u/Middle_Patience_6245

Hey everyone, looking for a reality check here.

I’m entering my senior year as an Electrical Engineering major. I’ve been interning at a power/infrastructure engineering company this summer.

Going into the fall, the original understanding was that I would be able to transition to working remotely so I could complete my final year of school on schedule.

My manager just completely backtracked on that decision. He claimed that working remotely "wouldn't be fair to other employees" and is now pushing me to take a full gap year from university to stay on-site.

On top of asking me to delay my degree:
They are capping my hours at under 30/week (part-time).
The pay is around $20/hr, which requires an out-of-state commute every day.

The work I'm being asked to cover is well above typical intern scope.

I’m definitely prioritizing finishing my degree on time. My main question for the sub: Is it normal for co-op/internship managers to pull a bait-and-switch on remote work and expect students to pause their entire degree for low-pay, part-time hours?
How would you handle stepping away professionally in this situation without burning bridges unnecessarily?

Hey everyone, looking for a reality check here.
I’m entering my senior year as an Electrical Engineering major. I’ve been interning at a power/infrastructure engineering company this summer. Going into the fall, the original understanding was that I would be able to transition to working remotely so I could complete my final year of school on schedule.

My manager just completely backtracked on that decision. He claimed that working remotely "wouldn't be fair to other employees" and is now pushing me to take a full gap year from university to stay on-site.

On top of asking me to delay my degree:
They are capping my hours at under 30/week (part-time).
The pay is around $20/hr, which requires an out-of-state commute every day.
The work I'm being asked to cover is well above typical intern scope.

I’m definitely prioritizing finishing my degree on time. My main question for the sub: Is it normal for co-op/internship managers to pull a bait-and-switch on remote work and expect students to pause their entire degree for low-pay, part-time hours?

How would you handle stepping away professionally in this situation without burning bridges unnecessarily?

When tf are we getting more projects? Project T ended 2 weeks ago and I’m pissed because I only got 2.5 weeks out of it.

Why did Project T end? I only got a good two weeks on the project before it ended.

I’m currently in a pre-trial diversion program, ARD from an out of state situation that happened in 2024. I got placed in ARD January 2026, but the charges won’t be dropped & record won’t be expunged until January 2027. One of the charges is simple assault and the other was hazing. I’ve got a couple job offers in operations/project management (construction industry), and HR internships.

FYI: ARD is a pre-trial diversion program. Non-conviction, no guilty plea. And can only be accepted by the DA and if the charges were considered non-violent (which I qualified bc my charges are misdemeanors).

My worry is getting my offers rescinded too soon and HR defaulting on “at-will” employment, rather than waiting until I get into the Pre-Adverse Action stage to explain.

Thoughts of when’s the best time to reveal?

Currently in a pre-trial diversion program (non-violent, non conviction). I feel it will be difficult to get employment through second-chance employers because record is in a grey-area (record won’t be expunged & charges won’t be dropped until January 2027, and my charges are on hold till then). I say that because second-chance employment is for people who have been convicted and I won’t be.

Thoughts?

Quick background for context: Following an incident in 2024 involving a campus hazing investigation, I was charged with misdemeanor simple assault. Recognizing my full cooperation, clean background, and status as a low-risk individual, the District Attorney granted me entry into the state's Accelerated Rehabilitative Disposition (ARD) pre-trial diversion program, which offers a path to complete expungement by January 2027. While the state judicially classifies this non-conviction docket as non-violent and completely compliant, corporate legal departments at major companies continue to trigger automated risk-matrix exclusions over the pending misdemeanor charge, resulting in several rescinded job offers despite strong professional and academic recommendations.

The biggest issue I acknowledge is that even though I’ve done lots of steps to take accountability and change things, truly am remorseful and want to become a better person, it’s only been 2 years, and I still have 7 months until it’s expunged.

Does anyone have a solid template or script for a Pre-Adverse Action response statement that actually works for ARD/diversion status?

How do you best phrase the explanation that the DA reviewed the file, granted prosecutorial discretion, and deemed you low-risk, without over-explaining the original 2024 incident?

I need advice from HR professionals who have successfully cleared candidates with a pre-trial diversion program status, specifically for a non-violent misdemeanor (simple assault).

