If you use this service you forfeit most of your legal rights as an employee.
In general, if you lie on your resume, you cannot later sue your employer claiming you were wronged. For example, if you were terminated for cause from a prior position and fail to disclose it you lose your right to sue your employer. This is called the "after-acquired evidence" theory or doctrine.
A few other examples that constitute lying:
Not putting a former employer on a resume
Making false statements about education, experience or holding professional licenses
Concealing or failing to reveal a former felony conviction, and
Extract from the Disparate treatment entry on wikipedia:
If an employer takes an adverse employment action against an employee for a discriminatory reason and later discovers a legitimate reason which it can prove would have led it to take the same action, the employer is still liable for the discrimination, but the relief that the employee can recover may be limited. McKennon v. Nashville Banner Publishing Co., 513 U.S. 352 (1995). In general, the employee is not entitled to reinstatement or front pay, and the back pay liability period is limited to the time between the occurrence of the discriminatory act and the date the misconduct justifying the job action is discovered. McKennon, 513 U.S. at 361-62.
Do you have a source on that? I'm not a lawyer, but some of that sounds at odds with other case law I've seen.
It sounds particularly ludicrous to suggest that omitting a former employer from a resume is grounds for losing legal standing for some types of claims. For example, I worked at Radio Shack and The Princeton Review in high school, and don't list those on my resume since they aren't particularly relevant to the sort of work I do now.
If I were a catbert style hr guy, I think I might start purposely seeking out this type of candidate. If everyone I hired had this type of background, firing would be easy when necessary.
There seems to be enough people willing to fudge this kind of thing that I'm sure I could dig up some adequate employees who had this weekness.
A few other examples that constitute lying: Not putting a former employer on a resume
So I'm lying on my resume if I skip college/pre college work? I guess my resume is about to be filled up with a bunch of irrelevant crap: tech support rep before college, tutoring center guy, grader, lab assistant, tutor at a different tutoring center...
What if you don't want to include a reference from a former employer because (a) they fired you; (b) they'd subjected you to psychological harassment, bullying and an attempted rape before getting to the firing part, leading to the employee having to spend three days in the hospital and I still haven't recovered fully even seven years later?
In general, if you lie on your resume, you cannot later sue your employer claiming you were wronged. For example, if you were terminated for cause from a prior position and fail to disclose it you lose your right to sue your employer. This is called the "after-acquired evidence" theory or doctrine.
A few other examples that constitute lying:
Not putting a former employer on a resume
Making false statements about education, experience or holding professional licenses
Concealing or failing to reveal a former felony conviction, and
Making up a college degree during an interview.
EDIT: Someone asked for a source. Here are two:
http://employment.findlaw.com/employment/employment-employee...
and
http://en.wikipedia.org/wiki/Disparate_treatment#After-Acqui...
Many more available from Google:
http://tinyurl.com/4972e2m
Extract from the Disparate treatment entry on wikipedia:
If an employer takes an adverse employment action against an employee for a discriminatory reason and later discovers a legitimate reason which it can prove would have led it to take the same action, the employer is still liable for the discrimination, but the relief that the employee can recover may be limited. McKennon v. Nashville Banner Publishing Co., 513 U.S. 352 (1995). In general, the employee is not entitled to reinstatement or front pay, and the back pay liability period is limited to the time between the occurrence of the discriminatory act and the date the misconduct justifying the job action is discovered. McKennon, 513 U.S. at 361-62.