Quick Answer

Yes, Harley-Davidson is known to hire individuals with felony convictions for certain positions. As a legendary American motorcycle manufacturer employing approximately 5,900 employees worldwide, Harley-Davidson operates high-volume manufacturing facilities and adheres strictly to EEOC guidelines (Title VII). Employment decisions are conditional upon passing a background check and are subject to Fair Chance Hiring principles and individualized assessment requirements.

The law prohibits companies from having a blanket policy excluding all felons. Instead, Harley-Davidson 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 heavy industrial environments), theft, fraud, or embezzlement (due to access to high-value motorcycle inventory and components), and drug offenses (due to strict drug-free workplace policies). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

The best entry points are Production Technician, Material Handler, and Assembly Line Worker positions at the York, Pennsylvania manufacturing facility. These roles offer consistent hiring volume and serve as pathways to advancement within the iconic motorcycle manufacturer. Employee reports confirm that Harley-Davidson has hired individuals with felony records, particularly through work-release programs.

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: Harley-Davidson is not allowed to automatically exclude you solely for having a criminal record. EEOC guidelines require an individualized assessment of each applicant.

  
  

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

  
  

• Physical Requirements: Manufacturing roles require standing for extended periods (8-10 hours), repetitive motion, lifting up to 35-50 pounds, and working in a fast-paced assembly environment.

  
  

• Drug Screen: Must pass a mandatory pre-employment urine drug test. Harley-Davidson maintains a strict drug-free workplace policy. Testing screens for marijuana, cocaine, opioids, amphetamines, and PCP.

  
  

• 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 provide required I-9 documentation. Harley-Davidson does not sponsor work visas for manufacturing positions.

  
  

• Schedule Flexibility: Manufacturing operates on multiple shifts including weekends and overtime periods. Willingness to work flexible schedules increases hiring chances.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Harley-Davidson operates primary manufacturing in Pennsylvania (York) and Wisconsin (Menomonee Falls, Tomahawk), with corporate headquarters in Milwaukee, Wisconsin. Each state has different fair chance hiring protections, but all locations must comply with federal EEOC guidelines.

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

Harley-Davidson uses third-party background check services and 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 (typically 5 business days) to dispute inaccuracies;

(3) Provide final adverse action notice if the decision stands after review. This process gives you the opportunity to present mitigating evidence.

State-Specific Considerations

Wisconsin has a unique fair employment law extending to criminal records. Under the Wisconsin Fair Employment Act, employers may not refuse to hire based on an arrest or conviction unless it is "substantially related" to the job duties. This provides stronger protection than many states. Public sector employers cannot ask about criminal history until after certification for the position.

Pennsylvania has ban-the-box protections for public sector employers but no statewide law covering private employers. The York manufacturing facility is not within Philadelphia's jurisdiction, so the Philadelphia Fair Criminal Record Screening Standards ordinance does not apply. However, EEOC guidelines still require individualized assessment.

Manufacturing-Specific Considerations

Heavy manufacturing environments like Harley-Davidson's motorcycle assembly plants involve specific regulatory and safety considerations. OSHA compliance requires maintaining safe working conditions, which influences hiring decisions for violent offenses. Drug-free workplace requirements are strictly enforced due to operation of heavy machinery, welding equipment, and assembly tools. Access to high-value inventory (completed motorcycles worth $15,000-$50,000+) creates heightened scrutiny for theft-related offenses.

Company Overview

Harley-Davidson, Inc. is the legendary American motorcycle manufacturer founded in 1903 in Milwaukee, Wisconsin. The company designs, manufactures, and sells heavyweight touring, custom, and performance motorcycles and is one of the most iconic American brands worldwide. Harley-Davidson operates as a parent company for Harley-Davidson Motor Company (HDMC) and Harley-Davidson Financial Services (HDFS). The company employs approximately 5,900 employees globally as of December 2024.

The company is publicly traded on the New York Stock Exchange (NYSE: HOG) and reported revenue of approximately $5.19 billion in fiscal year 2024. Harley-Davidson is committed to building a culture of inclusion and belonging, with approximately 38% female employees and 33% ethnic minorities in its workforce.

