Michigan Background Checks

Health Street’s comprehensive range of criminal background checks in Michigan offers employers a thorough view of a job applicant’s records and resume. Whether you are looking for a basic criminal database search or an in-depth dive into court records, employment history, education degrees, credentials, references and more, Health Street’s Michigan background checks get you the information that you need to make decisions that protect your staff, business and yourself. Background checks in Michigan from Health Street are fast, easy, and informative.

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What Michigan Background Checks can I order through Health Street?

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Why Health Street For Michigan Background Checks?

Performing background checks in the Wolverine State involves knowing and following state rules and regulations which may stipulate what information can be taken into account when making hiring decisions. Requirements vary by state.

Performing background checks on your own is risky and can lead you into legal trouble. Hiring a background check company, known as a Credit Reporting Agency or CRA, is highly advisable. A credit reporting agency’s job is to stay abreast of Michigan background check laws. Reputable CRA’s help you avoid pitfalls such as:

Not uncovering criminal activity
Revealing too much information, including things that by law cannot be considered during the hiring process

The risk of uncovering too much information in a background check is significant. Laws such as the Americans with Disabilities Act (ADA) and the Federal Fair Credit Reporting Act (FCRA) mandate that certain protected information cannot be considered by employers when making hiring decisions. When hiring in Michigan, it is crucial to use a CRA that understands the complexity of background check laws in Michigan.

Pre-Employment Background Checks and Criminal Records

Unlike many other states, Michigan does not have a “ban the box” law prohibiting employers from asking about a job candidate’s criminal record on a job application. The one exception is for state agencies. These employers cannot ask a job applicant if they have a felony conviction. However, state law does protect employees or applicants from having to disclose misdemeanor arrests if they didn’t result in a conviction. It should be noted that employers may request information about felony arrests that have not yet led to a conviction or dismissal. These may also be disclosed on a credit reporting agency’s background check.

Employers in some industries are required to run background checks and to deny employment to applicants with certain criminal records. However, unless an employer falls under these regulations, Title VII of the US Civil Rights Act prohibits employers from having a blanket policy of not accepting applications from or hiring people with a criminal record.

Juvenile Records

In most cases, the conviction of a crime will remain on your record for the rest of your life. This includes your public juvenile record. An exception may occur if a juvenile was sentenced under the Holmes Youthful Trainee Act or was part of a juvenile diversion program. In this case, it’s likely the records were sealed and will not show up on a background check. Except when applying to law enforcement agencies, applicants and employees are not required to disclose information about sealed or expunged records.

If a juvenile offense does show up, it may not affect the situation in the same way as an adult conviction. Legally, they’re not the same and many of the laws that prohibit hiring a candidate with a criminal record don’t apply to crimes committed by a minor.

Michigan’s Internet Privacy Protection Act

Checking an individual’s social media accounts may seem like an excellent way to gather background information. However, Michigan’s Internet Privacy Protection Act prohibits employers from requiring employees or job applicants to provide access to their personal social media or internet accounts as a condition of employment. The penalties for this are serious. An employer who attempts to do so may be charged with a misdemeanor.

In addition, if an employer takes retaliatory action against an employee who refuses to provide access to his or her social media or internet accounts, they can be held liable for wrongful termination and may be subject to other employment law violations.

Checking public social media posts could also present a problem during the hiring process. These accounts are likely to provide insight into information that employers aren’t allowed to ask — like age, race, disability, and more. If employers observe this information, they must take extra care that subsequent decisions aren’t construed as discrimination.

DOT Background Screening Services

Health Street can perform the often tedious work of DOT background checks for you. We will report our findings in a clear background check document stored in a secure online portal with your other driver file records. The report will include:

Michigan MVR
Drug and alcohol violations from prior employers from before the Clearinghouse was initiated
FMCSA Clearinghouse details

You will be able to review this driver background check in the same convenient place where you manage your Michigan criminal background screening, DOT random pool, and driver files.

Credential Verification

Sometimes, the job candidate who seems to be most qualified is lying on his or her resume. In fact, it is quite common for people to misrepresent their education, degrees earned, and work history in order to qualify for a job that they otherwise would not obtain. An unqualified employee – especially one who forges aspects of their experience – creates serious risks for business leaders and HR executives.

Health Street’s background checks in Michigan can verify a person’s resume, confirming the information that they have provided to you about their education, employment history, professional licensure, and degrees earned. We can even check references. Including these options on your background check in Michigan gives you and your business the protection it deserves and the knowledge that you are hiring honest, qualified candidates.


Basten, Kelsey. “Michigan Passes New Ban-the-Box Law.” GovDocs, https://www.govdocs.com/michigan-passes-new-ban-the-box-law/
“Pre-Employment Inquiry Guide.” Michigan Department of Civil Rights, https://www.michigan.gov/documents/mdcr/Preemploymentguide62012_388403_7.pdf
“Justice Initiatives: Employment.” State Bar of Michigan, https://www.michbar.org/file/programs/cii/pdfs/employment_rights.pdf
“Hiring People with Criminal Records: An Employer’s Guide to Legal Rights and Responsibilities in Michigan.” Michigan Department of Civil Rights, https://www.michigan.gov/documents/mdcr/E.PrisonerBrochure_498114_7.pdf
“New Michigan law protects employees’ Internet privacy rights.” Fagan McManus Attorneys at Law, https://www.faganlawpc.com/articles/new-michigan-law-protects-employees-internet-privacy-rights/
“Part Two: Stay on the Right Side of the Law When Conducting Job Candidate Background Checks.” Foster Swift Collins & Smith PC Attorneys, 20 May 2020, https://www.michlaborlaw.com/lawfully-conduct-job-candidate-checks