Quick Answer

Yes, Ford Motor Company hires individuals with felony convictions for certain positions. As one of America's largest automotive manufacturers with approximately 171,000 employees worldwide and over 57,000 hourly manufacturing workers in the United States, Ford operates major assembly plants across Michigan, Kentucky, Missouri, Ohio, and Illinois. Employment decisions are conditional upon passing a background check and are subject to Fair Chance Hiring principles and EEOC guidelines.

The law prohibits companies from having a blanket policy excluding all felons. Instead, they must conduct an individualized assessment of the conviction to determine if it is job-related and consistent with business necessity.

The greatest barriers are created by felonies related to violence or weapons offenses (due to workplace safety in industrial environments), theft, fraud, or embezzlement (due to access to high-value vehicle inventory and equipment), and drug-related offenses (due to strict drug-free workplace policies). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Entry-level production positions such as Assembly Line Worker, Production Technician, and Material Handler offer the best opportunities for individuals with records. Ford's UAW-represented positions provide strong wages starting at $21-28 per hour with a path to top pay of over $40 per hour, comprehensive benefits, and union protections that can benefit workers with criminal histories.

Table of Content

1. Quick Answer

2. Felon-Friendly Scorecard

3. Eligibility Checklist

4. Critical Regulatory Information

5. Company Overview

6. Hiring Policy Analysis

7. Background Check Process

8. Application Strategy

9. Tips for Applicants with Records

10. Benefits Overview

11. Frequently Asked Questions

12. Alternative Second Chance Employers

13. Conclusion

14. Disclaimer

Felon-Friendly Scorecard

Eligibility Checklist

Before applying, honestly assess whether you meet these baseline requirements:

• No Blanket Exclusion: Must be aware that the company is not allowed to automatically exclude you solely for being a felon. EEOC guidelines require individualized assessment.

  
  

• Job-Related Assessment: Must be prepared for the company to evaluate whether your felony is related to the job duties using the Green Factors (nature of crime, time elapsed, nature of job).

  
  

• Physical Requirements: Must be able to stand for extended periods, lift up to 50 pounds, perform repetitive motions, and work in an industrial manufacturing environment with exposure to noise and temperature variations.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test. Ford maintains a drug-free workplace policy. Testing is typically a 10-panel urine screening that includes marijuana, cocaine, opiates, amphetamines, and other substances.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked (after conditional offer). Lying is an automatic disqualifier and can result in termination if discovered later.

  
  

• Work Authorization: Must be legally authorized to work in the United States and able to provide required I-9 documentation.

  
  

• Schedule Flexibility: Must be willing to work various shifts including nights, weekends, and overtime as required by production schedules.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Ford Motor Company operates in multiple states with varying fair chance hiring laws, but must comply with federal EEOC guidelines nationwide. Michigan, where Ford is headquartered and operates major facilities, has implemented progressive fair chance protections including Clean Slate legislation.

EEOC Guidelines

The Equal Employment Opportunity Commission advises employers not to automatically refuse to consider an applicant because of a criminal record. Employers must conduct an individualized assessment considering the Green Factors:

(1) Nature and gravity of the offense;

2) Time elapsed since the offense and/or completion of sentence;

(3) Nature of the job sought and its relationship to the offense. Blanket policies excluding all felons are prohibited.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, Ford must comply with the Fair Credit Reporting Act (FCRA) adverse action procedures:

(1) Provide pre-adverse action notice with a copy of the report and summary of FCRA rights;

(2) Allow reasonable time to dispute inaccuracies;

(3) Provide final adverse action notice if decision stands after review.

State-Specific Considerations

Michigan has implemented significant Fair Chance protections. Executive Directive 2018-4 requires state agencies to delay criminal history inquiries until after an interview or conditional offer. Michigan's Clean Slate law, effective April 2023, provides for automatic expungement of qualifying misdemeanors after 7 years and felonies after 10 years. Detroit has additional local ban-the-box ordinances covering private employers with 15 or more employees. Kentucky, where Ford operates major truck plants, has Ban the Box for public employers. Ohio and Illinois, where Ford also operates facilities, have varying levels of fair chance protections.

