Anonymous wrote:I don't even understand this lie. I assume by being home for your son you meant you were going to stop working entirely? Were you never planning to update your LinkedIn to show your new employer? Do you not do anything public-facing such that people could see you were still working?


Especially if a place is awful I would not give a reason at all.

Yes this is totally an unforced error. Really a bizarre lie on OPs part and I’d be worried she is just a compulsive liar whose fist instinct is to lie rather than tell the truth. That’s the most logical explanation for such a ridiculous unnecessary lie.

I knew a lady who quit my workplace saying she wanted to spend more time with her kid. Within 8 months she had a new job somewhere else. I quit a few months after she did and eventually joined that new employer and met up with her there. I knew even before I joined the company.

Wow. You never lie about your kid. Ever.

“Personal reasons” is sufficient.

I am floored by this. HR did not do anything wrong. If you did not want that reason repeated, it should not have come out of your mouth.

Why did you lie? You never have to give a reason. You can say "I would rather not say" and they cannot force you to say more. Learn about your rights.

Also it is seriously bad juju to lie about someone being sick. I hope you didn't curse your son.

OP, do you see the irony in this? You lied to avoid the discomfort of your colleagues/boss being rude to you for taking another job, and you are faced with a different kind of discomfort now that your lie is exposed. As a recovering people-pleaser myself, I encourage you to do some work or seek therapy to figure out why you do this and how to stop. Using your child as an excuse is just not necessary! You didn’t owe anyone at your old job a “reason” to leave. You’re an adult, who lives in a free country, who doesn’t need anyone’s permission to work or not work for a certain employer.


which honestly likely would not have happened, and if it did, then that’s just more confirmation you the right choice to leave).

Interesting you want to sue Op.

You seriously have no clue on how costly, time consuming, and messy that can be...and I'm not even understanding on what grounds.

How old are you Op?

It’s really not that big of a deal. I would just say your child will be cared for while you travel or something and then drop it.

But for next time: you don’t have to give a reason why you are leaving. You can say “to pursue new opportunities” if you feel like you must give a reason.

Make it a general practice not to lie, even white lies. I did this a lot when I was really young, and getting caught in them was uncomfortable. Like I said, this is not a huge deal, but I hope you learn from the experience.

Whenever possible, best to always stick with "I found a better opportunity that makes sense for my career path."

That was quite a lie. I wouldn’t want to hire you if I knew about it.

There are 10,000 things you can say to evade that question without lying. The fact that you would think to lie and then make up something so serious is really a bad sign.

I don't even understand this lie. I assume by being home for your son you meant you were going to stop working entirely? Were you never planning to update your LinkedIn to show your new employer? Do you not do anything public-facing such that people could see you were still working?

Especially if a place is awful I would not give a reason at all.

Hope you are a troll. What a horrible thing to lie about

Op is a shining example of everything that is wrong with society today

I actually want OP to waste time and money trying to find a lawyer. This is the type of dumb stuff that ruins your name in the industry and makes you lose friends (who wants to be friends with someone who makes up lies about their kid being so sick they have to quit their jobs?!").

Anonymous wrote:
I only told HR….thats it

Anonymous wrote:Under various federal laws, HR must keep an employee's medical and genetic information confidential and separate from their general personnel file. For instance, the ADA and FMLA require employers to store medical records related to accommodations or leave in a separate, confidential file. Similarly, GINA mandates that genetic information be kept strictly confidential and not used in hiring or employment decisions. It sounds like you disclosed to people beyond HR, making it unlikely you have a successful claim.

Lying about your kid being sick is now what PP is talking about. You're an idiot OP.