A pre-trial diversion program means no conviction, no guilty plea, and no adjudication of guilt has been entered at any point. The case is essentially held in suspension while the candidate completes program requirements. Upon successful completion the charges are dismissed and expunged, legally as if they never happened.

Do I disclose once I get the offer, but prior to the background check being completed?

What are your best tips for a candidate to save their job offer once this flag comes up on a background check? Legally, Simple assault in most jurisdictions is classified as a misdemeanor rather than a felony specifically because it does not involve serious bodily injury, use of a weapon, or aggravated circumstances. But, I know the word "assault" still alarms recruiters.

How should a candidate proactively explain their diversion status to show accountability, and what documentation (like a program enrollment verification or character references) carries the most weight with compliance teams?

I want to present this cleanly and professionally to risk management to prove it doesn't impact job performance or workplace safety. Any insight on how to successfully navigate this conversation with HR would be incredibly helpful.

More context: two years since the situation, but record won’t be expunged until January 2027. This is the only thing on my background check, nothing else.

Hey everyone,
I’m looking for some technical legal insight and procedural advice from HR compliance specialists, employment attorneys, or anyone familiar with current EEOC adjudication trends.
The Context:
I live and apply for jobs in Maryland, but have a pending, non-conviction legal matter in Pennsylvania. I recently secured a W2 engineering internship offer at a major healthcare/research institution. I have excellent luck securing interviews and offers due to my technical background (including a defense contractor internship and a 3.5 GPA in engineering), but I keep losing them at the background check stage.
The background screening flagged an out-of-state misdemeanor docket (Simple Assault/Hazing) from a campus student organization incident back in 2024. I was never arrested; I was summoned to court and released on my own recognizance (ROR). It is critical to note that the organization itself was charged with "conspiracy to organized hazing" and pleaded guilty—not me.
The Legal Status:
In January 2026, I officially enrolled in Pennsylvania's ARD (Accelerated Rehabilitative Disposition) program. I am in perfect compliance, have no travel restrictions, no probation officer, and minimal community service. In January 2027 (about 7 months from now), the charges will be legally dismissed and fully expunged.
Under PA law, ARD is a pre-trial diversion; it is legally not a conviction. I have entered no plea of guilt, and I am legally innocent. On my job applications, I truthfully state I have no convictions. Furthermore, I fully cooperated with law enforcement from day one, and the District Attorney explicitly noted my full cooperation on the record, even providing an official letter stating I am in complete compliance. Additionally, all court costs were fully paid and community service was completed prior to the pulling of this background check.
The Individualized Assessment Packet:
The employer conducted a formal Individualized Assessment. Because I wanted to show overwhelming evidence of rehabilitation and capability, I submitted a massive mitigation packet including:
Reference letters from 2 different internships (the defense contractor and the Ivy League school).
Letters of recommendation from a professor at my previous institution and a professor at my current institution.
Proof that I finished the semester with a 3.5 GPA at my current university (after transferring with a 3.7 GPA).
Proof that I was actively, successfully employed doing the exact same type of engineering/technical work at a similar job at the very time the offer letter was extended.
The Corporate Pivot:
After reading my mitigation response, the HR personnel explicitly noted my response as “thoughtful” and stated they were “looking forward to giving me an update.” The engineering team supervisor even emailed me personally, stating he couldn't wait to meet me and have me join the team.
However, the moment the HR representative reached out to corporate legal counsel for a final sign-off, the institutional risk matrix took over. The legal department stepped in, completely overrode the hiring team, and rescinded the offer letter with zero explanation.
I filed a charge with the EEOC under Title VII, arguing that a blanket rejection based on an active, non-conviction pre-trial diversion constitutes a discriminatory barrier. However, because of Executive Order 14281, which explicitly directs federal enforcement agencies to deprioritize the enforcement of disparate impact claims, the EEOC declined to investigate the systemic impact of their background check policies. They promptly closed the file and issued me a Notice of Right to Sue.
My Questions for the Community:
1 Leveraging the Right to Sue Letter: Since the EEOC's dismissal was procedural due to the current administration's deprioritization of disparate impact enforcement rather than a ruling on the merits of my case, does this Right to Sue letter hold real weight with a private employment attorney, especially since I can prove the HR and engineering teams actively wanted to hire me until legal stepped in?
2 Defeating the "Individualized Assessment" Defense: If an employer uses a formal "Individualized Assessment" as a shield, but their legal counsel completely ignores an ironclad packet of rehabilitation evidence (DA letters, paid fines, 4 references, top tier academic standing, and active identical employment) to issue a blanket rejection anyway, is that assessment legally considered "performative" or a sham under Title VII?
3 Disparate Treatment Angle: Since the federal disparate impact route is effectively blocked for agency investigation, does an employer's legal counsel overriding a business-necessity hiring decision based on an active, open diversion docket (where no guilt is admitted) cross into Disparate Treatment if they routinely clear candidates with other open civil, financial, or legal matters?
4 The Disclosure Loophole: Am I legally shooting myself in the foot by staying silent on applications because ARD is a non-conviction, only to trigger their corporate legal department later? Given that I have 7 months left until total expungement, should I start disclosing this active diversion upfront during the phone screen, or will that just guarantee an immediate rejection?
I’ve done everything right on my end to pivot, take accountability, and rebuild my life, but I feel completely stuck in a legal grey area between corporate legal policies and my actual status as a non-convicted person. I would appreciate any insight on how to handle this Right to Sue or navigate the next 7 months of job hunting. Thank you.

