Quick Answer

Yes, 84 Lumber is known to hire individuals with felony convictions for certain positions. As the nation's largest privately held supplier of building materials with approximately 5,000-6,000 employees across 320 facilities in 34 states, 84 Lumber operates high-volume lumber yards and warehouses that require a large, reliable workforce. Employment decisions are conditional upon passing a background check and are subject to Fair Chance Hiring principles and EEOC guidelines.

The law prohibits companies from having a blanket policy excluding all felons. Instead, they must conduct an individualized assessment of the conviction to determine if it is job-related and consistent with business necessity.

The greatest barriers are created by felonies related to theft, larceny, and fraud (due to high-value lumber and building materials inventory), violence and assault (due to operation of heavy machinery and coworker safety), and drug offenses (workplace safety concerns with forklifts and equipment). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Entry-level yard and warehouse positions offer the best opportunities for individuals with records. High physical demands and constant staffing needs create regular hiring opportunities. Positions such as Yard Associate, Warehouse Associate, Load Builder, and Forklift Operator provide pathways to demonstrate reliability and advance within the company.

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:

• No Blanket Exclusion: Must be aware that the company is not allowed to automatically exclude you solely for being a felon. EEOC guidelines require individualized assessment.

  
  

• 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 lift heavy materials (50-100+ lbs), work outdoors in all weather conditions, stand for extended periods, and perform physically demanding labor in a lumber yard environment.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test. 84 Lumber maintains a drug-free workplace policy. Additional testing may be required for forklift operators and drivers.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked. 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.

  
  

• CDL Requirements (Drivers): Delivery driver positions require a valid Commercial Driver's License (CDL) and are subject to stricter DOT regulations that may permanently bar individuals with certain felony drug offenses or serious traffic crimes.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. 84 Lumber is headquartered in Eighty Four, Pennsylvania, and operates in 34 states with varying fair chance hiring laws. Pennsylvania has a statewide Ban-the-Box law for public employers, and Philadelphia has one of the strongest Fair Chance laws in the nation covering private employers.

EEOC Guidelines

The Equal Employment Opportunity Commission advises employers not to automatically refuse to consider an applicant because of a criminal record. Employers must conduct an individualized assessment considering the Green Factors:

(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. 84 Lumber's equal opportunity employment statement confirms consideration of all qualified applicants.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, 84 Lumber 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

Pennsylvania has a Fair Chance Hiring Policy for public sector employers, but private employer protections vary by city. Philadelphia has comprehensive Ban-the-Box protections for private employers requiring: no criminal history questions until after conditional offer; 7-year lookback for felonies (4 years for misdemeanors as of 2026); individualized assessment considering nature of offense, time elapsed, and job relevance; and 10 days to respond to adverse decisions. Pittsburgh requires employers with 4+ employees to remove criminal history questions from applications. Given 84 Lumber's 320 locations across 34 states, applicants should research specific protections in their state.

Building Materials Industry-Specific Considerations

The building materials industry involves operation of heavy equipment (forklifts, saws, heavy machinery), handling high-value inventory that is easily transported and resold, and physically demanding work in outdoor environments. This creates specific regulatory considerations: forklift operation requires safety certification; CDL driver positions are subject to DOT federal regulations including drug testing and MVR checks; theft-related convictions face heightened scrutiny due to lumber and materials value; and violence-related offenses raise workplace safety concerns around heavy equipment operation.

Company Overview

84 Lumber Company is the nation's largest privately held supplier of building materials, manufactured components, and industry-leading services for residential and commercial buildings. Founded in 1956 by Joseph Hardy in Eighty Four, Pennsylvania (a small town 20 miles south of Pittsburgh that gave the company its name), 84 Lumber has grown from a single cash-and-carry lumber yard to a major building materials supplier operating 320 facilities across 34 states.

The company operates stores, component manufacturing plants, custom door shops, custom millwork shops, and engineered wood product (EWP) centers. 84 Lumber employs approximately 5,000-6,000 associates nationwide. A certified national women's business enterprise, the company has been owned by Maggie Hardy (Joe Hardy's daughter) since 1992 when she became president. The company was named one of Newsweek's Most Trustworthy Companies in America for 2024 and 2025, and Forbes recognized it as one of America's Largest Private Companies.

