No. of Recommendations: 6
If they actually want him for the job, it won't matter what he says. If they disqualify him for it, then it's their loss and they are not a good company for which to work. Frankly, the fact that they ask the question makes me question their ethics and integrity.

I would say he should list the jobs from which he was terminated (I have been terminated from all my contracts, only once for made-up cause, the other times for perfectly legitimate reasons about which I have no embarrassment or shame) but spin the reasons why.

In the first case, say he was terminated after they ran out of work for him to do. In the second case, a piece of equipment failed on his watch and he was blamed. Don't offer any additional details. If pressed, simply say that the details of his separation are confidential with that employer and he expects they will understand that he would treat this company's non-disclosure policies with the same degree of respect.

DS is not obligated in any way to reveal his medical history, and the employer is not allowed to ask his medical history. If DS decides to be upfront with his issues, then he can say, without alluding to his firings that he realized he needed help and went out to get it, painting a picture of responsibility, self-awareness and maturity.

Who notes most companies have policies prohibiting the disclosure of the terms of separation for employees for legal reasons, so it is unlikely this company will be contacting them to verify stories...
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