Hey everyone,
I’m looking for some technical legal insight and procedural advice from HR compliance specialists, employment attorneys, or anyone familiar with current EEOC adjudication trends.

The Context:
I live and apply for jobs in Maryland, but have a pending, non-conviction legal matter in Pennsylvania. I recently secured a W2 engineering internship offer at a major healthcare/research institution. I have excellent luck securing interviews and offers due to my technical background (including a defense contractor internship and a 3.5 GPA in engineering), but I keep losing them at the background check stage.

The background screening flagged an out-of-state misdemeanor docket (Simple Assault/Hazing) from a campus student organization incident back in 2024. I was never arrested; I was summoned to court and released on my own recognizance (ROR). It is critical to note that the organization itself was charged with "conspiracy to organized hazing" and pleaded guilty—not me.

The Legal Status:
In January 2026, I officially enrolled in Pennsylvania's ARD (Accelerated Rehabilitative Disposition) program. I am in perfect compliance, have no travel restrictions, no probation officer, and minimal community service. In January 2027 (about 7 months from now), the charges will be legally dismissed and fully expunged.
Under PA law, ARD is a pre-trial diversion; it is legally not a conviction. I have entered no plea of guilt, and I am legally innocent. On my job applications, I truthfully state I have no convictions. Furthermore, I fully cooperated with law enforcement from day one, and the District Attorney explicitly noted my full cooperation on the record, even providing an official letter stating I am in complete compliance. Additionally, all court costs were fully paid and community service was completed prior to the pulling of this background check.

The Individualized Assessment Packet:
The employer conducted a formal Individualized Assessment. Because I wanted to show overwhelming evidence of rehabilitation and capability, I submitted a massive mitigation packet including:

1. Reference letters from 2 different internships (the defense contractor and the Ivy League school).
2. Letters of recommendation from a professor at my previous institution and a professor at my current institution.
3. Proof that I finished the semester with a 3.5 GPA at my current university (after transferring with a 3.7 GPA).
4. Proof that I was actively, successfully employed doing the exact same type of engineering/technical work at a similar job at the very time the offer letter was extended.

The Corporate Pivot:
After reading my mitigation response, the HR personnel explicitly noted my response as “thoughtful” and stated they were “looking forward to giving me an update.” The engineering team supervisor even emailed me personally, stating he couldn't wait to meet me and have me join the team.

However, the moment the HR representative reached out to corporate legal counsel for a final sign-off, the institutional risk matrix took over. The legal department stepped in, completely overrode the hiring team, and rescinded the offer letter with zero explanation.

I filed a charge with the EEOC under Title VII, arguing that a blanket rejection based on an active, non-conviction pre-trial diversion constitutes a discriminatory barrier. However, because of Executive Order 14281, which explicitly directs federal enforcement agencies to deprioritize the enforcement of disparate impact claims, the EEOC declined to investigate the systemic impact of their background check policies. They promptly closed the file and issued me a Notice of Right to Sue.

