Quick Answer

Yes, General Motors (GM) hires individuals with felony convictions for manufacturing and production positions. As the largest domestic automaker with approximately 162,000 employees worldwide and 50+ assembly and parts facilities across 19 states, GM operates under strict EEOC guidelines requiring individualized assessment of criminal records. A felony conviction is not an automatic disqualifier; decisions are based on the crime's nature, recency, and job relevance.

The law prohibits companies from having a blanket policy excluding all felons. Instead, GM 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 (due to safety concerns in industrial settings), theft, fraud, or embezzlement (due to access to high-value vehicle inventory and equipment), and drug-related offenses (due to drug-free workplace requirements). Recent offenses within the past 7-10 years face the highest scrutiny regardless of type.

Most GM production positions are UAW union jobs, providing additional protections. Entry-level positions like Assembly Line Worker and Material Handler offer reliable pathways, starting at $18-$22/hr and progressing to $40+/hr under the 2023 UAW contract.

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: GM is not allowed to automatically exclude you solely for being a felon. EEOC guidelines require individualized assessment of your criminal record in relation to the specific job.

  
  

• Job-Related Assessment: Be prepared for GM to evaluate whether your felony is related to the job duties using the Green Factors (nature of crime, time elapsed, nature of job). Non-violent, older offenses unrelated to manufacturing pose fewer barriers.

  
  

• Physical Requirements: Manufacturing positions require ability to stand for extended periods, lift up to 40-50 pounds, perform repetitive motions, and work in a fast-paced industrial environment. Must pass any required physical assessments.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test. GM maintains a drug-free workplace policy. Testing is typically urine screening; some positions may require hair follicle testing. Note: Some facilities in states with legal marijuana may no longer test for THC, but this varies by location.

  
  

• 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.

  
  

• Age Requirement: Must be at least 18 years old for manufacturing positions.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. General Motors operates manufacturing facilities in Michigan, Indiana, Texas, Tennessee, Kansas, Ohio, and other states with varying fair chance hiring laws but must comply with federal EEOC guidelines nationwide. Michigan, where GM is headquartered, has limited private-sector ban-the-box protections but enacted a Clean Slate Law in 2023 that automatically expunges certain records.

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 under Title VII.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, GM 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. You must provide written consent before any background check is conducted.

State-Specific Considerations

Michigan (GM headquarters) has ban-the-box for public sector employers but not private sector. However, the Clean Slate Law (2023) automatically expunges qualifying misdemeanors after 7 years and felonies after 10 years. Detroit has a local fair chance ordinance for employers with 15+ employees. Indiana and Texas have limited protections but follow EEOC guidelines. Tennessee and Kansas also have minimal state-level protections. Criminal convictions can generally be reported indefinitely in most states, but the FCRA limits reporting of non-conviction arrests to 7 years.

Automotive Manufacturing-Specific Considerations

The automotive manufacturing industry involves high-value equipment, vehicles, and inventory, which creates specific considerations for applicants with records. Theft and fraud convictions face heightened scrutiny due to access to valuable components and finished vehicles. Violence-related offenses are carefully evaluated due to workplace safety in industrial environments with heavy machinery. Drug offenses may create barriers due to strict drug-free workplace policies in manufacturing. However, production floor positions typically have lower barriers than positions involving financial access, security clearances, or supervisory roles.

Company Overview

General Motors Company (GM) is an American multinational automotive manufacturing corporation headquartered in Detroit, Michigan. Founded in 1908, GM manufactures vehicles under four core brands: Chevrolet, Buick, GMC, and Cadillac. GM also owns OnStar and ACDelco, with significant investments in electric vehicle technology.

GM operates 50+ assembly and parts facilities across 19 states and employs approximately 162,000 people worldwide with over 90,000 in the United States. Most production workers are represented by the United Auto Workers (UAW) union.

Company Fast Facts

• Founded: 1908 (Flint, Michigan)

• Headquarters: Detroit, Michigan (relocating to Hudson's Detroit in 2025)

• Employees: 162,000 worldwide; 90,000+ in the United States

• Industry Rank: Fortune 500 #25; largest U.S. automaker by market share

• Major Plants: Factory ZERO (Detroit), Arlington Assembly (TX), Fort Wayne Assembly (IN), Spring Hill (TN), Fairfax (KS)

• Stock Exchange: NYSE: GM

• CEO: Mary Barra

• Union: United Auto Workers (UAW) - approximately 46,000 hourly workers

Hiring Policy Analysis

General Motors conducts background checks but does not maintain a blanket exclusion policy. The company follows EEOC guidelines requiring individualized assessment of criminal history. Background checks are conducted after a conditional job offer. Most production positions are UAW union jobs with structured hiring processes. Employee reports confirm GM has hired individuals with felony convictions for production positions.