Automotive Manufacturing-Specific Considerations

The automotive manufacturing industry involves heavy machinery operation, access to valuable vehicle components, and strict safety protocols. Ford's UAW-represented positions operate under collective bargaining agreements that provide additional job protections and grievance procedures. Manufacturing environments require heightened attention to substance abuse policies due to equipment operation safety. Positions involving driving company vehicles or commercial motor vehicles may require clean driving records and valid licenses. Quality control and inspection roles may face additional scrutiny for integrity-related offenses.

Company Overview

Ford Motor Company is one of the world's largest and most iconic automotive manufacturers, founded by Henry Ford in 1903. Headquartered in Dearborn, Michigan, the company revolutionized the automotive industry through assembly line manufacturing and continues as a global leader in trucks, SUVs, commercial vehicles, and increasingly, electric vehicles. The company employs approximately 171,000 employees worldwide, with over 57,000 hourly manufacturing workers in the United States alone—more than any other automaker.

Ford is committed to diversity and inclusion, stating that all qualified applicants receive consideration for employment without regard to race, religion, color, age, sex, national origin, sexual orientation, gender identity, disability status, or protected veteran status. The company operates a reentry program designed to help career re-launchers return to the workforce, which includes individuals who have been underemployed for two or more years.

Company Fast Facts

• Founded: 1903 (Dearborn, Michigan)

• Headquarters: Dearborn, Michigan

• Employees: 171,000 worldwide; 57,000+ hourly U.S. manufacturing workers

• Industry Rank: Second-largest U.S. automaker; among top global automotive manufacturers

• Major U.S. Plants: Michigan, Kentucky, Missouri, Ohio, Illinois

• Stock Exchange: NYSE: F

• CEO: Jim Farley

• Revenue: $185 billion (2024)

• Union Representation: UAW (United Auto Workers) for hourly manufacturing positions

Hiring Policy Analysis

Ford Motor Company conducts individualized assessments as required by EEOC guidelines and complies with state-specific Ban the Box and Fair Chance laws in states where major facilities are located. Background checks are conducted after conditional job offers, giving applicants the opportunity to be evaluated on their qualifications first. The company's hiring process typically includes an online application, assessment tests (behavioral, verbal reasoning, numerical reasoning, and spatial reasoning for assembly positions), phone screening, in-person interview, conditional offer, background check, drug test, physical examination, and orientation. UAW representation provides additional job protections for hourly workers.

Position-Specific Barriers

Barrier levels are determined by job duties, safety requirements, access to valuable assets, and regulatory considerations.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company job postings. Actual compensation varies by location, shift, experience, and UAW contract provisions.

Career Path Examples

Ford emphasizes internal advancement and offers training programs through UAW-Ford joint initiatives. Many supervisory and management positions are filled through internal promotion.

Production Track: Assembly Line Worker ($21-28/hr) → Team Member/Utility ($26-32/hr) → Team Leader ($30-36/hr) → Group Leader ($55K-75K/yr). Requires 3+ years experience and demonstrated leadership.

Quality Track: Production Worker ($21-28/hr) → Quality Inspector ($24-31/hr) → Quality Technician ($28-35/hr) → Quality Supervisor ($60K-80K/yr). May require additional certifications.

Skilled Trades Track: Production Worker ($21-28/hr) → Apprentice ($25-32/hr) → Journeyman ($35-45/hr) → Master Tradesperson ($42-50/hr). Requires completion of Ford/UAW apprenticeship program (4 years).

Background Check Process

Understanding Ford's background check process helps you prepare mentally and practically for what to expect. The company conducts background checks after extending conditional offers, which means you'll have the opportunity to interview and demonstrate your qualifications before your record is reviewed.

• What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; identity verification through SSN trace and address history; employment history verification; drug screening (mandatory 10-panel urine test for manufacturing positions); physical examination; motor vehicle records for positions requiring driving.

  
  

• Lookback Period: Standard 7-year criminal lookback for most positions. Michigan's Clean Slate law may automatically expunge qualifying misdemeanors after 7 years and felonies after 10 years. Employment verification typically extends 5-7 years. Serious violent offenses may be considered beyond standard lookback periods.

  
  

• Timeline: The hiring process averages approximately 2-8 weeks from application to hire based on employee reports. Background checks typically take 3-10 business days to complete after conditional offer. Some positions may take longer depending on volume and location.

  
  

• Process Flow: Application submitted → Assessment tests (One Ford behavioral, verbal, numerical, spatial reasoning) → Phone screening → In-person interview → Conditional offer extended → Background check and drug test authorization → Background check conducted (including physical) → Results reviewed using individualized assessment → Final hiring decision → Pre-adverse or adverse action notice if applicable → Start date confirmed → Orientation.