Company Fast Facts

• Founded: 1903 (Milwaukee, Wisconsin)

• Headquarters: 3700 W. Juneau Avenue, Milwaukee, WI

• Employees: ~5,900 globally

• CEO: Artie Starrs (appointed November 2025)

• Stock Symbol: NYSE: HOG

• Revenue: ~$5.19 billion (FY 2024)

• Major Facilities: York, PA (final assembly); Menomonee Falls, WI (powertrain); Tomahawk, WI (parts)

• Union Representation: IAM Local 175 (York); USW Local 2-209 and IAM Lodge 78 (Wisconsin)

Hiring Policy Analysis

Harley-Davidson has demonstrated willingness to hire individuals with criminal backgrounds, with employee reports confirming that the company has brought workers from county prison work-release programs. The company's equal opportunity employer statement emphasizes building a "culture of inclusion, belonging and equity" and welcoming candidates regardless of background. Harley-Davidson conducts individualized assessments as required by EEOC guidelines and complies with state-specific fair employment laws.

Background checks are conducted after a conditional offer is extended, giving applicants the opportunity to demonstrate qualifications before criminal history review. The company's hiring process typically includes online application, phone/video screening, in-person interview, conditional offer, background check and drug test, and orientation. Union representation at manufacturing facilities (IAM at York, USW and IAM in Wisconsin) provides structured advancement opportunities and worker protections.

Position-Specific Barriers

Barrier levels are determined by access to inventory, safety-sensitive equipment, customer interaction, and specific job responsibilities.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company job postings. Actual compensation varies by location, shift, experience, and union contract terms. York, PA facility rates shown as primary manufacturing location.

Career Path Examples

Harley-Davidson emphasizes internal advancement and offers training opportunities. Union contracts provide structured wage progressions and promotion pathways.

Production Track: Production Technician 1 ($17-$22/hr) → Production Technician 2 ($20-$25/hr) → Team Leader ($25-$30/hr) → Production Supervisor ($55K-$75K/yr). Advancement based on performance, skills development, and seniority.

Skilled Trades Track: Entry Welder ($20-$24/hr) → Certified Welder ($24-$28/hr) → Senior Welder ($28-$32/hr) → Maintenance/Tool Maker ($35-$40/hr). Requires developing certifications and specialized skills.

Quality Track: Assembly Worker ($18-$25/hr) → Quality Inspector ($22-$30/hr) → Senior Quality ($28-$35/hr) → Quality Supervisor ($60K-$80K/yr). Attention to detail and product knowledge are key advancement factors.

Background Check Process

Understanding Harley-Davidson'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 interview and demonstrate your qualifications before your criminal history 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 urine test for all manufacturing positions).

  
  

• Lookback Period: Standard 7-year criminal lookback for most convictions. Employment verification typically extends 7-10 years. Serious violent offenses may be considered beyond the standard lookback period.

  
  

• Timeline: The hiring process averages approximately 27 days from application to hire based on Glassdoor data. Background checks typically take 1-2 weeks to complete after conditional offer. Some positions may take longer (up to 3 months reported for specialized roles).

  
  

• Process Flow: Online application submitted → Phone/video screening → In-person interview → Conditional offer extended → Background check authorization signed → Drug test completed → Background check conducted → Results reviewed using individualized assessment → Final hiring decision made → Pre-adverse or adverse action notice if applicable → Start date confirmed → Orientation.

Disqualifying Factors

High Risk for Disqualification: Recent violent felonies (assault, weapons charges) due to safety in industrial environment; theft, fraud, or embezzlement convictions due to high-value inventory access; recent drug trafficking or manufacturing convictions; sexual offenses; repeat offenders with multiple felonies.

Lower Risk (Case-by-Case): Non-violent property crimes older than 7 years; drug possession convictions (not trafficking) with completion of treatment; DUI convictions for non-driving positions; 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 at least 5 business days to respond with corrections or mitigating evidence.

  
  

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

  
  

• Wisconsin Substantially Related Standard: For Wisconsin positions, employers cannot deny employment unless the conviction is substantially related to job duties.

  
  

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

Application Strategy

1. Target Entry-Level Production Positions: Focus on Production Technician 1, Material Handler, and Assembly Line Worker positions which have the lowest barriers and highest volume hiring needs. These roles offer the best opportunity to get your foot in the door at Harley-Davidson.

   
   

2. Apply Through Official Channels: Submit your application through jobs.harley-davidson.com. Positions are also posted on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as production roles are posted frequently, especially for future recruitment needs.

   
   

3. Prepare for the Interview: Be ready to discuss your reliability, safety awareness, and commitment to quality. Research the company's history and products. Emphasize teamwork, attention to detail, and willingness to learn. Expect behavioral questions about problem-solving and handling difficult situations.

   
   

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 after the 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, and references from employers, probation officers, or community members.