Position-Specific Barriers

Barrier levels are determined by access to high-value assets, safety requirements, financial responsibilities, and customer interaction.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and UAW contract information. Actual compensation varies by location, shift, experience, and union status. The 2023 UAW contract provides significant wage increases through 2028.

Career Path Examples

GM emphasizes internal advancement and offers training programs for progression. The 2023 UAW contract reduced the progression period to top wages from 8 years to 3 years.

Production Track: Assembly Line Worker ($19-$22/hr) → Production Technician ($22-$26/hr) → Team Leader ($28-$32/hr) → Group Leader ($70K-$90K/yr). Progression to top wage in 3 years under UAW contract.

Skilled Trades Track: Apprentice ($20-$25/hr) → Journeyman Electrician/Millwright ($35-$42/hr) → Master Technician ($42-$50/hr) → Skilled Trades Supervisor ($85K-$110K/yr). Requires completing apprenticeship program.

Warehouse/Logistics Track: Material Handler ($18-$22/hr) → Warehouse Lead ($25-$28/hr) → Logistics Coordinator ($55K-$70K/yr) → Operations Supervisor ($70K-$90K/yr). Forklift certification and leadership skills valued.

Background Check Process

Understanding GM's background check process helps you prepare mentally and practically for what to expect. The company conducts background checks after extending a conditional job offer, which means you'll have the opportunity to demonstrate your qualifications through the interview process 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 (typically 7-10 years); education verification for positions requiring specific credentials; drug screening (mandatory for all production positions); motor vehicle records for driving positions.

Lookback Period: Standard 7-year criminal lookback for most positions. Employment verification typically extends 7-10 years. Serious violent offenses or crimes directly related to job duties may be reviewed beyond standard lookback. Michigan's Clean Slate Law may automatically expunge qualifying offenses.

Timeline: The hiring process averages 4-8 weeks from application to hire.

Background checks typically take 1-2 weeks after conditional offer.

Process Flow: Application submitted online → Resume screening → Online assessment (if required) → Phone screen with recruiter → In-person or video interview → Conditional offer extended → Background check and drug test authorization → Background check conducted → Results reviewed using individualized assessment → Final hiring decision → Pre-adverse or adverse action notice if applicable → Start date confirmed → Orientation (4-6 weeks of training).

Disqualifying Factors

High Risk for Disqualification: Recent violent felonies (assault, weapons offenses) within 7 years due to workplace safety concerns; theft, embezzlement, or fraud convictions due to access to high-value inventory; drug trafficking or manufacturing convictions; sexual offenses; active warrants or pending serious charges; lying or misrepresentation on application.

Lower Risk (Case-by-Case): Non-violent property crimes older than 7 years; drug possession (non-trafficking) especially if completed treatment; DUI/DWI (unless applying for driving positions); older offenses with demonstrated rehabilitation; misdemeanor convictions. 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 with the reporting agency.

  
  

• 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 (typically 5 business days) to respond with corrections or mitigating information.

  
  

• EEOC Protection: You have the right to an individualized assessment. Blanket exclusions based solely on criminal record are prohibited. You can request explanation of how your conviction relates to the job.

  
  

• Dispute Rights: You can dispute inaccurate information on background reports with the reporting agency. Check your own records beforehand through state and county court systems.

Application Strategy

1. Target Entry-Level Production Positions: Focus on Assembly Line Worker, Production Technician, and Material Handler positions which have the lowest barriers and highest volume hiring needs. These UAW union roles offer the best opportunity to establish yourself. Avoid skilled trades, security, or financial positions initially if your record is recent.

   
   

2. Apply Through Official Channels: Submit your application through careers.gm.com. GM also posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as production positions are posted frequently. Consider applying to multiple plant locations to maximize opportunities.

   
   

3. Complete All Online Assessments: GM may require online assessments including comprehension tests, personality assessments, and skills evaluations. Take these seriously and complete them promptly. Use the STAR method (Situation, Task, Action, Result) for behavioral questions.

   
   

4. Prepare for the Interview: Research GM's products, values, and commitment to electric vehicles. Emphasize reliability, safety consciousness, and teamwork. Be ready to discuss any manufacturing or mechanical experience.

   
   

5. 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.

   
   

6. 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).

   
   

7. 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 from employers, probation officers, or community members.