Disqualifying Factors

High Risk for Disqualification: Violent felonies (assault, battery, weapons offenses) within the past 7-10 years due to workplace safety concerns; theft, fraud, or embezzlement due to access to valuable inventory and equipment; recent drug offenses or positive drug test results (Ford maintains strict drug-free workplace policy); sexual offenses; dishonesty during the application process.

Lower Risk (Case-by-Case): Non-violent property offenses older than 7 years; DUI/DWI (unless position requires driving); minor drug possession older than 7 years (excluding manufacturing positions with safety concerns); offenses unrelated to job duties. All subject to individualized assessment considering rehabilitation evidence.

Your Rights as Applicant

• FCRA Protections: You must receive written notice and provide consent before a background check. If denied based on the report, you're entitled to a copy and the right to dispute inaccuracies.

  
  

• Pre-Adverse Action Notice: Before a final decision, you must receive notice with a copy of the report and a summary of your rights. You have reasonable time to respond with additional information or dispute errors.

  
  

• EEOC Protection: You have the right to an individualized assessment. Blanket exclusions based solely on criminal record are prohibited.

  
  

• Michigan Clean Slate: Qualifying misdemeanors and felonies may be automatically expunged, meaning they should not appear on background checks.

  
  

• Dispute Rights: You can dispute inaccurate information on background reports with the reporting agency. Check your own records beforehand.

Application Strategy

1. Target Entry-Level Production Positions: Focus on Assembly Line Worker, Material Handler, and Production Technician positions which have the lowest barriers and highest volume hiring needs. These roles offer the best opportunity to get your foot in the door. Avoid skilled trades, supervisory, or finance positions initially if your record is recent.

   
   

2. Apply Through Official Channels: Submit your application through careers.ford.com. Ford posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as production positions are posted frequently. Consider applying to multiple plant locations (Michigan, Kentucky, Missouri, Ohio) to maximize opportunities.

   
   

3. Prepare for Assessment Tests: Ford uses multiple assessments including the 'One Ford' behavioral test, verbal reasoning, numerical reasoning, and spatial reasoning tests. Practice beforehand and demonstrate reliability, teamwork, and safety consciousness.

   
   

4. Be Completely Honest: Never lie about your criminal history. Dishonesty is an automatic disqualifier and can result in termination even after hire if discovered later. Wait until asked or until the appropriate stage (after conditional offer) to discuss your record.

   
   

5. Prepare Your Narrative: Have a brief, honest explanation ready: acknowledge the offense without making excuses, describe what you learned, and explain how you've changed. Focus on rehabilitation, personal growth, and stability. Keep it concise (30-60 seconds).

   
   

6. Document Rehabilitation: Gather evidence of positive changes since your conviction: completion of treatment programs, educational certificates, vocational training, stable housing, employment history, community involvement, and references.

   
   

7. Check Expungement Eligibility: Michigan's Clean Slate law provides automatic expungement for qualifying offenses. Research whether your offense qualifies. Contact Michigan Legal Help or local legal aid organizations for assistance.

   
   

8. Follow Up Professionally: After applying, follow up if you don't hear back within 2-3 weeks. If you receive a pre-adverse action notice, respond promptly with rehabilitation documentation.

Tips for Applicants with Records

1. Automotive Manufacturing Has Constant Hiring Needs: Ford operates major assembly plants producing F-150s, Super Duty trucks, Broncos, Rangers, Mustangs, and other vehicles. Production demands create ongoing hiring opportunities. Don't be discouraged by individual rejections—keep applying.

   
   

2. UAW Representation Provides Protection: Once hired into a UAW-represented position, you gain union protections including grievance procedures and due process for any disciplinary actions. This can provide additional job security.

   
   

3. Run Your Own Background Check First: Know what will appear before the employer sees it. Order your own criminal background check. Dispute any errors or outdated information in advance.

   
   

4. Pass the Drug Test—No Exceptions: Ford maintains a strict drug-free workplace policy. The 10-panel urine test includes marijuana. Even in states where marijuana is legal, Ford can and does disqualify candidates who test positive. Address any substance issues completely before applying.

