What Types of Criminal Charges Could Impact my Employment as a Peer Specialist?

Certain types of criminal charges may impact employment as a peer specialist, depending on the nature of the charge, how recent it is, and the requirements of the employer and funding source. Criminal history is reviewed separately by employers as well as certification bodies, and the outcomes may differ between the two.

Disclaimer: This information is provided for general educational purposes only and does not constitute legal advice or a guarantee of employment or certification outcomes.

Types of Criminal Charges That May Impact Peer Employment

Violent Offenses

Charges involving violence may impact eligibility for peer roles, particularly in healthcare, residential, or Medicaid-funded settings. These may include:

• Assault or aggravated assault
• Domestic or family violence
• Homicide-related charges

Severity, context, and time since the offense are typically considered.

Sexual Offenses

Sexual offenses are among the most restrictive categories and may:

• Limit eligibility for certain peer positions
• Restrict work in programs serving children or other vulnerable populations

These charges often trigger additional reviewing or disqualification depending on the setting.

Abuse, Neglect, or Exploitation

Charges involving abuse, neglect, or exploitation of:

• Children
• Elderly individuals
• People with disabilities or other vulnerable populations

may impact employment in programs that serve those groups.

Financial Crimes or Fraud

Charges involving fraud, financial exploitation, or misuse of funds may affect:

• Roles involving benefits navigation, documentation, or financial access
• Positions requiring a higher level of administrative trust

Drug-Related Charges

Drug-related charges may impact peer employment depending on:

• How recent the charge is
• Whether the case is resolved
• Evidence of recovery and stability

Many peer roles recognize substance use recovery as lived experience, and these charges do not automatically disqualify candidates.

Theft or Property-Related Charges

Theft, burglary, or similar charges may be reviewed in relation to:

• Access to client property
• Administrative or record-keeping responsibilities

Older, non-violent offenses are often considered individually.

Open or Unresolved Charges

Most employers and certification bodies will not approve candidates who have:

• Open or pending criminal charges
• Active warrants
• Ongoing probation, parole, or deferred adjudication

Once cases are resolved, individuals may be eligible for reconsideration.

Student Quick-Reference Table: Charge Type → Possible Impact

Charge Type	Possible Impact on Peer Employment
Violent offenses	May limit eligibilityMight be subjected to additional reviewing
Sexual offenses	Often restrict placement May disqualify in some settings
Abuse/neglect/exploitation	May impact work with vulnerable populations
Financial crimes or fraud	May affect roles involving benefits or records
Drug-related offenses	Often reviewed case by caseTime since the offense and evidence of recovery
Theft/property offenses	Reviewed in context of role duties
Open or pending cases	Typically pause hiring or certification until resolved
Older, non-violent offenses	Often minimal impactReviewed individually

Employer Background Checks vs. Certification Background Checks

Criminal history is reviewed separately by employers and certification bodies, and decisions may differ.

Employer Background Checks

• Set by the organization and its funding sources
• Focus on workplace safety and role-specific risk
• Vary widely between employers

Certification Background Checks (Texas)

• Required for MHPS, RSPS, CFP, and PSS certification
• Reviewed by the Texas Certification Board
• Governed by state rules, offense categories, and timeframes
• May allow exception or appeal processes in some cases

It is possible to be:

• Employable but delayed or denied certification 

or

• Certifiable but limited in certain employment settings

Final Note

Having a criminal history does not automatically prevent someone from working as a peer specialist. Peer work often values justice-involved lived experience, but employment and certification decisions must follow the required review process.