   
   

8. Check Expungement Eligibility: Research whether your offense qualifies for sealing or expungement. Michigan's Clean Slate Law automatically expunges qualifying misdemeanors after 7 years and felonies after 10 years. Contact legal aid organizations for assistance.

   
   

9. Follow Up Professionally: After applying, follow up with HR if you don't hear back within 2-3 weeks. If you receive a pre-adverse action notice, respond promptly with rehabilitation documentation. Persistence and professionalism demonstrate the qualities employers value.

Tips for Applicants with Records

1. Automotive Manufacturing Has Constant Hiring Needs: GM operates massive production facilities with thousands of workers and consistent turnover. Assembly plants in Fort Wayne, Arlington, Spring Hill, and Fairfax regularly hire production workers. Don't be discouraged by individual rejections—keep applying to different locations.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at GM begin on the assembly line. Prove reliability by showing up on time, following safety protocols, and being a team player. The UAW contract provides automatic wage progression, and internal promotions are common.

   
   

3. Run Your Own Background Check First: Know what will appear before the employer sees it. Order your own criminal background check from a consumer reporting agency. Dispute any errors or outdated information in advance. Check if any convictions qualify for expungement under Michigan's Clean Slate Law.

   
   

4. Manufacturing-Specific Preparation: Manufacturing environments require physical stamina, attention to detail, and strict safety compliance. Demonstrate understanding of workplace safety, teamwork, and quality standards. Consider obtaining forklift certification or other relevant credentials.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. GM requires pre-employment drug screening (urine test; some positions may require hair follicle). Note that THC testing policies may vary by state where marijuana is legal.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation (critical for shift work), and any consistent work history—even informal work shows you can be counted on. Manufacturing employers especially value punctuality and dependability.

   
   

7. Consider Staffing Agencies: Kelly Services has a "Kelly 33" program specifically connecting people with criminal records to manufacturers, including Toyota. Many GM suppliers also use staffing agencies that are open to second chance hiring.

   
   

8. Be Flexible on Shifts and Locations: Willingness to work second or third shifts (afternoons, nights) and weekends significantly increases your chances. Consider applying to less popular plant locations. Many positions offer shift differentials for off-hours work.

Benefits Overview

GM offers a comprehensive benefits package for UAW-represented hourly employees, with benefits typically beginning after a probationary period. The 2023 UAW contract significantly enhanced benefits.

• Compensation: Starting wages $18-$22/hr, progressing to $40+/hr within 3 years under UAW contract. Profit sharing bonuses and overtime opportunities frequently available.

  
  

• 401(k) and Retirement: 4% automatic employer contribution plus dollar-for-dollar match up to 4% more (total potential 8-12%). Pension plan for UAW employees.

  
  

• Health Benefits: Comprehensive medical, dental, and vision coverage with no deductible or monthly contributions for UAW employees.

  
  

• Time Off: Up to 17 paid holidays. Paid vacation based on service. Two weeks paid parental leave.

  
  

• Additional Benefits: Tuition assistance up to $8,000/year; employee vehicle discounts; life insurance; UAW Legal Services Plan; employee assistance program.

  
  

• Employee Perspectives - Pros: Excellent pay and benefits; job security with union representation; overtime opportunities; profit sharing; career advancement paths; comprehensive healthcare.

  
  

• Employee Perspectives - Cons: Physically demanding work; mandatory overtime during busy periods; repetitive tasks; hot/cold factory conditions; strict attendance policies; seniority-based systems can limit flexibility.

Frequently Asked Questions

1. Does General Motors hire people with felonies?

   Yes, GM hires individuals with felony convictions, particularly for production and manufacturing positions. The company conducts individualized assessments as required by EEOC guidelines rather than maintaining blanket exclusion policies. Employee reports confirm people with various criminal backgrounds have been hired, especially for UAW union production positions. Success depends on the nature of the offense, time elapsed, demonstrated rehabilitation, and relationship to job duties. Non-violent offenses older than 7 years have the best outcomes.

   
   

2. What is the background check process at General Motors?

   GM conducts background checks after extending a conditional job offer. The process includes criminal history search at county, state, and federal levels; identity verification through SSN trace; employment verification; education verification for applicable positions; and mandatory drug screening. The company uses third-party background check services and must comply with FCRA requirements, including providing pre-adverse action notice if considering withdrawal of offer based on results.

   
   

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

   GM typically uses a standard 7-year lookback for criminal history, though serious violent offenses or crimes directly related to job duties may be reviewed beyond this period. Employment verification usually covers 7-10 years. Michigan's Clean Slate Law (effective 2023) automatically expunges qualifying misdemeanors after 7 years and felonies after 10 years, which may limit what appears on background checks. The FCRA limits reporting of non-conviction arrests to 7 years.

