Employee Hanbook: What does yours say about felonies?

I’m wanting to get an idea of what your guys’ handbooks say about background checks and denying the applications of people with felonies?

Felonies are overrated, I know somebody with one for literally standing in front of the door during an argument between his girlfriend and him about a Facebook message. He wanted her to confess that she was fooling around and said she wasn’t allowed to leave and now he has a felony for unlawful imprisonment. Too say that this guy is not hireable is insane lol

1 Like

Ours just states that we evaluate conduct at work and out of work and their employment could be affected by inappropriate conduct at work or out. You should consult with an HR firm to find out what you can and can’t put on there. People with convictions do have some protections at the federal level and then every state has their own laws in addition. It’s tricky to say the least.


Why would an employee hand book say anything about this when the person it effects would never be an employee?

1 Like

Being a felon doesn’t mean someone would be a poor performer at work , or a problem otherwise as an employee. It all depends on if they are honest when you first ask, which you should before running any check. Other than repeated or recent burglary it shouldn’t have much bearing on things or you run a risk of being discriminatory. This is an area that I would suggest speaking with your attorney about before writing anything down.

An employee handbook usually isn’t handed out until someone is hired. I thought anyway.

During the application processs I mention that all applicants are subject to a background check but I don’t feel the need to explain anything further than that. I like to keep things simple and find no need to explain why someone wasn’t hired other than they weren’t the right fit for my company.


Maybe it’s a different document I’m supposed to write up. But I know I’m supposed to have a policy in place for this stuff so that I don’t get a lawsuit for being discriminatory.

Maybe create a document called hihhrinf policy and attach it to your job application.