Quick Answer

Yes, ACME Markets hires individuals with felony convictions, particularly for entry-level retail and warehouse positions. As a subsidiary of Albertsons Companies, ACME operates approximately 159 stores across Connecticut, Delaware, Maryland, New Jersey, New York, and Pennsylvania, employing over 15,000 associates. The company conducts individualized assessments on a case-by-case basis rather than maintaining blanket exclusion policies. Pay ranges from $11-16/hour for entry-level positions up to $128,000+ annually for pharmacists. Biggest barriers include theft-related convictions for cash-handling roles and drug offenses for pharmacy positions. Best entry points are night stocker, cart attendant, and courtesy associate positions.

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

• Minimum Age: Must be at least 16 years old for most positions; 18+ for positions involving equipment operation or pharmacy

• Legal Work Authorization: Must be authorized to work in the United States

• Physical Requirements: Ability to stand for extended periods, lift up to 25-50 lbs depending on position

• Background Check Consent: Must consent to criminal background check as condition of employment

• Honesty Requirement: Must provide truthful information on application; dishonesty is automatic disqualifier

• Availability: Flexibility for evening, weekend, and holiday shifts strongly preferred

Critical Regulatory Information

ACME Markets, as part of Albertsons Companies, must comply with federal, state, and local regulations governing the use of criminal background checks in employment decisions. Understanding these protections helps applicants know their rights.

Ban-the-Box Laws

Delaware's Ban-the-Box law (House Bill 167) applies only to public employers and does not directly cover private employers like ACME. However, several states where ACME operates (New Jersey, Connecticut) have Ban-the-Box laws covering private employers that restrict when criminal history inquiries can occur. In these jurisdictions, ACME cannot ask about criminal history on the initial application or before the first interview.

EEOC Guidelines

The Equal Employment Opportunity Commission requires employers to conduct individualized assessments when using criminal background information in employment decisions. This assessment must consider three primary factors:

(1) the nature and gravity of the offense,

(2) time elapsed since the offense or completion of sentence, and

(3) the nature of the job sought and how the offense relates to the position's duties and responsibilities.

Blanket exclusion policies that reject all applicants with felony convictions violate Title VII of the Civil Rights Act when they create disparate impact on protected classes (particularly racial minorities who are disproportionately represented in the criminal justice system) without being job-related and consistent with business necessity. Large employers like ACME and Albertsons face particular scrutiny from EEOC enforcement and have strong incentives to maintain compliant individualized assessment practices.

FCRA Compliance

Under the Fair Credit Reporting Act, ACME must:

(1) obtain written consent before running background checks,

(2) provide pre-adverse action notice with a copy of the report before rejecting based on background check results,

(3) allow reasonable time (typically 5 business days) to dispute inaccuracies, and

(4) provide final adverse action notice explaining the decision and applicant rights.

Drug Testing Policy

Albertsons generally uses a 5-panel drug test screening for amphetamines, cocaine, marijuana, opiates, and PCP. Pre-employment drug testing is not routine for all positions but may be required for warehouse/distribution, pharmacy, and safety-sensitive roles. State laws regarding marijuana vary and may affect testing policies in certain jurisdictions.

Company Overview

ACME Markets traces its origins to 1891 when Samuel Robinson and Robert Crawford opened a neighborhood grocery store in South Philadelphia emphasizing quality products, low prices, and friendly service. The company grew through the early 20th century and merged with four other Philadelphia-area grocery chains in 1917 to form the American Stores Company. The ACME Markets banner was adopted in 1937 when the chain began transitioning to full-service supermarkets, establishing itself as a household name throughout the Delaware Valley region.

Today, ACME Markets operates approximately 159 supermarkets across six northeastern states including Connecticut, Delaware, Maryland, New Jersey, New York, and Pennsylvania. The company employs over 15,000 associates and is headquartered in East Whiteland Township, Pennsylvania, near Malvern in the Philadelphia suburbs. Each store typically employs 75-150 associates depending on size and sales volume, with positions spanning front-end operations, grocery departments, perishable departments including meat, deli, bakery, produce, and seafood, pharmacy services, and store management.