   
   

5. Prepare for Physical Demands: Assembly work requires standing for extended periods, lifting up to 50 pounds, and repetitive motions. Get physically prepared before your start date.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and any consistent work history. Manufacturing employers especially value attendance and punctuality.

   
   

7. Consider Staffing Agency Placement: Kelly Services has partnered with major automakers on second chance hiring initiatives. Temporary-to-permanent placements can be a pathway into Ford positions.

   
   

8. Be Flexible on Shifts: Willingness to work nights, weekends, and overtime increases your chances significantly. Manufacturing operates around the clock, and flexibility demonstrates commitment.

Benefits Overview

Ford offers a comprehensive benefits package for both hourly UAW-represented employees and salaried workers. Benefits for UAW members were significantly enhanced in the 2023 contract. Benefits typically begin on the first day of the month following hire date.

• Compensation: Starting wages of $21-28/hr for production workers, reaching top pay of $40+/hr under the 2023 UAW contract. Cost-of-living adjustments (COLA) restored. Profit-sharing bonuses. Overtime and shift differentials available.

  
  

• 401(k) and Retirement: Ford SSIP 401(k) plan with automatic enrollment at 5% contribution. Company match available. Pension benefits for UAW workers. Retirement eligibility varies by years of service.

  
  

• Health Benefits: Medical, dental, and vision insurance. Coverage begins first of month after hire. PPO and HMO options available. Mental health benefits through Lyra partnership. Employee Assistance Program.

  
  

• Time Off: Vacation time based on tenure. Paid holidays. Flexible Family Care days (up to 80 hours for eligible employees). SUB pay (52 weeks) for qualified layoffs.

  
  

• Additional Benefits: Tuition assistance up to $8,000/year (ETAP program after 90 days). Vehicle purchase/lease discounts. Life insurance. Disability coverage. Legal assistance. Fitness reimbursement.

  
  

• Employee Perspectives - Pros: Excellent medical benefits; strong union protections; good pay and profit-sharing; job security; pension benefits; vehicle discounts; tuition assistance.

  
  

• Employee Perspectives - Cons: Mandatory overtime can be extensive; physically demanding work; repetitive tasks; some plants have harsh conditions (heat, noise); high deductibles on some health plan options.

Frequently Asked Questions

1. Does Ford Motor Company hire people with felonies?

   Yes, Ford Motor Company does hire individuals with felony convictions. The company conducts individualized assessments as required by EEOC guidelines. Employee reports confirm that Ford has hired people with various criminal backgrounds, particularly for production and assembly positions. Best opportunities are in entry-level manufacturing roles at major assembly plants. Factors that improve chances include older offenses, non-violent crimes, rehabilitation evidence, and offenses unrelated to job duties.

   
   

2. What is the background check process at Ford Motor Company?

   Ford conducts background checks after extending conditional job offers, following Fair Chance principles. The process includes criminal history verification at county, state, and federal levels; identity verification; employment history check; mandatory drug screening (10-panel urine test); and physical examination. You must authorize the check in writing. Results are reviewed using individualized assessment considering the Green Factors. If issues arise, you receive pre-adverse action notice with opportunity to respond before final decision.

   
   

3. How far back does the background check go—what is the lookback period?

   Ford's standard criminal lookback is 7 years for most positions. Michigan's Clean Slate law may automatically expunge qualifying misdemeanors after 7 years and felonies after 10 years, meaning these wouldn't appear on checks. Employment verification typically extends 5-7 years. Serious violent felonies or sexual offenses may be considered beyond standard periods. Different states where Ford operates may have varying lookback limitations.

   
   

4. What types of convictions make hiring more difficult at Ford Motor Company?

   Convictions that create the highest barriers include: violent felonies (assault, battery, weapons) due to workplace safety concerns; theft, fraud, or embezzlement due to access to valuable inventory and equipment; recent drug offenses and failed drug tests; sexual offenses; and any dishonesty during the application process. Lower barriers exist for non-violent offenses, older convictions (7+ years), and crimes unrelated to manufacturing job duties.

   
   

5. What are the best entry-level roles at Ford Motor Company for applicants with a record?

   Assembly Line Worker ($21-28/hr) offers the best opportunity—high-volume hiring, no prior experience required, UAW protection, and training provided. Material Handler ($21-27/hr) involves logistics and inventory movement. Production Technician ($22-29/hr) supports manufacturing operations. These positions have lower barriers and provide pathways to advancement once you establish a positive work history.

