Michigan Expungement Laws | What Hiring Agencies Need to Know

In recent years, there has been a growing movement toward criminal justice reform across the United States. One area that has received particular attention is the impact of criminal records on individuals' lives, including their ability to find employment, housing, and access to other opportunities. Michigan is one state that has taken steps towards reform in this area, with recent legislation allowing for the expungement of certain non-violent felonies from individuals' criminal records.

This legislation has been hailed as a major step forward in criminal justice reform, as it provides opportunities for individuals with criminal records to move on from their past mistakes and live productive lives. It does, however, present new safety challenges to employers.

What is Expungement?

First, let's define what we mean by expungement. In Michigan, expungement is the legal process by which an individual's criminal record is set aside or sealed from public view. Once a criminal record has been expunged, it will not show up on most background checks, and the individual can legally state that they have not been convicted of a crime.

Expungement is not available for all criminal offenses. For example, individuals with violent or sexual offenses on their record are generally not eligible for expungement. However, recent changes to Michigan's expungement laws have expanded eligibility for expungement for individuals with certain non-violent felony convictions.

The criteria for expungement include:

• The individual must have completed all of the terms of their sentence, including any probation or parole.
• The individual must not have been convicted of any other crimes in the past five years.
• The individual can only have one felony conviction and up to two misdemeanor convictions on their record.
• The individual must wait a certain amount of time before applying for expungement, depending on the type of conviction they have. The amount of time an individual must wait before applying for expungement varies depending on the type of conviction they have. For non-assaultive felonies, individuals must wait at least five years from the completion of their sentence. For certain marijuana offenses, individuals can apply for expungement immediately. For other misdemeanors, individuals must wait at least three years from the completion of their sentence.

It's important to note that not all types of crimes are eligible for expungement under the new legislation. Crimes that are considered violent or sexual in nature are not eligible for expungement, as well as some serious traffic offenses. Additionally, certain types of jobs or industries may require more rigorous background checks and may not consider candidates with certain criminal histories, even if they have had their records expunged.

Impact on Hiring Managers and Employers

For hiring managers and employers, these changes mean that they may encounter more job candidates with criminal records who have had their records expunged. While this may be concerning for some employers, it's important to remember that individuals with criminal records are not necessarily more likely to engage in criminal behavior in the future.

Additionally, it's important to note that expungement does not mean that the individual's criminal history is completely erased. Certain industries, such as healthcare or finance, may require more rigorous background checks, and expunged records may still be accessible to law enforcement or in certain legal proceedings.

However, for many employers, hiring individuals with criminal records can bring benefits such as increased diversity, new perspectives, and a commitment to making positive changes in their lives. Additionally, employers may be eligible for certain tax credits or incentives for hiring individuals with criminal records.

Tips for Staying Compliant

If you're a hiring manager or employer, here are some tips for navigating the changes to Michigan's expungement laws:

• Review your hiring policies and procedures to ensure that they are in compliance with the new expungement laws.
• Train your hiring managers and HR staff on the new laws and their implications for hiring and background checks.
• Consider the individual circumstances of each candidate, including the nature of their criminal record, their rehabilitation efforts, and their qualifications for the job.
• Be prepared to answer questions from other employees or clients about your decision to hire individuals with

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