ACME Markets is a subsidiary of Albertsons Companies, one of the largest food and drug retailers in the United States with over 2,200 stores operating under 19 different banners across 35 states and the District of Columbia. This corporate structure means ACME hiring policies align with Albertsons' company-wide standards, including background check procedures and the commitment to evaluating each applicant individually. The Albertsons corporate infrastructure provides stability and standardized human resources practices across all banner stores.

Many ACME positions are unionized through the United Food and Commercial Workers (UFCW), with Local 152 representing workers in meat, deli, seafood, and bakery departments across southern New Jersey, eastern Pennsylvania, and Delaware. The 2024 UFCW Local 152 contract secured improved wages including annual raises, a $3.00 per hour night shift differential, and the ability for members to take vacation in single-day increments rather than only weekly blocks. Union membership provides additional job protections including negotiated grievance procedures and representation in disputes with management.

Company Fast Facts

• Founded: 1891 in South Philadelphia, Pennsylvania

• Employees: 15,000+ associates

• Locations: 159 stores across 6 northeastern states

• Headquarters: East Whiteland Township (Malvern), Pennsylvania

• Parent Company: Albertsons Companies (2,200+ stores nationwide)

• Industry Ranking: 3rd largest grocery retailer in Delaware Valley behind ShopRite and Giant

Hiring Policy Analysis

Official Policy

Albertsons Companies has publicly stated: "Albertsons LLC conducts criminal background checks as part of our normal hiring practices. Every job offer is conditioned upon completion of this background check and each and every job applicant's history is considered on a case-by-case basis." This confirms ACME does not maintain blanket exclusion policies and evaluates each applicant individually through the assessment process mandated by EEOC guidelines.

While ACME has not signed the Fair Chance Business Pledge or other formal second-chance employment commitments, employee reports and third-party research indicate the company has hired individuals with criminal records across various positions. The high turnover nature of retail creates ongoing demand for workers, and store managers facing staffing challenges may be more receptive to qualified applicants regardless of background. Reports suggest that applicants with older convictions (7+ years), non-violent offenses, and offenses unrelated to job duties have the strongest prospects for successful employment.

Key Regulatory Constraints

• FCRA Requirements: Written consent, pre-adverse action notice, dispute period, final adverse action notice

• EEOC Guidelines: Individualized assessment required; blanket exclusions prohibited

• State Ban-the-Box: Applies in NJ and CT for private employers; timing restrictions on inquiries

• Pharmacy Regulations: DEA compliance and state licensing requirements for pharmacy positions

  
  

Factors in Hiring Decisions

• Nature and Severity: Violent offenses and theft receive highest scrutiny for retail environment

• Time Elapsed: Older convictions (7+ years) viewed more favorably than recent offenses

• Job Relevance: Theft convictions highly relevant to cash-handling; drug offenses to pharmacy

• Rehabilitation Evidence: Certificates, stable employment, education, and character references considered

• Honesty: Dishonesty during application process is automatic disqualifier

  
  

Position-Specific Barriers

Available Positions and Pay

Salary data sourced from Glassdoor, Indeed, PayScale, and ACME job postings (December 2024). Actual wages vary by location, experience, and union contract.