Company Fast Facts

• Founded: 1956 (Eighty Four, Pennsylvania)

• Headquarters: 1019 Route 519, Eighty Four, PA 15330

• Employees: Approximately 5,000-6,000

• Facilities: 320 locations in 34 states

• Owner/CEO: Maggie Hardy (since 1992)

• Ownership: Private (Women's Business Enterprise certified)

• Revenue: Estimated $5 billion annually

• Services: Building materials, manufactured components, turnkey installation (framing, insulation, siding, windows, roofing, decking, drywall)

Hiring Policy Analysis

84 Lumber has an equal opportunity employment policy and conducts background checks as part of the hiring process but does not maintain a blanket policy excluding all felons. The company's official statement confirms that "all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, or genetic information." The company prides itself on hiring nearly 100% from within and provides extensive training programs beginning at the trainee level. Background checks are conducted after conditional offer for most positions. Over 10% of employees have military backgrounds, reflecting the company's veteran-friendly hiring practices.

Position-Specific Barriers

Barrier levels are determined by access to inventory, equipment operation requirements, cash handling, and regulatory requirements (DOT for drivers).

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company job postings. Actual compensation varies by location, experience, and bonus eligibility. 84 Lumber offers monthly bonus opportunities based on store performance.

Career Path Examples

84 Lumber emphasizes internal promotion, hiring nearly 100% of management from within. The company provides extensive training programs starting at the trainee level. Over 25% of associates have been with the company for 10+ years, indicating strong advancement opportunities for those who demonstrate reliability and performance.

Yard Operations Track: Yard Worker ($15-$17/hr) → Forklift Operator ($16-$18/hr) → Warehouse Supervisor ($18-$21/hr) → Yard Manager ($45K-$55K/yr). Requires demonstrated reliability, forklift certification, and safety record.

Management Track: Manager Trainee ($14-$17/hr) → Assistant Manager ($40K-$55K/yr) → Store Manager ($60K-$90K/yr) → Area Manager ($80K-$120K/yr). Relocation may be required for advancement. Bonus opportunities at each level.

Sales Track: Inside Sales ($40K-$50K/yr) → Outside Sales Representative ($50K-$80K/yr with commission) → Sales Manager ($70K-$100K+/yr). Strong earning potential through commission structure for top performers.

Background Check Process

Understanding 84 Lumber's background check process helps you prepare mentally and practically for what to expect. Background checks are typically conducted after a conditional offer is made, giving applicants the opportunity to demonstrate their qualifications during the interview process first.

What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; identity verification through SSN trace and address history; employment history verification; Motor Vehicle Record (MVR) for driving positions; drug screening (mandatory for most positions, DOT-regulated for CDL drivers).

Lookback Period: Standard 7-year criminal lookback per FCRA guidelines. Philadelphia locations have a 7-year limit for felonies and 4-year limit for misdemeanors (as of 2026). Employment verification typically covers 5-7 years. MVR checks typically review 3-5 years for driving positions.

Timeline: The hiring process typically takes 1-3 weeks from application to hire. Background checks generally complete within 5-10 business days after authorization. DOT-regulated positions may take longer due to additional compliance requirements.

Process Flow: Application submitted → Interview conducted → Conditional offer extended → Background check and drug test authorization signed → Checks conducted → Results reviewed using individualized assessment → Final hiring decision made → Pre-adverse or adverse action notice if applicable → Start date confirmed → Training begins.

Disqualifying Factors

High Risk for Disqualification: Recent theft, larceny, embezzlement, or fraud convictions (within 3-5 years) due to high-value inventory; violent crimes or assault convictions (workplace safety with heavy equipment); certain drug felonies for DOT-regulated driving positions (may be permanent bar); sexual offenses; ongoing parole or probation violations; failed drug test.

Lower Risk (Case-by-Case): Non-violent drug possession (especially older charges); non-violent property crimes with rehabilitation evidence; DUI/DWI for non-driving positions; older convictions (7+ years) with demonstrated stability; traffic violations for non-driving positions. 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. In Philadelphia, you have 10 days to respond.

  
  

• EEOC Protection: You have the right to an individualized assessment. Blanket exclusions based solely on criminal record are prohibited.

  
  

• Pennsylvania Law: Under Pennsylvania law, employers may generally only consider felony convictions or job-related misdemeanors. Expunged or sealed records cannot be used.

  
  

• Dispute Rights: You can dispute inaccurate information on background reports with the reporting agency. Check your own records beforehand to identify any errors.

Application Strategy

1. Target Yard/Warehouse Positions: Focus on Yard Worker, Warehouse Associate, Load Builder, or Stacker positions which have the highest turnover and lowest barriers. These physically demanding roles offer the best opportunity to get your foot in the door.

   
   

2. Avoid DOT-Regulated Positions Initially: If your record includes driving offenses or certain drug felonies, target non-driving positions first. DOT regulations may permanently bar some convictions from CDL positions.

   
   

3. Apply Through Official Channels: Submit your application through 84lumber.com/careers. Check the careers page regularly as yard and warehouse positions are posted frequently. Consider applying to multiple locations.

