Quick Answer

Yes, 3M hires individuals with felony convictions for certain positions, reviewing records case by case. As a multinational manufacturing company with operations around the world, 3M runs many manufacturing facilities across the United States. Job offers are conditional on passing a background check and are subject to applicable federal, state, and local employment laws.

A criminal-record restriction may violate Title VII or applicable state or local law, depending on the circumstances. The EEOC rescinded its 2012 criminal-record guidance in October 2026, so it should not be treated as a current universal individualized-assessment requirement.

The greatest barriers are created by felonies related to theft or fraud (due to inventory and equipment access), violent crimes (workplace safety concerns), and drug-related offenses (drug-free workplace policy). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Best entry points include production operator, machine operator, warehouse associate, and general assembly positions at manufacturing plants. In states and cities with ban-the-box laws, such as Minnesota where 3M is headquartered, employers can't ask about criminal history on the initial application, and background checks are typically run by a third-party background check company after a conditional offer.

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:

• Criminal-record protections: The EEOC rescinded its 2012 arrest-and-conviction-record guidance in October 2026. Title VII continues to prohibit unlawful employment discrimination. Applicable state and local laws may require individualized assessment or provide other fair-chance protections; coverage depends on the employer, job and location.

  
  

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

  
  

• Physical Requirements: Must be able to meet physical demands of manufacturing work including standing for extended periods, lifting up to 50 pounds, and operating machinery safely.

  
  

• Drug Screen: Must pass a mandatory pre-employment urine drug test. 3M maintains a strict drug-free workplace policy. All employees must pass drug screening after receiving a conditional offer.

  
  

• 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 able to provide required I-9 documentation.

  
  

• Education Requirements: All manufacturing, warehouse, and maintenance positions require a valid High School Diploma or G.E.D.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. 3M operates manufacturing facilities across multiple states with varying fair chance hiring laws, but must comply with applicable federal employment-discrimination law nationwide. Minnesota, where 3M is headquartered, has strong fair chance protections including Ban the Box legislation.

Criminal-record screening: current legal protections

The EEOC rescinded its 2012 arrest-and-conviction-record guidance in October 2026. Title VII continues to prohibit unlawful employment discrimination. Applicable state and local laws may require individualized assessment or provide other fair-chance protections; coverage depends on the employer, job and location. The following offense, time and job-related factors can be useful when preparing an explanation of a record; they are not presented here as a universal federal assessment mandate.

(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

If a third party conducts the background check and a job offer is denied based on the report, 3M 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 to dispute inaccuracies;

(3) Provide final adverse action notice if decision stands after review.

State-Specific Considerations

Minnesota has strong Fair Chance protections. Minnesota's Ban the Box law (2009, expanded 2013) prohibits private employers from asking about criminal history on initial applications. Criminal history inquiries can only occur after an interview or conditional job offer. Other states where 3M has major facilities (South Dakota, Iowa, Tennessee, Missouri, Ohio) have varying levels of protection. California, where 3M operates, has additional protections under the Fair Chance Act limiting consideration of criminal history.

Manufacturing-Specific Considerations

The manufacturing industry involves operating heavy machinery, handling proprietary products, and maintaining workplace safety. 3M is a federal contractor, which has specific regulatory considerations. Some positions may require security clearances or access to government-contracted work, which face additional federal background check requirements. Positions not involving government contracts generally have more accessible hiring pathways. OSHA regulations and company safety policies require drug-free workplace compliance.

Company Overview

3M (formerly Minnesota Mining and Manufacturing Company) is an American multinational company operating in the fields of industry, worker safety, transportation and electronics, and consumer goods. Headquartered in Maplewood, Minnesota (Saint Paul suburb), the company makes a very wide range of products; its health care business was spun off as a separate company, Solventum, in 2024. Among its best-known consumer brands are Scotch Tape, Post-it Notes, and Scotchgard. The company has a large global workforce, with a significant share in the United States.

3M is committed to diversity and inclusion, offering a respectful work environment free from discrimination and harassment. The company subscribes to the Office of Federal Contract Compliance Program policy of employing and promoting individuals based on their merits. 3M provides comprehensive benefits from day one and emphasizes internal career development opportunities.

