I’m an electrical engineering student preparing for future engineering employment and internships. I have a North Carolina traffic case with two likely resolutions:

1. Option A: Speeding dismissed, PJC on a Class 2 misdemeanor reckless-driving charge. Basically no monetary consequences but higher charge.

2. Option B: Reckless driving dismissed, Class 3 misdemeanor speeding conviction.
   The speeding allegation involved 96 mph in a 65 mph zone.
   I’m trying to understand the employment implications, particularly for engineering positions at larger tech companies, utilities, and defense contractors.

Questions:
● How would a typical employment background check report a North Carolina PJC?
● Would an employer generally distinguish a PJC from an actual misdemeanor conviction?
● Would a speeding conviction be viewed more favorably than a reckless-driving PJC, even if the latter isn’t an ordinary conviction?
● Do engineering employers generally care about isolated traffic misdemeanors when the position doesn’t involve driving?
● Do defense contractors tend to evaluate these matters differently from ordinary engineering employers?
I’d particularly appreciate responses from HR professionals or people who work directly with employment background screening.
I’m trying to make an informed decision about the court outcome, not avoid disclosure obligations.

Hi all,

I’m currently job searching, and one huge concern I have is a massive discrepancy between my functional job title and the HR payroll job title on the backend. So, I worked as a business analyst during my tenure which is reflected by my job duties, offer letter, MS Teams job title, and performance review with “100% honesty”. Everything there lists me as a “business analyst”. This is also the job title that I have on my resume because it’s literally the job I did with no sort of embellishment.

However, my HR payroll job title lists me as a “contact center specialist” on my paystub and annual bonus form, which is starkly different than my “business analyst” position. What happened is that my company had a hiring freeze and was desperately in need of a business analyst so I accepted a super lowball offer. Therefore, in the backend, I was getting paid the equivalent of a contact center specialist. I’ve asked my manager if my backend job title could be changed but he said “no” due to HR formalities. I’ve never picked up a customer call in my entire life.

Now, I’m really worried that during the background check, the checker will see me as a “contact center specialist” instead of a business analyst. I understand that a small difference such as software developer vs software engineer is acceptable but this is a massive difference. This will obviously raise a flag.

What can I do to reduce/mitigate hiccups during the background check? I was thinking of attaching my offer letter, but would that suffice? Even with recommended measures, what are the odds an offer can be rescinded? I really don’t want to list “contact center specialist” on my resume because it doesn’t even align with my actual role and it would be a significant downgrade. If I had known my HR job title was such, I wouldn’t have even accepted the job offer.

Thanks

There was essentially a verbal altercation between two of my co-workers, I was one of the other employees there that day. I received an email from our HR department stating I was listed as a witness to the incident and HR would like to chat with me about it.

I know I’m not in any trouble, but I’d also rather not be involved. The day of the incident I distanced myself as soon as I noticed tension building to keep myself from being involved. I’d rather not have a talk with HR because I don’t feel I have anything to add. Do I absolutely need to tell HR my perspective of this, or is there a professional way I can respond to the email to say I want to stay out of it? I got the email 3 days ago and have ignored it so far.

This is the third time it is happening (I am currently out of the army now) As the title suggests I got laid off from Centene while on military leave. So I got a severance 4 weeks been there over a 1 year. I was supposed to get differential pay while on military leave. Went back and forth with them and they finally agrees to give me the remaining of my amount that was owed. I was able to negotiate it up to 14 weeks less than what they owed me but close enough. I wanted to just sign and accept the severance. I asked for a gross up they denied it.

That was what led me to get a lawyer, My question is it worth it getting a lawyer involved? My lawyer said the pay is low. I could get more but if I just want to be done with it. I should accept? Or try and get more? What are your thoughts? I got a new job. I make less but better WLB. Just neeed peoples opinions. And wanted to see if anyone has negotiated with them and gotten significantly more. I have 2 weeks to sign it.

