The Water Cooler

10:46 AM

0

Users have the ability to upvote comments, as well as answers. Upvotes for answers give an increase to reputation. Upvotes for comments give you nothing. Can we give rep changes for comment votes?

Lilienthal

11:07 AM

0

Q: Can we reward upvotes for comments?

Users have the ability to upvote comments, as well as answers. Upvotes for answers give an increase to reputation. Upvotes for comments give you nothing. Can we give rep changes for comment votes?

discussion comments reputation up-votes

Can a mod lock that one before more answers come in? It's about a core network feature so there's very little point in discussing it on Workplace as nothing can be done about it here.

Though one the answers actually come from a mod... :)

Lilienthal

12:36 PM

Welcome to the workplace Cecilia. As written your question title ("do I qualify?") is off-topic on this site since it's too specific to your situation and, as you suspect, this probably differs from employer to employer. Would you mind rephrasing your question to something more generic? I'd suggest some variation of "Will employers accept students on academic leave or with deferred admission for student internships?" As long as it's worded properly I think your core question is both topical and useful for this site. — Lilienthal 28 secs ago

I think that with some edits this could be on-topic here but it probably still risks closing as company-specific. Any thoughts?

Jonathan Leech-Pepin

Of the three 'questions' -> 1 is certainly valid (do they have a legal obligation). I'm not aware of any such laws (although I suppose it could occur for a case with grants [must provide X intern spots]). 2 - Company specific, 3 - Company specific. Enderland's answer basically generalizes as to where the requirements might/not apply and what pitfalls might occur based on the situation

Lilienthal

1:02 PM

I think the general question "can I get an intership intended for a student if I'm not currently enrolled in a program [but was and will be]?" has merit.

Answer would be something like "yes, for most companies since you could still be considered a student." along with the caveat that "specific company policies might require applicants to be enrolled (as you are) or actively taking courses (which you're not). In the absence of a specific policy the decision would be at the hiring manager or HR's discretion"

In this case the answer is that it's company specific, not that we can't answer because it depends on company-specific policies that we don't know. But we can only answer like that if the question is expanded to the general case.

As limiting it to the OP makes it off-topic.

Jonathan Leech-Pepin

Do we want to make a distinction for it between 'matriculated but not enrolled' [deferred] and 'not currently pursuing further education but intending to in the future'?

Lilienthal

Yeah that's another complication. Ideally, answers would indeed separate that case out and basically divide people into "qualifies as students" versus "doesn't qualify as students"

But then, realistically, it might be closed as primarily opinion-based, given the lack of any legislation or clear interpretation of student status.

Transcript for