to share the reason in interviews can be misperceived as having something to hide. So, I think you should be honest and explain just what transpired.

DALE: Timeout. There are phrases that, when uttered in an interview, cause a hiring manager's brain to freeze. On that list are "sexual harassment," "lawsuit," "federal court" and "employer lie." Put all four in one story, and the interviewer will hear nothing that comes after. Don could go on to mention that he won a Pulitzer and a Nobel Peace Prize, and it won't matter. Game over.

J.T.: Not if handled well. I'd say something like: "My former employer claimed I was let go for ______. I must tell you how much that bothered me, because not only was it false, but more importantly, it was hard to have a personal attack on my professional skills as a result of standing up for an employee who was being harassed. I never in a million years dreamed I would be part of a saga like this, and until you experience it, you just never realize how hard it is to stay true to yourself and do the right thing, but I did and it's over. I'm just looking forward to finding a new job and enjoying work again."

DALE: That's a lot of self- congratulation thrown in, but go ahead and try it, Don. When it doesn't work, next time I'd try skipping the saga and just say: "My employer and I disagreed on an ethical issue and we parted ways. Even so, I learned a lot while there, such as ..." And then you're back to being upbeat and positive. If they happen to press you on the ethical issue, just say that you were a witness to an employee being mistreated, and the 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 who will respect you for what you've done. However, I will agree with Dale on this much: Don't let yourself get bogged down in details about your old problems. Move the story along, and you'll move your career along, too.

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I am a nurse working at a nursing home. The new administrator has developed a new policy where the nurses (who have every other weekend off) will be required to sign up for a 24-hour shift to be "on call." No mention of reimbursement of any kind has been offered. -- Megan

J.T.: I did some checking and learned that some places offer minimal stand-by pay for being on call (such as $2/hour), then pay time and a half if you get called in. I suggest gently inquiring of the new administrator if there is any compensation coming. However, if it wasn't mentioned when rolling out the new policy, my thought is that you won't be seeing any additional pay.

DALE: Moreover, given the shortage of nurses, I suspect that management would not risk alienating nurses unless it was facing financial shortfalls, which may mean further squeezing. So it's probably a good time to test the job market (perhaps by talking with a local staffing firm). You'll find out what other places do about the on-call policies/pay, and you'll soon determine if you'd be better off somewhere new.

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