u/Efficient-Coffee-258

I’m currently working with Purdue Global financial aid and I’m getting concerning and frustrating information for my BS in IT (Excel Track). I was to point out I am relying on my maximum Pell grant I was given and out of pocket for remaining cost.

The advisor told me:

• If I start with only 6 credits, my out-of-pocket would be around $1,300–$1,600 this term.

• I am scheduled to go full-time (15 credits), it should drop to $400–$800 per term according to what she told me.

• They suggested starting with 6 credits, knocking out 18–24 credits in the first term, and then they would “reach back to FAFSA/Pell Grant” after the term ends to get more aid to lower my remaining out of pocket.

However, when I said I want to start with 15 credits (because I can handle the load), the system is still showing $1,600+ out-of-pocket. I am starting to feel like I’m being misinformed or misled in a way due to her saying they’ll “reach out to FAFSA” for more Pell Grant once the term is done if I took more credits if I started with 6 credits, but I’m getting the strong feeling this is misleading sales talk. I plan to graduate by the end of the year with my remaining courses if my transfer is evaluated correctly in my favor.

On top of that, my transfer evaluation still isn’t finished, so the degree plan is showing I won’t graduate until 2030 even though I should be transferring in a lot of credits from former college which I estimated around 63% including from Sophia) maximizing me to stop at 75% cap. ( this is based on my calculations, so not official)

Has anyone else experienced this with Purdue Global?? Am I being misled about the Pell Grant adjustment after the first term?
Any advice on pushing for a completed transfer evaluation, getting accurate COA numbers before enrolling, or whether I should start with 15 credits anyway and it’ll be corrected .

TL;DR:
Finance person gave me optimistic numbers for full-time (15 credits) but system still shows $1600+ out-of-pocket. Transfer evaluation isn’t done, so plan shows graduation in 2030. Feeling misled about Pell Grant adjustments and COA. Anyone else experience this with Purdue Global?

I work as an unarmed guard and have had ongoing scheduling/transportation issues for a while amongst facing retaliatory/discriminatory concern involving eeoc. I repeatedly requested in writing a Monday–Friday 2pm–10pm schedule in my current role and provided proof that other employees in the same role already work similar schedules.

Management eventually offered me a transfer that would supposedly give me that schedule.

The offer states:
- same pay,
- same classification,
- Monday–Friday 2pm–10pm,
- effective “May 29, 2026 or sooner depending on availability of backfill.”

However, the actual post orders for that position include weighmaster/scalehouse duties such as:
- weighing trucks,
- axle-by-axle weighing,
- scale documentation,
- live haul scale operations.

I only had about one day of exposure/training for those duties, and I also have emails acknowledging I was not fully trained for them.

The transfer also was not immediately available because management said staffing/backfill still had to be handled first.

My questions:

1. Would unemployment likely consider this “suitable work” even if the duties differ from my normal unarmed guard duties?
2. Does the delayed/conditional start date matter as job offered if it’s not available at the given time?
3. If I eventually resign after trying to preserve my current role, how much weight would unemployment likely give this transfer offer?

TL;DR:
Employer offered me a delayed transfer with different duties after repeated schedule issues. I’m trying to understand how unemployment would likely view the offer regarding suitable work.

I filed an EEOC charge a few weeks ago against my employer. The charge is now in the Investigation phase after the company declined/ignored early mediation (I signed the mediation agreement the same day it was offered).

-Discriminated of protected status

Quick Background / Timeline (6+ months of issues):

• Hired for a consistent Monday-Friday 40-hour schedule.

• Scheduling quickly became unstable. I was the only one repeatedly forced onto weekend shifts (often working 6-8 consecutive days) while junior employees and others with less seniority had their requested days and preferences honored.

• I raised concerns multiple times with my branch manager about fair rotation, transportation limitations (protected medical-related issue), and exhaustion from overwork. He initially acknowledged my situation and promised a more stable weekday schedule, but it never materialized.

• On weekends I am required to perform higher-paid duties while being coded and paid at the regular/lower rate. I have written admission from management that this work is paid at the higher rate on weekdays, but they refuse to apply it on weekends. I was told to stop asking about the higher pay yet still required to perform the duties. They pay others the correct pay when doing it- just not on weekends.

When I escalated these issues internally, things got worse:

• I received a Final Written Warning shortly after going above my manager to report that I felt targeted due to my gender for something many employees do without issue. (Which I did repeatedly over the 6 months she ignored)

• Regional HR provided false information during the internal investigation, co-signed and allowed a write-up that misgendered me (which they refused to fix).

• There appears to have been a confidentiality breach when my protected concerns were discussed with others.

• They claimed certain conversations never happened, even though I have them in writing via text. I also have audio recordings (legal in my state as one-party consent).

+ MORE it’s so detailed out that I don’t want to list everything I have.

I prepared heavily before filing so I could rebut their expected defenses by first seeking internal resolution. Now we’re in the investigation phase awaiting their Position Statement.

I have strong documentation: full text message threads, comparator schedules, paystubs, handbook excerpts, post orders, emails, and audio recordings.

PSA: I am already aware of their defense due to seeking internal resolve and not saying I’ll win-but it’s not looking good for them.

I’m nervous because this is my first EEOC case and I know it can be a long process. What should I expect ? Will cause be found ?