My Questions for the Community:
1 Leveraging the Right to Sue Letter: Since the EEOC's dismissal was procedural due to the current administration's deprioritization of disparate impact enforcement rather than a ruling on the merits of my case, does this Right to Sue letter hold real weight with a private employment attorney, especially since I can prove the HR and engineering teams actively wanted to hire me until legal stepped in?

2 Defeating the "Individualized Assessment" Defense: If an employer uses a formal "Individualized Assessment" as a shield, but their legal counsel completely ignores an ironclad packet of rehabilitation evidence (DA letters, paid fines, 4 references, top tier academic standing, and active identical employment) to issue a blanket rejection anyway, is that assessment legally considered "performative" or a sham under Title VII?

3 Disparate Treatment Angle: Since the federal disparate impact route is effectively blocked for agency investigation, does an employer's legal counsel overriding a business-necessity hiring decision based on an active, open diversion docket (where no guilt is admitted) cross into Disparate Treatment if they routinely clear candidates with other open civil, financial, or legal matters?

4 The Disclosure Loophole: Am I legally shooting myself in the foot by staying silent on applications because ARD is a non-conviction, only to trigger their corporate legal department later? Given that I have 7 months left until total expungement, should I start disclosing this active diversion upfront during the phone screen, or will that just guarantee an immediate rejection?

I’ve done everything right on my end to pivot, take accountability, and rebuild my life, but I feel completely stuck in a legal grey area between corporate legal policies and my actual status as a non-convicted person. I would appreciate any insight on how to handle this Right to Sue or navigate the next 7 months of job hunting. Thank you.

Hey everyone,

I’m in an incredibly frustrating position and really need some brutal honesty and insight from HR professionals, compliance officers, or recruiters who deal with background check adjudications.

I recently received a great W2 engineering internship job offer at a major healthcare/research/engineering institution. Following the background check, the system flagged an out-of-state misdemeanor record (Simple Assault/Hazing) originating from a campus student organization incident back in 2024.

To their credit, HR didn't just auto-reject me; they actually conducted a formal Individualized Assessment. I provided my full context, but in the end, they still decided to officially rescind the offer.

Side bar, it’s odd because I have trouble keeping job offers, but have excellent luck securing interviews.

I am currently enrolled in Pennsylvania’s ARD (Accelerated Rehabilitative Disposition) program, which I started in January 2026. I am in perfect court compliance, and the entire record will be legally dismissed and fully expunged in January 2027 (less than a year from now). Given the least amount of community service, no travel restrictions and no parole.

When ARD was pitched to me by my attorney, I was told it would make job hunting easier because it is not a conviction.

Under the law, I entered no plea of guilt, and I am legally innocent. On my application, I truthfully stated I had no convictions. I was never arrested, I was summoned to court and given ROR (released on own recognizance).

I want to be clear: I have taken absolute responsibility for my involvement. From day one, I fully cooperated with law enforcement—to the point where the District Attorney explicitly noted my full cooperation on the record. I am deeply remorseful for being involved in that situation, and I have done everything in my power to make it right. I completely cut ties with the past organization, transferred to a completely new university in a new state, maintain a 3.5 GPA in a rigorous engineering major, and have a stellar professional track record (including a defense contractor internship, summer teaching experience at an Ivy League university, and 4+ years of solid administrative/data-entry experience).

I am incredibly hungry to grow professionally, but I feel like my past is blocking my future despite doing everything right.

My Questions:

1. Why the Rejection? If a company goes through the trouble of an individualized assessment, and I provide concrete proof of remorse, absolute accountability, and official DA documentation of my cooperation with police, what is usually the deciding factor that makes them still say "no"? Is it just the specific nature of the 2024 charges, or is it the fact that the case is technically still "open/active" until January 2027?

2. Since I have about a 7 months left until total expungement, how do I stop losing offers at the finish line? Should I start disclosing this active ARD upfront to recruiters during the initial interview so they can see my remorse and accountability early on, or do I keep staying quiet on the application since it is legally not a conviction?

3. Are major institutions (like healthcare networks or universities) known for having a zero-tolerance policy for active diversions, even after an assessment? Should I be targeting smaller companies or different industries while I wait out my expungement?

And, how can I secure a job in general?

I’ve done everything right on my end to pivot, take accountability, and rebuild my life, but I feel completely stuck in limbo by corporate risk management. I would love any insight on how to handle the next 7 months of job hunting. Thank you.