Disclosure One-Pager: What to Say, In Order
A condensed, printable version of our full Disclosure Planning guide. Print it, keep it in your folder, and read it again the morning of an interview.
The Four Moments It Can Come Up
- The application. If there's a question and it applies to you, answer honestly. Leaving it blank or checking "no" isn't a strategy -- it's a lie on a legal document, and it can cost you the job later even after you're hired.
- The interview. You can bring it up yourself or wait to be asked. Either way, this is the moment you have the most control.
- The background check callback. Most employers check after a conditional offer. If something shows up, federal law requires them to give you notice and a chance to respond before pulling the offer.
- After you've started. If you disclosed honestly earlier, this is a non-event. If you didn't, it's where things get hard.
Build Your Statement -- Four Parts
- What happened. One sentence. The offense and the year. No adjectives, no justification.
- What you did about it. Sentence completed, probation finished, program completed.
- What's different now. One concrete thing: a job you've held, a certification, a period of stability.
- Why it doesn't change what you bring. Connect it directly to the job in front of you.
Example: "In 2019 I was convicted of possession with intent to deliver. I completed my sentence and probation in 2021. Since then I've held a steady job in warehouse logistics and gotten my forklift certification. That's the version of me you'd be hiring, and I'm glad to answer any questions about the rest."
Quick Scripts
On a written application, if asked:
"Yes. [Offense type], [year]. Completed sentence/probation in [year]. Happy to discuss further in an interview."
Bringing it up yourself in the interview:
"Before we go further, I want to be upfront about something. I have a felony conviction from [year] for [offense, described plainly]. I served my time and I've been [working steadily / in a stable job] since [timeframe]. It's not something that affects how I'll do this job, and I'm glad to answer any questions."
If they ask directly:
"Yes, I have a conviction from [year]. [One sentence on what happened -- no more.] Since then I've [specific thing: completed a program, held down a job, built a skill]."
Responding to a pre-adverse action notice (after a background check):
"I'm writing in response to the notice I received on [date]. I want to flag [specific inaccuracy, if any]. My conviction is from [year]; I completed my sentence in [year] and have since [stability marker]. I believe this has no bearing on my ability to succeed in this role."
Do / Don't
| Do | Don't |
|---|---|
| Keep it to one sentence on what happened | Tell the whole story -- no police-report detail |
| Practice it out loud with someone first | Apologize more than once |
| Make eye contact when you say it | Lie or leave it blank on paper |
| Let there be a pause after you finish | Guess at legal details -- say "I'll confirm" instead |
| Match the tone of the rest of the interview | Bring it up before you've built any rapport |
Know the Legal Ground You're Standing On
In Wisconsin, the Wisconsin Fair Employment Act (Wis. Stat. § 111.335) says an employer can only hold a conviction against you if it's "substantially related" to the job -- not just because it makes them uncomfortable. Arrests that never led to a conviction generally can't be held against you at all. This isn't a guarantee you'll get hired. It means you're not standing there with nothing.
Want the Full Playbook?
This one-pager is a condensed summary. The full guide has scripts for every scenario, the FCRA adverse-action process explained step by step, industry-by-industry breakdowns, and Wisconsin-specific legal resources.
Read the complete Disclosure Planning guide →
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Disclaimer: This is general information, not legal advice. Employment and criminal record laws change and vary by state. Consult a licensed attorney for your specific situation. Steel Man Resumes is not a law firm.
Last Updated: July 2026. Condensed from the full Disclosure Planning guide -- see that guide for complete sourcing.