Career Path Examples

• Front End Track: Cart Attendant ($11/hr) → Cashier ($14/hr) → Front End Lead ($17/hr) → Front End Manager ($45K/yr)

  
  

• • Grocery Track: Night Stocker ($14/hr) → Grocery Clerk ($16/hr) → Grocery Lead ($18/hr) → Grocery Manager ($50K/yr)

  
  

• • Perishables Track: Deli Clerk ($14/hr) → Meat Cutter ($20/hr) → Meat Department Head ($22/hr) → Meat Manager ($52K/yr)

Background Check Process

What They Check

• Criminal History: County, state, and federal criminal records; sex offender registry

• Identity Verification: Social Security number trace; address history

• Employment Verification: Previous employer confirmation for recent positions

• Drug Screening: 5-panel urine test for select positions (warehouse, pharmacy, CDL)

  
  

Lookback Period Summary

Timeline

Background checks typically take 1-2 weeks to complete, though processing can extend longer if issues arise requiring additional verification. The total hiring process from application submission to start date averages 2-4 weeks for most positions. This includes initial application review (3-7 days), interview scheduling and completion (1 week), conditional offer and background check initiation (1-2 days), and background check processing (1-2 weeks).

Extended delays beyond 2 weeks in the background check phase may indicate additional review of flagged items. If you have not received communication within 3 weeks of your interview, contact the store's HR representative or check your status through the Albertsons candidate portal. During peak hiring seasons such as summer months and pre-holiday periods, processing may take longer due to higher application volumes.

Disqualifying Factors

High Risk: Dishonesty on application (automatic), recent violent felonies, sex offenses, crimes against children, recent drug trafficking

Moderate Risk: Recent theft/fraud convictions (for cash-handling roles), DUI/DWI (for CDL positions), drug possession (for pharmacy)

Lower Risk: Older non-violent offenses (7+ years), offenses unrelated to job duties, misdemeanors with evidence of rehabilitation

Application Strategy

1. Check Expungement Eligibility: Before applying, determine if your records qualify for expungement under Delaware's Clean Slate Act or your state's laws. Delaware allows automatic expungement of certain arrests without conviction, misdemeanors after 5 years, and specific felonies after 10 years from sentence completion. Expunged records cannot legally be considered in employment decisions and significantly improve your prospects.

   
   

2. Apply Online at AlbertsonsCompanies.com/Careers: Create a candidate profile highlighting relevant retail, customer service, or warehouse experience. The online system allows you to apply to multiple store locations with a single profile. Apply to several nearby stores to maximize interview opportunities, as hiring decisions are made at the store level.

   
   

3. Target Lower-Barrier Positions First: Focus on night stocker, cart attendant, or courtesy associate roles rather than cashier or pharmacy positions initially. These positions minimize cash handling responsibilities and have lower scrutiny thresholds. Success in these roles creates internal track record for later advancement into higher-paying positions.

   
   

4. Be Honest About Your Record: When asked about criminal history (either on the application in states without Ban-the-Box or during the interview process), disclose truthfully but briefly. Focus on rehabilitation and what you learned rather than making excuses or minimizing the offense. Dishonesty is an automatic disqualifier and can result in termination if discovered later.

   
   

5. Prepare for the Interview: Emphasize reliability, customer service skills, and flexibility for various shifts including nights, weekends, and holidays. Retail managers value dependable employees who will show up consistently. Practice a brief (30-second), honest explanation of your background that focuses on accountability and positive changes you have made.

   
   

6. Document Your Rehabilitation: Gather certificates from programs completed (substance abuse treatment, anger management, job training), employment references from recent supervisors, educational credentials (GED, certifications, college courses), and character letters from community members, counselors, or faith leaders who can speak to your positive changes.

   
   

7. Respond Quickly to Pre-Adverse Action: If you receive a pre-adverse action notice indicating potential rejection based on background check results, respond promptly with mitigating documentation. The FCRA requires employers to allow approximately 5 business days for dispute or submission of additional information before making a final decision. This is your opportunity to present your rehabilitation story directly to decision-makers.

Tips for Applicants with Records

• Apply During Peak Hiring Seasons: Summer months and pre-holiday periods (October-November) see increased hiring needs as stores prepare for higher customer traffic. Managers facing staffing challenges may be more flexible in their evaluation of applicants with criminal records.

  
  

• Emphasize Availability and Flexibility: Retail operations require coverage during evenings, weekends, and holidays. Indicate willingness to work less desirable shifts to stand out from other applicants. Flexibility is one of the most valued traits in retail employees.

