Human Resource Blog

Quit vs. Fired in California

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How can an employee find out their termination status in California?

The question seems to be , “How can I find out if I’m listed as ‘quit’ or ‘fired’ on the company payroll records?”

There’s really only one way for an employee to uncover this information. The employee needs to call the old employer and inquire. If that seems an uncomfortable choice, he or she might try contacting the firm’s Human Resources department. Remember that calling is the same method prospective employers use. The state agency that offers unemployment benefits also obtains this information from the employer, either by phone or in writing.

If an employee wishes to be listed as “quit” rather than “fired” in the future, it might be best to give an employer a letter of resignation. It’s important also to give the employer two weeks’ notice. The law does not require it, but prospective employers will be more favorably disposed to hire someone who has done so.

Also, when going in for a job interview, it’s good strategy to avoid making negative comments about the former company, co-workers, or supervisor. It will sound as if the employee has trouble getting along in the workplace.

Sometimes it’s actually good to be listed as “fired,” at least if the employee is applying for unemployment compensation. Normally, an employee who quits doesn’t qualify for the benefits, but sometimes an employee may if they’ve been fired. Remember, there are exceptions to this rule. Please feel free to post any other questions about this, and include the state you work in.

Workers are often apprehensive about admitting to a prospective employer that they were fired from their last job. But remember, according to one expert, 77% of all employees have been fired from a job at some point. Very often, it does not even come up in the interview with the Human Resources professional. That’s particularly true if it has been some time since you’ve last worked.

There are some circumstances where having been fired can be very important. If a worker was fired for “gross misconduct,” for example, that will play a key part in the decision to hire or not to hire. “Gross misconduct” is usually something serious like hitting a coworker or stealing from the company. JH