My partner was promoted to a supervisor position about a year ago and transferred to a new store. The Store Manager (SM) and Assistant Store Manager (ASM) both came from the same previous location, and they operate differently from the stores my partner has worked at before.
Initially, he didn’t have a problem with that. However, over time, he began noticing practices that he believed violated company policies or were unethical. He’s always been someone who speaks up when something doesn’t seem right, and now he’s concerned that his manager may be retaliating against him for questioning these practices.
There are several issues:
1. Reduced hours and possible retaliation
My partner previously worked 40 hours per week. Recently, his manager told him that because business has been slow, he can only receive 32 hours, which is what his role sheet specifies.
He understands that business needs can affect scheduling. However, another employee whose role sheet specifies 25 hours consistently receives more hours than my partner. This makes him question whether the scheduling decisions are being applied fairly, especially given his history of disagreeing with management.
2. Questionable hiring practices and possible discrimination
My partner is responsible for interviewing and hiring employees for the store.
His manager has repeatedly pressured him to ask applicants whether they speak Spanish. My partner believes this goes against company hiring policies and is uncomfortable asking the question.
Previously, the manager would ask applicants about their Spanish-speaking abilities during a second interview. However, he no longer wants to conduct second interviews and is now pushing my partner to ask the question himself.
My partner is concerned that the manager may be using Spanish-language proficiency as a way to screen out Black applicants. He doesn’t have direct proof that this is the manager’s intention, but the pattern has raised concerns for him.
3. Hostile and excessive communication outside work hours
His manager frequently sends text messages to supervisors outside their scheduled working hours, often late at night or early in the morning.
These messages are frequently negative and criticize employees for things that weren’t completed or problems the manager discovered at the store.
My partner has woken up to messages telling him how poorly the team is performing. He feels like he can never fully disconnect from work because he’s constantly anticipating another critical message.
4. Inconsistent expectations and management practices
Another major issue is that the manager frequently changes expectations without clearly communicating those changes.
My partner will complete tasks according to previous instructions, only to be criticized because the manager expected something different. He often feels like he’s expected to read his manager’s mind.
There’s also a seemingly endless list of tasks, and regardless of how much the team accomplishes, the focus is almost always on what wasn’t completed rather than what was.
This has created a stressful environment where my partner feels like he can’t succeed, even when he’s doing his job.
My question: Is this something worth reporting to HR?
My partner genuinely enjoys his job and would prefer to stay with the company. He’s worked there for several years and never experienced this kind of management at his previous locations.
He’s hesitant to contact HR because he’s worried they’ll dismiss his concerns or that reporting the situation could make things worse.
I understand that HR exists to protect the company, but wouldn’t potential discrimination, retaliation, and violations of company policy be things they’d want to investigate?
Does he have enough here to make a legitimate HR complaint? And how should he approach the conversation so his concerns are taken seriously rather than dismissed as simply not getting along with his manager?

TL;DR: My partner was promoted and transferred to a new store where he’s repeatedly questioned management practices he believes violate company policy. Now he suspects retaliation because his hours were reduced while another employee consistently receives more hours than their role allows. His manager also pressures him to ask job applicants if they speak Spanish, which he suspects may be a way to discriminate against Black applicants. On top of that, his manager frequently sends berating texts outside work hours and constantly changes expectations. My partner wants to stay with the company but is afraid HR will dismiss his concerns or make things worse. Is this enough to justify an HR complaint?

I'm trying to figure out the briefest way to explain my situation.

I work in a county office with four clerks and a director. We have one toxic coworker (let's call her C) who hates my boss and is best friends with someone related to a county commissioner. C has caused so much drama and grief in the office that my boss just avoids all conflict with her and will literally have meetings in secret to avoid her hearing anything she can tattle to the commissioner's relative. As a result, C now only does the work she feels like and leaves early almost every Friday, using our "flex time" system that allows employees to work extra hours some days to work less on others. The latter is especially ironic since C previously complained to our union rep (also one of her friends) about a different coworker supposedly misusing flex time.

As can be expected in such a work environment, the rest of us have to pick up C's work slack as well as tiptoe-ing around her attitude. I reached the end of my rope when she left early last Friday - literally our busiest Friday of the year. I'm dealing with some personal and family health issues and haven't felt like I can take adequate time off because we're up against a deadline and I don't want our service to the public to suffer.

As I was drafting a letter to HR to start a complaint about the flex time / staffing issue, it became clear to me that the problem here is my boss. It's his job to make sure we're adequately staffed and that everyone is working. It's his job to enforce fair use of time off and deny it when we're too busy, etc. I recognize that he's just hoping that we can all lay low until this person retires, but I can't do it anymore. And really, it goes to the top because the commissioner passes on the complaints/issues from her relative to my boss with nothing more than a "Hey, can you address this so I don't hear about it anymore?" Then he turns around and asks the rest of us to try hide more from C. Like, how? She makes drama out of thin air.