   
   

4. What types of convictions make hiring more difficult at General Motors?

   Convictions that face the highest scrutiny include: violent offenses (assault, weapons charges) due to workplace safety concerns; theft, embezzlement, or fraud due to access to high-value vehicle inventory and equipment; drug trafficking or manufacturing; and any conviction directly related to automotive manufacturing duties. Recent offenses (within 7 years) face more scrutiny than older ones. Non-violent property crimes, drug possession (with completed treatment), and older offenses with demonstrated rehabilitation typically face fewer barriers.

   
   

5. What are the best entry-level roles at General Motors for applicants with a record?

   The best entry points are: Assembly Line Worker ($19-$27/hr) – highest volume hiring with UAW union protections; Production Technician ($18-$26/hr) – equipment operation with consistent openings; Material Handler ($18-$25/hr) – logistics and warehouse work with forklift opportunities; and Warehouse Worker ($17-$24/hr) – parts distribution with physical labor focus. All production positions offer the advantage of union representation, structured wage progression, and paths to advancement.

   
   

6. Does General Motors drug test, and what kind of test do they use?

   Yes, GM requires pre-employment drug testing for all manufacturing and operational roles. Testing is typically urine-based, though some positions or locations may use hair follicle testing. Employee reports indicate that some facilities in states where marijuana is legal may no longer test for THC, but this varies by location and is not guaranteed. GM maintains a strict drug-free workplace policy, and failure to pass the drug test is an immediate disqualifier.

   
   

7. When during the hiring process will General Motors ask about criminal history?

   GM does not ask about criminal history on the initial application and delays background checks until after a conditional job offer is extended. This aligns with fair chance hiring principles and allows candidates to demonstrate qualifications through the interview process before record review. Criminal history inquiry occurs during the post-offer background check phase. Note that some positions may require you to disclose specific information related to job duties during the interview.

   
   

8. Can someone advance to management at General Motors if they have a felony?

   Yes, advancement to supervisory and management positions is possible for employees with felony records who demonstrate strong performance, reliability, and leadership qualities. However, promotions to positions with financial responsibilities, security access, or sensitive data handling may face additional scrutiny. The key is establishing a strong work record, completing any available training programs, and allowing time to pass since the conviction. UAW positions like Team Leader and Group Leader are common advancement paths for production workers.

   
   

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

   The complete hiring process typically takes 4-8 weeks from application to start date (Glassdoor average: 31 days). Timeline breakdown: application review (1-2 weeks), interviews (1-2 weeks), conditional offer and background check (1-2 weeks), orientation (1-2 weeks). Background checks alone take 5-10 business days.

   
   

10. What can applicants do to improve their chances of getting hired at General Motors?

    Key strategies include:

    (1) Target entry-level production positions with highest hiring volume;

    (2) Apply to multiple plant locations;

    (3) Obtain forklift certification or other relevant credentials;

    (4) Complete all online assessments thoroughly;

    (5) Prepare honest, concise explanations of your record;

    (6) Document rehabilitation through certificates, references, and stable work history;

    (7) Research expungement eligibility under Michigan's Clean Slate Law;

    (8) Be flexible on shifts and locations;

    (9) Ensure you can pass the drug test;

    (10) Follow up professionally and respond promptly to any pre-adverse action notices.

Alternative Second Chance Employers

Alternative Second Chance Employers

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

Conclusion

General Motors offers genuine opportunities for individuals with criminal records, particularly in production and assembly positions. As the largest domestic automaker with UAW union representation, the company provides a pathway to stable employment with competitive wages, comprehensive benefits, and real advancement potential. The 2023 UAW contract significantly improved compensation, with production workers now progressing to top wages of $40+/hr within three years.

The work is physically demanding and requires strict adherence to safety protocols, but the compensation is competitive and includes profit sharing, excellent healthcare, and retirement benefits. Career advancement is achievable—many supervisors and managers started on the assembly line and worked their way up through demonstrated performance and reliability.

Key Success Factors: Target entry-level production positions; apply to multiple plant locations; be honest about your record; document rehabilitation; pass the drug test; demonstrate reliability and commitment to safety; be flexible on shifts.

Biggest Barriers: Recent violent felonies; theft or fraud convictions; failed drug tests; dishonesty during application process; inability to meet physical requirements.

With persistence and proper preparation, GM can provide the stable, well-paying career that supports successful reentry. The company's commitment to EEOC guidelines and the UAW's non-discrimination protections create genuine second chance opportunities in one of America's most iconic industries.

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 General Motors.

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://careers.gm.com