Company Fast Facts

• Founded: 1902 (Two Harbors, Minnesota)

• Headquarters: Maplewood, Minnesota

• Employees: ~85,000 worldwide; ~34,000 in the United States

• U.S. Manufacturing Facilities: 51 locations

• Stock Exchange: NYSE (MMM)

• CEO: William "Bill" Brown (since May 2024)

• Business Segments: Safety & Industrial, Transportation & Electronics, Health Care, Consumer

• Revenue: $32.7 billion (2023)

Hiring Policy Analysis

3M considers applicants with criminal backgrounds for appropriate positions on a case-by-case basis. Where ban-the-box laws apply, criminal history questions don't appear on the initial application, so candidates are evaluated on their qualifications first. Background checks are typically conducted by a third-party background check company after a conditional job offer. Like most large employers, 3M's EEO policy commits to evaluating applicants on their merits, and each record is weighed against the nature of the offense and the position requirements.

Position-Specific Barriers

Barrier levels are determined by access to inventory, equipment value, safety requirements, and government contract involvement.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company job postings. Actual compensation varies by location, shift, experience, and facility.

Career Path Examples

3M emphasizes internal advancement and offers development programs. Many leadership positions are filled through internal promotion. Employee reviews note opportunities to relocate and advance within the company.

Production Track: Production Assembler ($17-$22/hr) → Production Operator ($19-$28/hr) → Senior Operator ($25-$32/hr) → Production Supervisor ($55K-$75K/yr). Advancement requires reliability, safety record, and willingness to cross-train.

Maintenance Track: Entry Maintenance ($20-$26/hr) → Maintenance Technician ($25-$38/hr) → Senior Technician ($32-$42/hr) → Maintenance Supervisor ($65K-$85K/yr). Requires technical certifications and demonstrated expertise.

Operations Track: Machine Operator ($18-$24/hr) → Machine Specialist ($30-$44/hr) → Operations Lead ($50K-$70K/yr) → Operations Manager ($100K-$180K/yr). Leadership advancement requires education and management skills.

Background Check Process

Understanding 3M's background check process helps you prepare mentally and practically for what to expect. The company conducts background checks after 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 verification; education verification (high school diploma/GED required for manufacturing positions); drug screening (mandatory urine test for all positions).

Lookback Period: Standard 7-year criminal lookback in most states. However, 3M may review felony convictions regardless of timeframe. Employment verification typically extends 5-7 years. States like California limit reporting to 7 years for most convictions.

Timeline: The background check process usually starts with an email from the background check company. Once the candidate completes the required information, checks typically take 5-10 business days. The overall hiring process often takes 2-4 weeks from application to start date.

Process Flow: Application submitted → Phone screening → Interview(s) conducted → Conditional offer extended → Background check authorization → Drug test → Results reviewed → Final hiring decision → Pre-adverse or adverse action notice if applicable → Start date confirmed → Orientation.

Disqualifying Factors

High Risk for Disqualification: Violent felonies (assault, battery, weapons offenses) due to workplace safety concerns; theft and fraud offenses (embezzlement, larceny, burglary) due to inventory access; drug manufacturing or trafficking (drug-free workplace policy); any offense within the past 2-3 years; pattern of multiple convictions; offenses involving government contracts if applying for federal contract work.

Lower Risk (Case-by-Case): Non-violent drug possession (especially older offenses); DUI/DWI (unless applying for driving positions); property crimes older than 5 years; misdemeanors with demonstrated rehabilitation. 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. Reasonable time to respond is required.

  
  

• Federal and local protections: The EEOC rescinded its 2012 arrest-and-conviction-record guidance in October 2026. Title VII continues to prohibit unlawful employment discrimination. Applicable state and local laws may require individualized assessment or provide other fair-chance protections; coverage depends on the employer, job and location.

  
  

• Ban the Box: In Minnesota and other applicable states, employers cannot ask about criminal history on initial applications. Criminal history inquiry occurs after conditional offer.

  
  

• Dispute Rights: You can dispute inaccurate information on a background report with the company that prepared it. Check your own records beforehand to identify any errors.

Application Strategy

1. Target Entry-Level Production Positions: Focus on Production Operator, Assembly, and Packaging positions which have the lowest barriers and highest volume hiring needs. These roles offer the best opportunity to get your foot in the door. Avoid security, finance, or government contract positions initially.

   
   

2. Apply Through Official Channels: Submit your application through 3M's careers website at careers.3m.com. 3M posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as production positions are posted frequently.

   
   

3. Prepare for the Interview: Be ready to discuss your reliability, safety awareness, and willingness to learn. Research 3M's products and company values. Emphasize teamwork, attention to detail, and commitment to quality.

   
   

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, community involvement, and references.

