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Resigning avoids "fired" disclosure. Check state laws. Get references, frame departure as position elimination, contact unemployment/temp agencies, and secure owed benefits.
If you resign, you are not obligated to disclose to future employers that you were terminated. Many companies have policies that restrict them from sharing details about your employment, beyond confirming dates of employment. However, it's worth checking if there are state laws that apply to this as well.
Here are a few suggestions to consider:
Seek a personal reference. If you had a good working relationship with a colleague (not in HR or senior management), ask them to write a reference letter on your behalf. Avoid requesting it on company letterhead, as that could create issues.
Frame your departure strategically. On job applications, you can state that your position was eliminated. While this may not be an exact reflection of what happened, it is a reasonable and widely accepted explanation.
Take proactive steps. Start by contacting your local unemployment office—many now offer faster services online. Next, reach out to temp agencies. A temporary position could lead to full-time employment, and even a short-term assignment helps prevent a gap in your resume.
Consider the financial aspect. While fighting your termination is an option, if the company no longer wants you, returning may not be ideal. However, ensure you receive any owed benefits, such as unused vacation pay. For example, I once resigned from a job and gave two weeks' notice, but my employer told me to leave immediately. I had just become eligible for another week of paid vacation, which they refused to compensate. I took the case to the labor board and won by default when the company failed to appear for the hearing.
By taking these steps, you can move forward strategically and minimize the impact of your termination on future job opportunities.
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