A prior article reviewed a decision of the Wisconsin Supreme Court which dealt with the relationship between the workplace and an applicant’s prior domestic violence convictions (Cree, Inc., v. LIRC).  This article will discuss a case which followed later in 2022, a decision of the Wisconsin Court of Appeals in Vega v. LIRC, et al.,  2021 AP 24, Petition for Review Denied, which dealt with whether an employee’s admission to his employer of the facts underlying two felony deferred prosecution agreements for sexual assault could serve as an independent basis to terminate the employment of the employee.