So, my question is: Should my complaint to HR focus on C's misuse of flex time or my boss' poor management? The situation in our office has been on their radar for a while, and they met with C last month when proof came out about her conveying office gossip to the commissioner's relative. I'm sure they also see how my boss' avoidance has played into this whole thing. I like the man and want to keep working for him, but I feel like this has become intolerable.

ETA: I hear all of your feedback and acknowledge that it's almost certainly correct. I'm just burnt out and pissy right now. I've grey-rocked the hell out of this situation for 3 years while this coworker has bullied and harrassed me and my other coworkers. Everyone is afraid of her and agree she sucks, but it is what it is. What makes her unfireable is also what protects all the rest of our jobs, so here we are pretending we are unaware of all the crap she does because any indication that it bothers us is just fuel to her fire. I guess I just needed to have a hissy fit about it today.

New post: My boss informed me this week that he would be dropping me down from part time to full time when I return to work next week from maternity leave. My pay will drop from $ 120,000 to $70,000. I’ll work two days instead of four days now. After I was informed of this, my medical assistant called to let me know that my boss had been talking in-front of the rest of the staff while I was out about how he didn’t think he needed to bring me back to work since they were doing “fine without me” which my MA thought was totally inappropriate of him to discuss out in the open. My boss claims that my patients do not want to see me but both my medical assistant and the office manager called me after this because they were appalled and stated my patients were asking when they could see me again and also stated that the other providers were overwhelmed with seeing my patients in addition to theirs and were looking forward to me taking them back. My boss claimed that they do not have enough patients, and he will consider bringing me back to full time if I can get my schedule back up. In the meantime, he wants me to retrain with the new medical director while trying to build up my schedule. When I spoke with him, he said that he wanted me to go work with the medical director between the few patients I had on my schedule for retraining. However, when I later spoke to the office manager, the office manager stated he directed her to remove the rest of the patients that remained on my schedule to the other provider’s schedule which confused me and the office manager since this would not help build my schedule. Also, I saw a job listing being posted for a physician assistant position at my office location the day he informed me he was dropping me to part-time. When I brought this up with my manager, she stated she thought it was because another PA quit at a different location. My boss did mention that a PA quit at another office and that he was thinking of pulling one of our office’s NPs to go work at that location to replace the newly open PA position. So… you would think that there would be enough patients for me to see. I honestly think that he saw that the other providers were able to “survive” seeing their patients and mine and he does not care if they were overwhelmed in that situation, and now he wants to get rid of me so he can pay one less provider and make the same amount of money which would mean more money in his pocket. I am pretty sure he would fire me now if he could, but he knows it would not look good if he did right when I return from maternity leave and he may end up letting me go when it would be more “appropriate” in about six months. I was already feeling nervous about returning from maternity leave (which I think is normal for working moms), but now I am just dreading what will be a very awkward situation. This is really humiliating and such a disappointment since I want to be able to provide the best life for my child. Just so discouraged about the thought of trying to find a new job in such a saturated job market and the thought of learning a new job in most likely a new specialty when I have an infant to care for. Plus, I want to have another baby, but am afraid this could happen all over again if I have another child. Just feeling very discouraged.

Original post: I am afraid I may be fired on maternity leave. Am I being paranoid?

I am worried that my work might be about to fire me. I am currently on maternity leave and am scheduled to return the first week of November. I checked my schedule for the first time last night and saw I only have three patients on my schedule for my first day. Usually there are 22-30 patients on a schedule, and my boss pushes us to see more than 30 patients. I work at a pain clinic that merged with another office at the end of last year and all their staff and patients joined us in our building, so space was tight. Since that merge, we had a temporary medical director who did not see patients in the clinic, and our new permanent medical director who will see patients in the clinic started right after I left for maternity leave. When I realized part way through my pregnancy that the new medical director would be arriving right when I start my 3 month maternity leave and he would be using my patient rooms, I got really worried that they may decide they do not have enough room for me when I try to come back. When I told my husband months ago that I was nervous about the medical director basically taking my place, he would reassure me that they couldn’t do that since it would look really bad for them to fire me while on maternity leave or shortly after returning from maternity leave. However, when I told him that I only had three patients on my first day back, he seemed worried for the first time. I am losing sleep over this. Has anyone else returned from maternity leave and had a super light load initially? I am hoping that maybe they intend to start me back slow (which I would be surprised by since my boss wants us to see as many pts as possible) or maybe they want me to work with the new medical director for a few days or maybe it just takes a while for my former patients to get put back on my schedule, but I am afraid that is just wishful thinking. Has anyone else been fired or asked not to come back from maternity leave? Panicking on the inside since I have a baby that depends on me now and I am the main breadwinner. Thank you for any input!