   
   

7. Check Expungement Eligibility: Research whether your offense qualifies for sealing or expungement in your state. Minnesota has expungement options for certain offenses. Sealed records cannot be reported on background checks.

   
   

8. Follow Up Professionally: After applying, follow up with HR if you don't hear back within 2 weeks. If you receive a pre-adverse action notice, respond promptly with rehabilitation documentation.

Tips for Applicants with Records

1. Manufacturing Has Constant Hiring Needs: 3M operates 51 U.S. manufacturing facilities producing 60,000+ products. Production positions have consistent turnover and hiring needs. Don't be discouraged by individual rejections—keep applying to different facilities.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at 3M begin in entry-level production roles. Prove reliability by showing up on time, following safety protocols, and demonstrating willingness to learn. Internal promotions are common.

   
   

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. Manufacturing-Specific Preparation: Manufacturing environments require safety consciousness and attention to detail. Demonstrate understanding of workplace safety. Consider obtaining OSHA 10 or forklift certification to stand out.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. 3M requires a urine drug test after conditional offer. Testing is mandatory for all manufacturing positions.

   
   

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: Current 3M employees can provide referrals. Employee referrals often receive priority consideration. Network through LinkedIn or local workforce development programs to connect with current employees.

   
   

8. Be Flexible on Shift Work: Willingness to work night shifts, weekends, and overtime increases your chances significantly. Many production positions operate 24/7. Mandatory overtime may be required during peak periods.

Benefits Overview

3M offers a comprehensive benefits package that begins on your first day of employment for eligible employees. The company provides both financial and wellness benefits.

Compensation: Base salary plus potential variable pay including annual incentives for eligible employees. Production roles range from $17-$44/hr depending on position and experience. Overtime typically paid at time-and-half rate.

401(k) and Retirement: 3% automatic employer contribution regardless of employee contribution. Dollar-for-dollar match up to 5% of salary. Total potential: 8% employer contribution. Additional Retirement Income Account contributions. Note: U.S. pension plans frozen effective December 31, 2028 for non-union employees.

Health Benefits: Comprehensive medical plan with multiple options including HSA-compatible plans. 100% coverage for preventive care with in-network providers. Dental plan with three coverage levels ($500-$2,500 annual maximum). Vision plan covering exams, glasses, and contacts. Mental health and substance abuse services included.

Time Off: Vacation and holiday pay. Short- and long-term disability benefits. Parental leave. Emergency and miscellaneous absence coverage. Paid time off varies by tenure and position.

Additional Benefits: Global Employee Stock Purchase Plan (GESPP) with 15% discount. Life insurance options. Critical illness and accident insurance. Legal services. Identity theft protection. Pet insurance. Up to $140 safety shoe reimbursement. 3M Healthy Living Program with wellness incentives. Tuition assistance for continuing education.

Employee Perspectives

Pros: Excellent 401(k) match (8% total); comprehensive health coverage; good work-life balance; opportunities for advancement; stable employment; competitive pay for manufacturing.

Cons: Mandatory overtime during busy periods; strict attendance policy; shift work requirements; some facilities have limited promotion opportunities locally; pension freeze affects long-term retirement planning.

Frequently Asked Questions

1. Does 3M hire people with felonies?

   Yes, 3M hires individuals with felony convictions for certain positions. Best opportunities are in production and manufacturing roles. Records are reviewed case by case based on the nature of the offense, time elapsed, and relationship to the job duties. Non-violent offenses and older convictions have better chances, and state or local fair-chance laws may give you additional protections.

   
   

2. What is the background check process at 3M?

   3M typically runs background checks through a third-party background check company after extending a conditional job offer. The process usually begins with an email requesting your authorization and information. Checks can include criminal history (county, state, federal), SSN trace, employment verification, education verification, and drug screening, and typically take 5-10 business days. You have FCRA rights, including the right to receive a copy of any report and to dispute inaccuracies.

   
   

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

   How far back a check can report depends on the type of record and state law. Under federal law, convictions can be reported regardless of age, but some states limit how far back criminal records can be reported or considered. Employment verification typically extends 5-7 years. Education verification covers the highest level claimed for positions requiring credentials. Always check your state's specific laws on criminal background reporting.

   
   

4. What types of convictions make hiring more difficult at 3M?

   Highest difficulty: Violent felonies (assault, battery, weapons) due to workplace safety; theft and fraud (embezzlement, larceny) due to inventory access; drug manufacturing or trafficking. Moderate difficulty: Property crimes, non-violent drug offenses, older convictions. Lower difficulty: Minor misdemeanors, traffic offenses (unless driving required), offenses over 7 years old with demonstrated rehabilitation. Any offense directly related to the job duties faces increased scrutiny.