  
  

• Consider Union Positions: UFCW-represented positions in deli, bakery, meat, and seafood departments offer additional job protections including negotiated grievance procedures, scheduled wage increases, and representation in disputes. Union membership requires payment of initiation fees and weekly dues but provides valuable security.

  
  

• Build Internal Track Record First: Success in a lower-barrier position creates promotional opportunities within the company. Consistent attendance, reliable performance, and positive attitude matter more than your background over time. Many department managers and store leaders started in entry-level roles.

  
  

• Know Your Rights Under FCRA: You must receive a copy of your background check report before adverse action is taken. Review carefully for errors including incorrect identity matches, dismissed cases reported as convictions, or records that should have been expunged. Dispute inaccuracies immediately through both the consumer reporting agency and the employer.

  
  

• Don't Give Up After Initial Rejection: Different store managers have some discretion within corporate guidelines. If rejected at one location, try other stores or reapply after demonstrating additional rehabilitation such as completing programs, maintaining stable employment elsewhere, or accumulating more time since conviction.

Benefits & Compensation

• Starting Pay: Entry-level positions start at $11-14/hour; skilled positions (meat cutter) start at $17-20/hour

  
  

• Premium Pay: Night shift differential up to $3/hour; holiday premium pay; union positions include negotiated wage scales

  
  

• Pay Increases: Annual raises for union positions per contract; performance-based increases for non-union roles

  
  

Benefits Package

• Health Insurance: Medical, dental, and vision coverage available for employees working 30+ hours/week; coverage begins first of month after 30 days of employment; must enroll within 31 days of hire date or wait for annual open enrollment

  
  

• Retirement: 401(k) plan with company match up to 5% of contributions through Fidelity NetBenefits; eligible on date of hire for employees age 21+; union positions may also include pension benefits per collective bargaining agreements

  
  

• Paid Time Off: Vacation accrual based on tenure and hours worked; paid sick leave; 2024 UFCW contract allows single-day vacation requests rather than requiring weekly blocks; paid holidays for eligible employees

  
  

• Additional Benefits: 10% grocery discount on purchases; periodic promotional discounts up to 25%; Employee Assistance Program (EAP) with confidential counseling services; life insurance; supplemental accident and disability insurance options; discounted movie tickets and other employee perks

  
  

Employee Perspectives

• Pros: Flexible scheduling, employee discount, union protections for represented positions, opportunities for advancement, benefits for full-time workers

• Cons: Part-time hours can be limited, union dues required for represented positions, physical demands of stocking/lifting, some complaints about management at specific stores

Frequently Asked Questions

1. Does ACME Markets hire people with felonies?

   Yes, ACME Markets hires individuals with felony convictions. As part of Albertsons Companies, ACME has confirmed that each applicant's history is considered on a case-by-case basis through individualized assessment rather than blanket exclusion policies. Hiring depends on the nature of the offense, time elapsed, job relevance, and evidence of rehabilitation. Entry-level positions like night stocker and cart attendant offer the most accessible opportunities.

   
   

2. What is the background check process at ACME Markets?

   ACME conducts criminal background checks through third-party consumer reporting agencies after a conditional offer is extended. The check includes criminal history (county, state, federal), identity verification through SSN trace, and employment verification. Processing typically takes 1-2 weeks. Drug screening may be required for pharmacy, warehouse, and CDL positions.

   
   

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

   Lookback periods vary by state. In states like California and New York, consumer reporting agencies can only report convictions from the past 7 years. In Delaware and some other states, there is no statutory limit on reporting criminal convictions. However, ACME's individualized assessment considers time elapsed as a key factor, meaning older convictions are viewed more favorably.

   
   

4. What types of convictions make hiring more difficult at ACME Markets?

   Theft, fraud, and shoplifting convictions face higher scrutiny for positions involving cash handling or inventory management. Violent offenses and crimes against persons create barriers across all positions. Drug offenses are particularly problematic for pharmacy positions due to DEA compliance requirements. Dishonesty during the application process is an automatic disqualifier regardless of conviction type.