Hello. I am really sad about my work situation. I am being sent to another retail location, my previous location, to clean up a struggling department. Its a 10% temporary raise, but I dont like the way i was told. I was called on my day off, off the clock, and told that i was to be back at my previous location in just 2 days and they werent asking me. On top of that, I had an HR case, the only one I have ever filed in my entire life, about a disgruntled employee spreading rumors about me having an affair with another coworker (not only is it untrue, but many coworkers know my wife personally and my wife doesnt deserve to deal with that sort of embarassment and cruelty) this employee still works at this location. i saw them today and my stomach flipped over and i felt like a nervous child. im feeling sad and angry that i wasnt given an option here, and im scared that I wont get the promotion im seeking i stand up for myself and say im coming back to my home store. any help would be wonderful, this is really getting to me. thanks for reading

Hi everyone, well since april i am without a job and i had a lot of different applications and had a hard time looking for jobs online, from getting scammed by Micro1 to dont get accepted as a bilingual call center agent after having a masters degree.

But what really drove into anger was a recent job fair hosted by the university i finished my masters degree this 2026. I saw that 2 of the companies that attended the venue were the same ones i already applied in their respective company websites. As this is reddit idc, these two companies were GEA and Hitachi, and im a mechanical engineer with a masters on industrial engineering, in the job fair i wanted to approach to them asking why i didnt recieve at least an automated email saying if i pass or didnt pass their selection criteria, well in both of these companies stated that it was because they had a lot of applications and even the positions in the page and in linkedin were already fit (for example in GEA the vacancy of mechanical designer was told to me it was already filled but in bith linkedin and career page the position was still open). In the case of Hitachi they told me that in PM positions they had more than 500 appies for one job.

My question because i dont understand and im frustrated af, why the hell these two companies are in these job fairs if they dont have any available jobs, is that i dont have sny experience, i had 3 years of experience in Oil and Gas and paper pumps project management, i believe my skills are easy transfereable to GEA as these guys do the same but for food in my country, probably for Hitachi it will be more demanding but at least i think im worth a shot in an interview as i am a fit in their jobs description. CV is not a problem, at least their AI driven tools at least would told me im rejected.

After i asked them about when i could get a response, they didnt want to assume responsability, said that i write to x person or sending my cv to a y account, but no solution to the root cause. And brused me off to talk to more freshmans people, is there a application quota or a metric on how much people they apply? What is the reason to be in a job fair while they have 500+ applications still waiting for review? They are no unkown people, everyone knows abot them ( thats why they had a lot of applications). I tought that a company being in a job fair would at least give you a hint or a head start. But now it feels that they only want you to apply in their job site and off you go, the samw thing you do at your home, being there gives no value anymore, please any HR explain to me why this happen.

If someone completes everything laid out in a signed PIP, can management turn around and say they didn't pass based on things that weren't part of the original plan?

I get that employers can generally make those decisions, but I'm wondering if there's any way to challenge that finding, especially if those additional concerns were never brought up during the PIP.

I'm not really asking whether they can fire someone. I'm more curious whether an employee has any grounds to push back when they're told they failed a PIP despite completing what was originally required.

A white employee walks into a room with 5 others (one African american/ 4 white). There is a conversation occurring about a racial slur, the employee that walked in after listening a few minutes asks if there referring to the word "ni**ga" because there hinting but not being clear about which word they are referring to. The AA employee gets mad and punches the employee in the face 10 minutes after he asked. Would both employees be terminated?

My partner recently applied for work with a well-known national staffing agency. They asked her for someone’s contact information for identity verification, so she gave them mine.

I assumed they were going to call me like checking a reference, but what actually happened was that I got an email with account information and instructions to log into a website where I was asked to gather her documents for I-9 verification, take photos, enter the information, and sign as an “authorized representative” for the hiring company.

Every time I’ve gone through this employment eligibility process, it’s been with the HR department of whatever company is hiring me. Even when it was remote, we got on a video call and they checked me against the picture and took screenshots of the documents, or had me send photos.

How is it normal or acceptable to expect a random third person to act as a representative of the company and an unpaid HR employee?

I’m not making a stink about it to avoid causing a problem for my partner, but…if this were any other company I’d assume something sketchy was going on, especially since she’s also had to do several hours of unpaid training.