   
   

7. Check Expungement Eligibility: Research whether your offense qualifies for sealing or expungement. Both Pennsylvania and Wisconsin have processes for record sealing. Contact local legal aid organizations for assistance.

   
   

8. Follow Up Professionally: After applying, be patient as hiring for future needs can take time. 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. Manufacturing Has Consistent Hiring Needs: Harley-Davidson's York facility is the only U.S. assembly plant producing all motorcycle models, creating constant labor demand. The company posts for future recruitment needs, so don't be discouraged by timing—keep applying.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at Harley-Davidson begin in Production Technician 1 roles. Prove reliability by showing up on time, working safely, and maintaining quality standards. Union contracts provide clear wage progressions and advancement opportunities.

   
   

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.

   
   

4. Demonstrate Manufacturing Readiness: Manufacturing environments require physical stamina, attention to detail, and safety awareness. Mention any prior factory, warehouse, or construction experience. Consider obtaining forklift certification to stand out from other applicants.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. Harley-Davidson requires pre-employment urine testing for all manufacturing positions and maintains a drug-free workplace policy. Both Pennsylvania and Wisconsin allow employers to test for marijuana.

   
   

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

   
   

7. Network and Use Employee Referrals: Employee referrals are the most common way people get interviews at Harley-Davidson according to Indeed data. Network through LinkedIn or local workforce development programs to connect with current employees.

   
   

8. Be Flexible on Scheduling: Willingness to work second or third shifts, weekends, and overtime increases your chances significantly. Manufacturing operates around the clock, and flexibility demonstrates commitment.

Benefits Overview

Harley-Davidson offers a comprehensive benefits package for full-time hourly employees. Benefits typically begin after completing a probationary period.

• Compensation: Hourly rates from $17-$38/hr depending on position and experience. Annual bonus programs available. Union positions include negotiated wage progressions.

  
  

• 401(k) and Retirement: 401(k) plan with company match. Legacy employees may have pension benefits; newer hires receive enhanced 401(k) contributions.

  
  

• Health Benefits: Medical, dental, and vision insurance options. Multiple plan choices to fit individual needs. Employee assistance program available.

  
  

• Time Off: Paid vacation and personal time. Holiday pay for designated holidays. Salaried positions may have unlimited PTO. Union contracts specify vacation accrual rates.

  
  

• Additional Benefits: Life insurance; disability coverage; onsite fitness centers at some locations; employee stores with discounts; employee discounts on Harley-Davidson products and accessories; motorcycle purchase program with 20% payback; flexible work arrangements for eligible positions.

  
  

• Employee Perspectives - Pros: Iconic brand to work for; motorcycle purchase program; engaged teams; flexible scheduling for some roles; union representation at manufacturing facilities.

  
  

• Employee Perspectives - Cons: Healthcare costs shifting to employees; limited raises reported by some; restructuring and periodic layoffs; demanding production pace; diminishing benefits compared to past.

Frequently Asked Questions

1. Does Harley-Davidson hire people with felonies?

   Yes, Harley-Davidson does hire individuals with felony convictions. Employee reports on Indeed confirm that the company has hired people with records, including through work-release programs from county prisons. However, hiring is not automatic—each applicant undergoes an individualized assessment considering the nature of the offense, time elapsed, and relationship to job duties. Production roles offer the best opportunities, while positions with fiduciary responsibility face higher barriers.

   
   

2. What is the background check process at Harley-Davidson?

   Harley-Davidson conducts comprehensive background checks through third-party services after extending a conditional offer. The check includes criminal history at county, state, and federal levels, identity verification through SSN trace, and employment history verification. The company follows FCRA requirements, providing pre-adverse action notice and opportunity to dispute inaccuracies before making final decisions.

   
   

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

   The standard lookback period is 7 years for most criminal convictions, consistent with FCRA guidelines for states that limit reporting. Employment verification typically extends 7-10 years. Serious violent offenses or sexual crimes may be considered beyond the standard lookback period under EEOC individualized assessment guidelines. Older, non-violent felonies pose significantly lower risk during review.

   
   

4. What types of convictions make hiring more difficult at Harley-Davidson?

   The most difficult convictions for Harley-Davidson employment include: violent felonies (assault, weapons charges) due to safety concerns in industrial environments; theft, fraud, and embezzlement due to access to high-value inventory; recent drug manufacturing or trafficking convictions; and sexual offenses. Drug possession convictions are evaluated case-by-case, with completion of treatment programs viewed favorably. Non-violent offenses older than 7 years typically pose fewer barriers.

