Hello, I am a professional here to assist you. I appreciate your use of this service.

So the issue is the actual date of a resignation. That would be evidenced by the date you indicated in writing or verbally that you would no longer work for the employer.

Hello

You indicate a change in status. What type of document or record are you referring to in this question? Are these the employer's internal records?

If so, there is nothing one can do about an inaccuracy in an employer's records. If the employer reports inaccurate information to an agency or other employer, the employee would need to present evidence of when they actually resigned.

That would typically be in the form of a letter of resignation.

What is this "list?"

Are you still with me?

I appreciate the follow-up.

Fraud requires intent.

Did you submit a notice that you would resign and the date?

I will await your response. I will be checking one issue. One second and I'll be back

i am back

So it would appear that the list is only an internal document belonging to the employer.

Were you terminated?

I see

In such a situation, fraud would not be an issue. Any prosecution for criminal fraud requires the prosector to prove fraudulent intent beyond a reseasonable doubt.

A review of work records, such as you calling in, would support your position that you beleived you were employed.

Does that make sense?

I see.

As to "can she do that" an employer can amend their own records.

This is not unusual where an employee is out on leave. Here, even more so due to the informal leave arrangement.

Normally, for proof of employment pay stubs are required as well in the loan application process.

I hope that you will be so kind as to leave a positive rating, otherwise I receive no credit for assisting you.

I appreciate the follow-up.

As to whether such records can be changed, I think you are asking what the law says about such issues.

Where there is such a lose employment status, nothing prohibits a change to an employment end date. In reality, it may not have any impact if the employee has evidence of employment past that date.

Are you asking if you can force the employer to change the employment end date?

I see.

There is no means under the law to force an employer to alter their own records. An employee is free to tell potential employers the real end of employment date and would probably need to show some proof should the discrepancy become an issue. Normally an explanation of the situation would occur. This happens sometimes when employees are terminated while on leave and the issue is address with an explanation, where needed, on an employment application.

An employee typically has a right to see their employment file. As to differences in opinion over the last date of employment, an employee has no say. An employee can do nothing if an employer amends their employment record. As to supplying information to potential employers, employer's are typically immune from civil liabilty in supplying such information so long as it was not provided in bad faith.

I see. The secretary may or may not restate her allegation that the records were altered.

If the issue becomes important as to benefits, it may be able to be challenged in that context.

For example, the date of loss of benefits may be important as to eligibility for continued coverage under COBRA.

An employer can have a difference of opinion as to the end of employment but cannot intentionally alter records in a fraudulent manner. Altering records to deny an employee some benefit may be considered fraud or may violate a federal law regarding benefits, but that would depend on the benefits involved.

I hope the information provided gave you some clarity in regards XX XXXXX situations.

Good plan

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Thank you as well