{ "media_type": "text", "post_content": "If you are asked to leave your firm (e.g., being told as a third year that it’s not working out and you should begin to look elsewhere, given a bit of a runway), does that count as being fired/terminated for the sake of future job applications? If you’re asked down the line if you’ve ever been fired, do you have to say yes? If you’re asked why you left that job, is it okay to not say you were fired but just five other reasons why you wanted a change?", "post_id": "5f25e45de56b5e001a403004", "reply_count": 6, "vote_count": 3, "bowl_id": "5df70ed2f7169f002b172d3f", "bowl_name": "Big Law", "feed_type": "bowl" }

If you are asked to leave your firm (e.g., being told as a third year that it’s not working out and you should begin to look elsewhere, given a bit of a runway), does that count as being fired/terminated for the sake of future job applications? If you’re asked down the line if you’ve ever been fired, do you have to say yes? If you’re asked why you left that job, is it okay to not say you were fired but just five other reasons why you wanted a change?

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If the firm is letting you stay until you find new employment, then you are not technically fired. You're fired when your keys are taken and you are walked out by HR. It's a work around for same result but puts you on a better position. Also, I don't recall ever being asked the question, "were you ever fired?"

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Also on the "why did you leave X firm" questions, my response was along the lines of "I didn't see myself retiring there... I was looking for a different type of work environment..."

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Thank you.

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Agree. We told an associate it wasn’t working out and gave a runway precisely because we wanted the person to be able to look for a job while still working vs having to explain that the person was fired. The person found a job quickly (pre-covid) - we don’t know what the person told the new firm and don’t really care.

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Interested in your thoughts here - if you told an 6+ associate in September to look elsewhere (without giving them notice owing to difficult market conditions to find another job quickly) but they had billed 2000+ hours and were otherwise eligible for an end of year bonus, would that typically be paid out to that associate? Would it be reasonable for that associate to agree to leave by end of year with that bonus included in "termination pay", rather than dragging out their exit into next year (looks bad for firm and associate)?

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I think it depends on why we told the person to look. Your scenario sounds like a good attorney where perhaps there’s no room for partnership so person needs to move on. Yes I’d give a bonus. If the person wasn’t good and we were really firing the person for cause, no bonus.

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Changed my company but it didn't update!

Post for likes! 😤

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Part of the crowd. The briefcase doesn't show in post details though.

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Ah now it did.

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