   
   

6. Does Ford Motor Company drug test, and what kind of test do they use?

   Yes, Ford requires mandatory pre-employment drug testing for all manufacturing positions. Testing is typically a 10-panel urine test conducted at a third-party lab (such as LabCorp). Substances tested include marijuana, cocaine, opiates, amphetamines, barbiturates, benzodiazepines, methadone, PCP, oxycodone, and propoxyphene. Marijuana will disqualify you even in states where it's legal. Random testing may occur post-hire.

   
   

7. When during the hiring process will Ford Motor Company ask about criminal history?

   Ford follows Fair Chance hiring principles and does not ask about criminal history on the initial application. Criminal history inquiry occurs after a conditional job offer has been extended. This allows you to be evaluated on your qualifications first. Michigan's state policy and Detroit's local ordinance support this timing for employers.

   
   

8. Can someone advance to management at Ford Motor Company if they have a felony?

   Yes, advancement to supervisory and management positions is possible. Many Ford supervisors and group leaders started in entry-level production roles. UAW-Ford training programs support career development. However, management positions face increased scrutiny during promotion reviews. Establishing a strong work history, demonstrating leadership, and maintaining a clean record post-hire are essential. Older convictions with demonstrated rehabilitation evidence present fewer barriers.

   
   

9. How long does the hiring and background check process take?

   The total hiring process typically takes 2-8 weeks from application to start date. Assessment tests and phone screening occur within the first 1-2 weeks if selected. Background checks take approximately 3-10 business days after conditional offer. Drug testing and physical examination add several additional days. Timeline varies based on position, location, hiring volume, and any issues requiring additional review.

   
   

10. What can applicants do to improve their chances of getting hired at Ford Motor Company?

    Key strategies include: targeting entry-level production positions at multiple plant locations; preparing thoroughly for assessment tests; being completely honest about your record; preparing a concise rehabilitation narrative; documenting positive changes (certificates, stable housing, references); checking expungement eligibility under Clean Slate laws; passing the drug test (abstain completely beforehand); demonstrating schedule flexibility; and following up professionally after applying. Consider working with staffing agencies like Kelly Services that have second chance hiring programs with automakers.

Alternative Second Chance Employers

If Ford Motor Company doesn't work out, consider these employers known for fair chance hiring practices in automotive and manufacturing industries:

Conclusion

Ford Motor Company offers genuine opportunities for individuals with criminal records, particularly in entry-level production and assembly positions. As one of America's largest manufacturing employers with over 57,000 hourly workers, the organization provides realistic pathways to stable employment with strong wages, comprehensive benefits, and UAW union protections. The company follows EEOC guidelines requiring individualized assessment and operates in states with progressive fair chance hiring laws.

The work in automotive manufacturing is physically demanding with repetitive tasks, noise exposure, and mandatory overtime. However, the compensation is competitive, starting at $21-28/hr with a path to $40+/hr under the current UAW contract. The benefits package includes comprehensive health coverage, 401(k) with match, pension for UAW members, and tuition assistance. Career advancement is possible through internal promotion and Ford/UAW training programs.

Key Success Factors: Target entry-level production positions; apply to multiple plant locations; prepare thoroughly for assessments; be completely honest; document rehabilitation; pass the drug test (no marijuana); demonstrate schedule flexibility.

Biggest Barriers: Recent violent offenses (7 years); theft/fraud convictions; failed drug tests; dishonesty during application; DUI for driving positions.

Ford's commitment to diversity and its reentry program for career re-launchers demonstrate openness to second chance hiring. With persistence, honesty, and proper preparation, Ford Motor Company can provide the opportunity you need to build a stable career in American manufacturing.

Disclaimer

This guide provides general information and should not be considered legal advice. Hiring policies vary by position, location, and individual circumstances. While we strive for accuracy using publicly available sources including company websites, job postings, employee reviews (Glassdoor, Indeed), and salary databases (PayScale, ZipRecruiter), employment information and company policies may change without notice. Always verify current practices directly with Ford Motor Company.

Inclusion in this guide does not guarantee employment. Background check laws, expungement procedures, and fair chance hiring requirements vary by state and should be confirmed with legal professionals. Consult with an employment attorney or legal aid organization for specific legal advice about your situation.

Apply Now: https://www.careers.ford.com