   
   

5. What are the best entry-level roles at 3M for applicants with a record?

   Production Operator ($19-$28/hr) offers the best opportunities with high-volume hiring and supervised work environment. Production Assembler ($17-$22/hr) provides entry-level work with advancement potential. Packaging Operator ($18-$24/hr) involves product handling with consistent schedules. Warehouse Operator ($20-$26/hr) handles inventory in distribution settings. These positions have the lowest barriers and most frequent openings across 3M's 51 U.S. manufacturing facilities.

   
   

6. Does 3M drug test, and what kind of test do they use?

   Yes, 3M requires a mandatory urine drug test for all employees after a conditional job offer is made. 3M maintains a strict drug-free workplace policy. Testing typically screens for marijuana (THC), cocaine, opiates, amphetamines, and PCP. Some states have restrictions on marijuana testing for employment, but 3M's federal contractor status may allow testing regardless. Address any substance issues completely before applying.

   
   

7. When during the hiring process will 3M ask about criminal history?

   3M does not ask about criminal history on initial applications—the company follows Ban the Box practices. Criminal history is only reviewed after a conditional job offer has been made and background check authorization is provided. This gives applicants the opportunity to interview and demonstrate qualifications first. In Minnesota (where headquarters are located), state law prohibits criminal history questions until after an interview or conditional offer.

   
   

8. Can someone advance to management at 3M if they have a felony?

   Yes, advancement to supervisory and management positions is possible. Many 3M employees begin in production roles and advance to leadership positions. Employee reviews note that management positions are often filled internally. However, higher-level positions face increased scrutiny and may have additional background requirements. Building a strong performance record, demonstrating reliability, and developing leadership skills are key. Positions involving government contracts or sensitive materials may have additional restrictions.

   
   

9. How long does the hiring and background check process take at 3M?

   The overall hiring process at 3M often takes 2-4 weeks from application to start date. After applying, expect 1-2 weeks for initial screening and interviews. Once a conditional offer is extended, the background check typically takes 5-10 business days, and drug testing is usually scheduled at the same time. Some positions may take longer depending on security requirements or specific facility needs. Follow up professionally if you haven't heard back within 2 weeks.

   
   

10. What can applicants do to improve their chances of getting hired at 3M?

    Key strategies:

    (1) Target production and assembly roles with lower barriers;

    (2) Apply to multiple facilities to maximize opportunities;

    (3) Be completely honest about your record—never lie;

    (4) Prepare a brief, positive narrative about your rehabilitation;

    (5) Document positive changes with certificates, references, and employment history;

    (6) Check your own background report first and dispute any errors;

    (7) Demonstrate flexibility for shift work and overtime; (8) Highlight safety awareness and reliability;

    (9) Consider certifications like OSHA 10 or forklift;

    (10) Network with current employees for referrals.

Alternative Second Chance Employers

If 3M doesn't work out, consider these employers known for fair chance hiring practices in manufacturing and related industries:

Conclusion

3M offers real opportunities for individuals with criminal records, particularly in production and manufacturing roles. As one of America's major manufacturing employers, with many U.S. facilities, the company can be a realistic pathway to stable employment with competitive benefits. The rescinded 2012 EEOC guidance is not a current nationwide individualized-assessment requirement; applicable state or local law may impose such a requirement.

The work in manufacturing can be physically demanding with shift requirements and mandatory overtime during peak periods. However, the compensation is competitive ($17-$44/hr depending on position) and includes one of the better 401(k) programs in the industry (up to 8% employer contribution). The benefits package includes comprehensive health coverage from day one, stock purchase plan, and advancement opportunities.

Key Success Factors: Target production and assembly positions; be completely honest about your record; document rehabilitation efforts; demonstrate reliability and safety awareness; be flexible on shift work and location.

Biggest Barriers: Theft and fraud convictions (inventory access); violent offenses (workplace safety); recent offenses within 2-3 years; failed drug tests; government contract positions with security requirements.

With preparation, honesty, and persistence, 3M can provide a meaningful second chance for individuals committed to rebuilding their careers in manufacturing. The company's strong foundation in innovation and quality offers long-term career potential for those who demonstrate reliability and dedication.

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 3M.

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://www.3m.com/3M/en_US/careers-us/