Not a lawyer, but it seems pretty clear based on https://www.nolo.com/legal-encyclopedia/california-laws-employer-use-arrest-conviction-records.html https://www

Not a lawyer, but it seems pretty clear based on https://www.nolo.com/legal-encyclopedia/california-laws-employer-use-arrest-conviction-records.html https://www.nolo.com/legal-encyclopedia/california-laws-empl... that you are correct about arrest and sealed records. There's also this bit about how the employer has to consider the nature of the conviction versus the nature of the job, that seems to point in your favor: > For example, suppose an applicant has a conviction related to prescription drug abuse from five years ago, but has completed rehab and been sober since. Depending on the circumstances, the conviction might be a reason to deny employment for a position at a pharmacy but not for a position at a call center. My advice would be to just sign and consent to whatever background check they ask you for. Unless they provide a form that asks you to provide specific information about criminal convictions, that would seem to be the end of it based on my reading. If they are asking for that information, then it looks like you're still in the clear, but a few minutes with an employment lawyer wouldn't hurt and would probably make you feel better about the whole affair. TL;DR: I wouldn't worry about it unless they specifically ask. Even then, I probably wouldn't worry about it.