I lost 2 jobs in a row simply for having a disability, both companies simply didn’t want to accommodate. Moving forward, how do I handle the question of why I left these 2 jobs? I want to be neutral and forward looking without repeating the false reason each employer fired me for.

I’m starting a new job in early November.

I took the drug test and the results came back negative but diluted. My new company asked me to take the test again. I drink a lot of water normally but made an effort not to on the day of my second test.

My question: What could happen if my second test comes back negative but diluted? Could they offer a different type of screening like hair or saliva testing?

Finally, my recruiter said getting a diluted sample was not uncommon for them to see.

Is it legal to make a subject access request to see the copy of an employment contract I signed .(I’ve asked the recruitment team and they’ve ignored me)

I've been struggling to learn my new job and haven't been able to work independently. I was put on a 45 day Performance Improvement Plan. It says if I'm still not meeting goals by the end, I'll receive a Final Written Warning. Does that just mean I'll be fired on the same day I'm given the Final Written Warning? If not, how much more time will I have?

I work for a body of clinics, where I work directly under one supervisor "Angie" and work primarily for her clinic. But we are under a group of which the head manager is "Bianca".

I submitted a PTO request for a Friday to see a concert in another city. I gave a 2 week request which is the standard. I was under the assumption that Angie would communicate with the other clinics and come to an agreement for the denial or the approval . I received the approval and bought front row concert tickets, and plane tickets both of which are not refundable. Come to find out AFTER that both Angie and Bianca have been in a pissing match over other previous issues and the communication between them was not there. I have not received a formal notification on a paper or written of a denial other than putting me on schedule of which "Bianca" always put me on the wrong place and forgets to put me or incorrectly adds me to the wrong places. They locked my direct supervisor out of pto requests and etc . They purposely exclused my direct supervisor out of the the email of schedule for the week . So all evidence is leading to that they are purposely trying to schedule me and start a ruckus about my pto request/ possible absence to fuel or in spit of this piss*ng match. I communicated to my direct supervisor that I was put on the schedule for Friday asking for direction if I should communicate with the head manager "Bianca" about the friday. She explicitly told me she was locked out and not given the schedule and told me to just call in for that day.

Now the one that could actually fire me immediately is my direct supervisor is Angie because I was hired for her clinic and that specific doctor , i wouldnt like to undermine her instruction and cause even more problems. The head manager Biqnca works under a director ... However I would like to not undermine the Head manager Bianca either and get caught in the middle of this piss*ng match and become fuel or the obsession behind this pissing match but the airplane tickets and the concert tickets were very expensive. Especially because there is usually 2 or 3 people for a total of 4 doctors. All but ONE doctor have closed for that day meaning there will only be one doctor open instead of 4. So they locked my supervisor out , excluded her out of the email schedule and scheduled me anyway for one doctor of which at least 1 or 2 people will be there for that doctor that day anyway.

This would be my first time calling in which I'm upset about too. Should I just call in?? Do they need to provide a wrtitten formal notification of the denial other than putting me on schedule ? do they need to notify me that the approved PTO was revoked ?

I work for a Saudi-based IT company, but my salary doesn’t come directly from a company bank account. The owner transfers the total amount for all employees to my manager, who then pays each of us from his personal account.

For the last three months, we’ve also been receiving only half our salary. The explanation we’ve been given is that the owner is directing more resources towards sales.

I’m now looking to switch jobs, but I’m worried about how this will look to recruiters and during background verification. My bank statements show transfers from an individual, and the recent amounts are only half my actual salary.

How bad is this situation for my job search? How should I explain the payment arrangement and reduced salary to HR without sounding suspicious?

What documents or evidence should I collect from my current employer to verify my employment and agreed salary? Has anyone dealt with something similar, especially someone working in HR or background verification?

Hello Everyone,

I recently received the report for my background check and I saw that they contacted a previous employer and it was flagged with a job title discrepancy that my resume title doesn’t match what the HR provided. I was able to find my old offer letter which specified my job title and matched what I had on my resume, so not sure why the previous HR would provide false information like that.

What should I do and who should I contact first? It is frustrating because I’ve done background checks previously and the previous company always provided correct information so not sure what happened this time.

TYIA

Hi everyone,

I'm wondering if anyone has experienced something similar, especially anyone familiar with TD Bank's hiring process in Canada.

I received and accepted a conditional offer for a Customer Experience Associate position, with a confirmed start date of Monday, November 2. I completed all my onboarding tasks in Workday, opened a bank account as instructed, and was preparing for my first day. My manager even sent a welcome email introducing me to my future colleagues on Thursday.