   
   

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

   The best entry-level positions for second chance applicants are Production Technician 1 ($17-$22/hr), Material Handler ($17-$21/hr), and Assembly Line Worker ($18-$25/hr). These roles have the highest hiring volume, lower barrier levels, and provide opportunities to demonstrate reliability. The York, Pennsylvania facility is the primary location for manufacturing positions. Avoid initially applying for positions involving financial responsibility or unsupervised access to inventory.

   
   

6. Does Harley-Davidson drug test, and what kind of test do they use?

   Yes, Harley-Davidson requires mandatory pre-employment drug testing for all manufacturing and operational positions. The company uses urine tests as the primary screening method. Testing screens for marijuana, cocaine, opioids, amphetamines, and PCP. The company maintains a strict drug-free workplace policy with zero tolerance. Both Pennsylvania and Wisconsin permit employers to test for marijuana regardless of state legalization status.

   
   

7. When during the hiring process will Harley-Davidson ask about criminal history?

   Harley-Davidson conducts background checks after extending a conditional job offer, giving you the opportunity to interview and demonstrate your qualifications first. The company follows EEOC guidelines requiring individualized assessment. In Wisconsin locations, the state's Fair Employment Act provides additional protections requiring that any conviction must be substantially related to job duties.

   
   

8. Can someone advance to management at Harley-Davidson if they have a felony?

   Advancement to supervisory and management positions is possible for individuals with felony records who demonstrate strong performance, reliability, and leadership potential. However, promotional positions typically face additional background review and may have higher scrutiny for financial responsibility. The union environment provides structured advancement pathways based on seniority and skills development. Building a strong track record in entry-level positions is the key to advancement opportunities.

   
   

9. How long does the hiring and background check process take at Harley-Davidson?

   The average hiring process takes approximately 27 days according to Glassdoor data, though this varies by position. Many applicants report receiving responses within 1-2 days after interviewing. However, the company often posts positions for future recruitment needs, which can extend wait times significantly. Background checks typically take 1-2 weeks to complete after authorization. Some specialized positions may take up to 3 months for the complete hiring process.

   
   

10. What can applicants do to improve their chances of getting hired at Harley-Davidson?

    Key strategies include:

    (1) Target entry-level production roles with lower barriers;

    (2) Apply through the official careers site and check frequently for new postings;

    (3) Get an employee referral if possible—it's the most common way people get interviews;

    (4) Demonstrate stability, reliability, and safety awareness during interviews;

    (5) Be completely honest about your record when asked;

    (6) Prepare rehabilitation documentation to submit if you receive a pre-adverse action notice;

    (7) Pass the mandatory drug test—address any substance issues before applying;

    (8) Show flexibility on scheduling including shifts and overtime;

    (9) Highlight any manufacturing, mechanical, or warehouse experience.

Alternative Second Chance Employers

If Harley-Davidson doesn't work out, consider these employers known for fair chance hiring practices in manufacturing and related industries:

Conclusion

Harley-Davidson offers genuine opportunities for individuals with criminal records, particularly in production and manufacturing roles at the York, Pennsylvania facility. As an iconic American brand with approximately 5,900 employees and union representation at manufacturing facilities, the organization provides a realistic pathway to stable employment with competitive wages and comprehensive benefits.

The work is physically demanding in a fast-paced industrial environment, but the compensation is competitive for manufacturing ($17-$38/hr depending on position and skills). The benefits package includes health insurance, 401(k) with match, and unique perks like the motorcycle purchase program with 20% payback. Career advancement is possible through demonstrated reliability, skills development, and union-negotiated wage progressions.

Key Success Factors: Apply for entry-level production roles; demonstrate reliability, safety awareness, and attention to detail; be completely honest about your record; pass the mandatory drug test; show flexibility on scheduling; document rehabilitation efforts; and seek employee referrals when possible.

Biggest Barriers: Recent violent offenses create significant safety concerns in industrial settings; theft and fraud convictions face high scrutiny due to inventory access; mandatory drug testing with zero tolerance policy; Wisconsin's substantially related standard provides protection but Pennsylvania has fewer statewide protections for private employers.

Working at Harley-Davidson means being part of building one of the most iconic brands in American history. For applicants with records who can demonstrate reliability, pass drug screening, and show commitment to safety and quality, Production Technician and Assembly positions offer a meaningful second chance opportunity with a legendary employer.

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 Harley-Davidson.

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://jobs.harley-davidson.com