   
   

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 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 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, and character references.

   
   

7. Emphasize Physical Capabilities: 84 Lumber positions require physical labor. Emphasize your ability to do demanding work, lift heavy materials, work outdoors in various conditions, and maintain a strong work ethic.

   
   

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

Tips for Applicants with Records

1. Building Materials Has Constant Hiring Needs: The construction industry drives demand for lumber and materials. 84 Lumber's 320 locations across 34 states create constant hiring opportunities, especially for physically demanding yard positions.

   
   

2. Start Entry-Level, Advance Within: 84 Lumber promotes nearly 100% from within. Over 25% of employees have 10+ years tenure. Prove reliability through consistent attendance and hard work—advancement is genuinely possible.

   
   

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. Get Forklift Certified: Consider obtaining forklift certification before applying. This demonstrates initiative, opens more positions, and shows commitment to workplace safety—a key concern in lumber yards.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. 84 Lumber maintains a drug-free workplace with mandatory testing for most positions, especially forklift operators.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and any consistent work history. Building materials employers value dependability above almost everything else for yard positions.

   
   

7. Prepare for Physical Demands: Be honest about your ability to lift heavy materials (50-100+ lbs), work outdoors in all weather, and perform demanding physical labor. The work is hard but the opportunity is real.

   
   

8. Veterans Have an Advantage: Over 10% of 84 Lumber employees have military backgrounds. If you're a veteran, highlight your service—the company actively recruits veterans and values that experience.

Benefits Overview

84 Lumber offers a comprehensive benefits package for full-time employees. Over 97% of positions are full-time with benefits. Benefits begin after a probationary period and include competitive compensation with monthly bonus opportunities based on store performance.

Compensation: Entry-level positions start at $15-$18/hr depending on role and location. Monthly bonus opportunities based on store quotas can significantly increase earnings. Management positions offer salary plus bonus structures.

401(k) and Retirement: 401(k) plan with employer match. Annual profit sharing contributions based on company performance.

Health Benefits: Medical, dental, and vision insurance available. FSA for medical and dependent care expenses. Employee contributions required.

Time Off: PTO, sick days, and personal days provided. Paid holidays vary by location. Note that some employees report few paid holidays.

Additional Benefits: Employee discounts on building materials. Transfer opportunities to 320 locations across 34 states. Extensive training programs. Bi-weekly pay.

Employee Perspectives

Pros: Good benefits package for full-time employees, bonus opportunity based on performance, 250+ locations for transfer options, internal promotion culture, good training program, laid-back atmosphere at some locations.

Cons: Long hours expected (often 50+ hrs/week), starting pay considered low for physical demands by some, management quality varies by location, strict dress code (clean-shaven, company logo required), outdoor work in all weather conditions, some locations report understaffing.

Frequently Asked Questions

1. Does 84 Lumber hire people with felonies?

   Yes, 84 Lumber does hire people with felonies for many positions. The company follows EEOC guidelines requiring individualized assessment rather than blanket exclusions. Their equal opportunity statement confirms consideration of all qualified applicants. Entry-level yard and warehouse positions such as Yard Worker, Warehouse Associate, and Load Builder offer the best opportunities. Your chances improve significantly if your conviction is older (5+ years), unrelated to theft or violence, and you can demonstrate rehabilitation.

   
   

2. What is the background check process at 84 Lumber?

   84 Lumber conducts criminal background checks after extending a conditional job offer. You'll need to provide written authorization before the check is run. The process includes county, state, and federal criminal database searches, SSN verification, address history, and employment verification. For forklift operators and drivers, drug testing is mandatory. CDL drivers undergo additional DOT-compliant checks including MVR and drug/alcohol testing history. Results are reviewed using an individualized assessment.

   
   

3. How far back does the background check go at 84 Lumber—what is the lookback period?

   The standard lookback period is 7 years for most criminal convictions under FCRA guidelines. Philadelphia locations are limited to 7 years for felonies and 4 years for misdemeanors (as of 2026 amendments). Employment verification typically covers 5-7 years. MVR checks for driving positions typically review 3-5 years. Serious felonies may be reported beyond 7 years depending on state law. Expunged or sealed records should not appear.

   
   

4. What types of convictions make hiring more difficult at 84 Lumber?

   Theft, larceny, embezzlement, and fraud convictions face the highest scrutiny due to high-value lumber inventory. Violence, assault, and weapons charges create workplace safety concerns around heavy equipment operation. Drug felonies are particularly problematic for CDL driver positions (DOT regulations may permanently bar some convictions) and forklift operator positions. Recent convictions (within 2-3 years) of any type face more scrutiny. Older, non-violent offenses with demonstrated rehabilitation have better chances.

