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Warner Norcross + Judd LLP is a corporate law firm with over 230 attorneys serving clients in nine offices throughout Michigan. Among the largest law firms in Michigan, Warner works in virtually all areas of business law.

Michigan Law Firm - Warner Norcross + Judd LLP

Employment law and criminal law intersect on occasion. This means that employers may need to consider the impact of criminal law from time-to-time. These intersections occur pre-employment, after an employee has received a job offer and even during employment. This article highlights&nbsp;these intersections.&nbsp;

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Pre-employment: “Ban the Box”

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Civil rights advocates have been advocating “ban the box” legislation across the country, with significant success. “Ban the box” laws prevent employers from asking applicants on the initial employment application whether they have been convicted of a crime. “Ban the box” laws protect applicants with criminal histories from immediate rejection without the employer first considering the nature of the crime or the applicant’s later rehabilitation. Currently, Michigan’s “ban the box” legislation applies only to state agencies and does not extend to private sector employers. Nevertheless, several states “ban the box” for all employers. Therefore, multistate employers, or employers with online applications available to applicants in any state, must be up-to-date on whether “ban the box” legislation affects&nbsp;their current application process.&nbsp;

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Post-employment offer:&nbsp; Background checks and the FCRA

Employers gather background information on an applicant in several ways. Employers may perform independent online searches or contact past employers. Employers also may hire third parties to conduct criminal background checks on jobseekers. When employers hire a third party to obtain information, the reports produced by the third party are subject to the requirements of the Fair Credit Reporting Act (FCRA). Under the FCRA, employers must inform applicants&nbsp;of their intent to use a third party to obtain a consumer report. The applicant must explicitly authorize the employer to do so, usually by signing an authorization form. If the report uncovers a disqualifying criminal history, the employer must notify&nbsp;the applicant and give him/her the opportunity to dispute&nbsp;the accuracy of the information before the employer may rescind the job offer. If the offer is rescinded, the employer must send another notice including certain details. Failure to follow these requirements can result in a violation of the FCRA.&nbsp;

During employment: Workplace criminal investigations

Employers must conduct investigations when alleged criminal misconduct occurs in the workplace. This may include allegations of sexual assault/stalking or theft/embezzlement. When investigating potential criminal activity, an employer must be aware that its internal investigation may run concurrent with&nbsp;a formal law enforcement investigation. Below are a few tips:

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The intersection of criminal and employment law can occur throughout all stages of employment. If you find yourself at such a crossroad, Warner  +  has experienced attorneys in both practice areas who can help you.

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