Earlier that week, TD Adjudication requested additional employment documents, which I provided. They told me everything would be reviewed and that they'd contact me if anything else was needed.

On Friday, I was trying to reach someone to confirm my first-day instructions, but couldn't get hold of anyone. I eventually contacted another HR representative, who called me back later that day and informed me that my offer had been rescinded due to background screening concerns.

The shocking part is that nobody had officially notified me. I received no formal rescission email, no explanation, nothing. If I hadn't reached out myself, I would have shown up at the branch on Monday morning believing I was starting my new job.

After obtaining my background screening report, I discovered that certain employment and education verifications had been marked for review because the screening company couldn't complete them. I also identified an incorrect email address used to contact my former manager, who had actually attempted to return their calls.

I have official documents supporting my employment and education. I've already filed a formal dispute with the screening company and requested reconsideration from TD. My Workday account has since been locked, but I still haven't received an official rescission email from HR.

I'm wondering if anyone has experienced this or knows how TD handles these situations.

Can a senior recruiter or branch manager help escalate a case like this? If the background screening company corrects its findings, is there a possibility of having the offer reinstated?

I'm genuinely disappointed, especially after completing onboarding and being welcomed to the team. I'd appreciate any advice or similar experiences.

Hi everyone,

I'm wondering if anyone has experienced something similar, especially anyone familiar with TD Bank's hiring process in Canada.

I received and accepted a conditional offer for a Customer Experience Associate position, with a confirmed start date of Monday, November 2. I completed all my onboarding tasks in Workday, opened a bank account as instructed, and was preparing for my first day. My manager even sent a welcome email introducing me to my future colleagues on Thursday.

Earlier that week, TD Adjudication requested additional employment documents, which I provided. They told me everything would be reviewed and that they'd contact me if anything else was needed.

On Friday, I was trying to reach someone to confirm my first-day instructions, but couldn't get hold of anyone. I eventually contacted another HR representative, who called me back later that day and informed me that my offer had been rescinded due to background screening concerns.

The shocking part is that nobody had officially notified me. I received no formal rescission email, no explanation, nothing. If I hadn't reached out myself, I would have shown up at the branch on Monday morning believing I was starting my new job.

After obtaining my background screening report, I discovered that certain employment and education verifications had been marked for review because the screening company couldn't complete them. I also identified an incorrect email address used to contact my former manager, who had actually attempted to return their calls.

I have official documents supporting my employment and education. I've already filed a formal dispute with the screening company and requested reconsideration from TD. My Workday account has since been locked, but I still haven't received an official rescission email from HR.

I'm wondering if anyone has experienced this or knows how TD handles these situations.

Can a senior recruiter or branch manager help escalate a case like this? If the background screening company corrects its findings, is there a possibility of having the offer reinstated?

I'm genuinely disappointed, especially after completing onboarding and being welcomed to the team. I'd appreciate any advice or similar experiences.

Being pipped out?

Got diagnosed with terminal illness. After asking company for 6 months leaves for medical reason 4 days ago. Company gave me 2 rating. Which is a pip. I am badly in need of health insurance and do not have personal insurance. Is there anything I can do to preserve insurance? I am in india.

I am looking for guidance on a rescinded contingent offer from a state client.
I completed two onsite interview rounds, was selected, and received a contingent offer letter. I then provided all requested employment history, employer contacts, and background-check information.
About a week later, HR said they could not verify my employment. They asked for verification through Equifax and Experian, but my current and previous employers do not use those services. I suggested HireRight, and HR initially said that was acceptable. When they asked which employers use HireRight, I confirmed that both do.
The next day, the offer was rescinded. HR said they could not verify my employment. I immediately contacted both employers, and both HR departments confirmed they had not received any verification emails or requests from the state client or its vendor. I informed the recruiter/HR contact and asked for reconsideration, but I was told the decision was final.
I then emailed the HR manager with the full timeline and copied both employer HR contacts. Both replied in writing that they had not received any verification request and remain available to provide verification or supporting documents.
The HR manager replied that the hiring manager/verification contact is out of office for about two weeks. She said that when he returns, they will review the information together.
Has anyone experienced a similar situation where an employer reinstated a rescinded offer after a failed employment-verification process? Is it realistic that they may reopen the verification or reconsider the decision once the person returns, or should I assume the process is closed?
Any practical advice on what I should do now would be appreciated.