   
   

5. What are the best entry-level roles at 84 Lumber for applicants with a record?

   Yard Worker/Associate ($15-$17/hr) and Warehouse Associate ($15-$17/hr) positions offer the best opportunity as high-turnover, physically demanding roles with constant hiring needs. Load Builder and Stacker positions ($16-$18/hr) are also good entry points. These roles allow you to demonstrate reliability before advancing to equipment operation or management positions. Avoid CDL driving positions initially if you have drug or driving-related convictions.

   
   

6. Does 84 Lumber drug test, and what kind of test do they use?

   Yes, 84 Lumber conducts drug testing as part of the hiring process for most positions. Pre-employment drug screening is common, particularly for safety-sensitive roles involving heavy machinery (forklifts) or driving. CDL drivers are subject to DOT-regulated drug and alcohol testing including pre-employment, random, post-accident, reasonable suspicion, and return-to-duty testing. A positive drug test is typically disqualifying.

   
   

7. When during the hiring process will 84 Lumber ask about criminal history?

   Timing varies by location and state law. In Philadelphia, employers cannot ask about criminal history until after a conditional job offer is made. Pennsylvania state law restricts public employer inquiries but allows private employers more discretion outside of local ordinances. In many locations, criminal history questions may appear on the application. Be prepared to discuss your history honestly whenever asked during the process.

   
   

8. Can someone advance to management at 84 Lumber if they have a felony?

   Yes, advancement to management is possible for employees with felony histories who demonstrate strong performance. 84 Lumber promotes nearly 100% from within and provides extensive management training programs. However, management positions involve increased financial responsibility and authority, which means your conviction will face additional scrutiny. Building a track record of reliability in entry-level positions first, combined with time elapsed since conviction, significantly improves advancement prospects. Over 25% of employees have 10+ years tenure, indicating genuine advancement opportunity.

   
   

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

   The total hiring process at 84 Lumber typically takes 1-3 weeks from application to start date. Background checks generally complete within 5-10 business days after authorization. DOT-regulated positions (CDL drivers) may take longer due to additional compliance requirements including FMCSA Drug and Alcohol Clearinghouse verification. If a pre-adverse action process is triggered, this may add additional time for you to respond.

   
   

10. What can applicants do to improve their chances of getting hired at 84 Lumber?

    Key strategies include:

    (1) Target yard/warehouse positions with highest turnover;

    (2) Avoid DOT-regulated driving positions if you have drug or traffic felonies;

    (3) Obtain forklift certification to expand opportunities;

    (4) Be completely honest about your history;

    (5) Prepare a brief explanation emphasizing rehabilitation and stability;

    (6) Gather documentation of positive changes;

    (7) Pass the drug test (address substance issues before applying);

    (8) Demonstrate physical capability and strong work ethic;

    (9) Highlight any military service;

    (10) Follow up professionally and respond promptly to any requests.

Alternative Second Chance Employers

If 84 Lumber doesn't work out, consider these employers known for fair chance hiring practices in building materials and related industries:

Conclusion

84 Lumber offers genuine opportunities for individuals with criminal records, particularly in entry-level yard and warehouse positions. As the nation's largest privately held building materials supplier with approximately 5,000-6,000 employees across 320 locations in 34 states, the organization provides a realistic pathway to stable employment with comprehensive benefits, monthly bonus opportunities, and strong internal advancement potential. The company follows EEOC guidelines requiring individualized assessment and promotes nearly 100% from within.

The work is physically demanding—expect to lift heavy materials, work outdoors in all weather, and put in long hours (often 50+ per week). However, the compensation includes base pay plus monthly bonuses, full benefits for most positions, and genuine career advancement opportunities. Employee reviews indicate that those who put in the effort can advance significantly within the company—over 25% of employees have 10+ years tenure.

Key Success Factors: Target yard/warehouse positions initially; obtain forklift certification; be completely honest about your history; demonstrate physical capability and strong work ethic; pass the drug test; highlight rehabilitation and stability; follow up professionally.

Biggest Barriers: Recent theft-related convictions face highest scrutiny due to high-value inventory; violence and drug offenses raise safety concerns around heavy equipment; CDL driving positions subject to DOT regulations that may permanently bar certain felonies; long hours and physical demands may not suit everyone.

The building materials industry has constant hiring needs driven by construction demand. Don't be discouraged by individual rejections—84 Lumber's 320 locations mean multiple opportunities. Your criminal record is one factor in the hiring decision, not the only factor. Demonstrating reliability, work ethic, and commitment to safety can open doors to a career with genuine advancement potential.

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 84 Lumber.

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.84lumber.com/careers/