   
   

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

   Night stocker ($12-16/hour), cart attendant ($11-14/hour), and courtesy associate ($11-14/hour) positions have the lowest barriers. These roles minimize cash handling and offer reduced customer interaction (especially overnight stocking). Success in these positions creates pathways to advancement into higher-paying roles over time.

   
   

6. Does ACME Markets drug test, and what kind of test do they use?

   Drug testing is not routine for all positions at ACME. Pre-employment drug screening using a standard 5-panel urine test (amphetamines, cocaine, marijuana, opiates, PCP) may be required for warehouse/distribution, pharmacy, and safety-sensitive positions. State laws regarding marijuana vary and may affect testing policies in certain jurisdictions.

   
   

7. When during the hiring process will ACME Markets ask about criminal history?

   Timing varies by state due to Ban-the-Box laws. In New Jersey and Connecticut, private employers like ACME cannot ask about criminal history on the initial application or before the first interview. In Delaware and other states without private employer Ban-the-Box laws, inquiries may occur earlier in the process.

   
   

8. Can someone advance to management at ACME Markets if they have a felony?

   Yes, career advancement is possible. ACME promotes from within, and employees who demonstrate reliable performance can progress from entry-level to supervisor and management positions. Each promotion may involve additional background review, but a strong track record with the company carries significant weight in advancement decisions.

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

   The typical hiring process takes 2-4 weeks from application to start date. Background check processing usually requires 1-2 weeks. Application review and interview scheduling add another 1-2 weeks. Delays beyond 2 weeks in background check processing may indicate additional review of flagged items.

   
   

10. What can applicants do to improve their chances of getting hired at ACME Markets?

    Focus on lower-barrier positions initially, be completely honest about your background, and prepare documentation of rehabilitation including program certificates, employment references, and character letters. Emphasize reliability, flexibility for various shifts, and customer service skills. Apply to multiple store locations and consider reapplying after additional time if initially rejected.

Alternative Second Chance Employers

If ACME Markets does not work out, several alternative employers in Delaware and the surrounding region offer second-chance employment opportunities in grocery, retail, and warehouse sectors.

Conclusion

ACME Markets presents moderate opportunities for individuals with criminal records seeking employment in Delaware and the Northeast. With a ★★★☆☆ accessibility rating, the company offers case-by-case evaluation through individualized assessment rather than blanket exclusions. Pay ranges from $11-16/hour for entry-level positions up to $128,000+ annually for licensed pharmacists, with comprehensive benefits including health insurance and 401(k) matching for eligible employees working 30+ hours weekly.

Success requires a strategic approach: target lower-barrier positions such as night stocker, cart attendant, or courtesy associate initially rather than immediately pursuing cash-handling or supervisory roles. Be completely honest about your background throughout the application process, as dishonesty is an automatic disqualifier and can result in termination if discovered after hire. Prepare thorough documentation of rehabilitation including program completion certificates, stable employment history, educational achievements, and character references from supervisors, counselors, or community members who can speak to your positive changes.

Building a successful track record of reliable performance in an entry-level position creates genuine pathways to advancement within the company. Many employees report progression from stocker or clerk positions into department lead and management roles over time. Union representation through UFCW provides additional job protections including negotiated grievance procedures, scheduled wage increases, and representation in workplace disputes. The 2024 contract secured improved benefits including night shift differentials and flexible vacation scheduling.

The biggest barriers at ACME are theft-related convictions for cash-handling positions, drug offenses for pharmacy roles, violent felonies across all positions, and any dishonesty during the application process. Applicants with older convictions (7+ years from sentence completion), non-violent offenses, offenses unrelated to retail duties, and strong evidence of rehabilitation have the best prospects. Delaware applicants should check their eligibility for record expungement under the Clean Slate Act before applying, as expunged records cannot legally be considered in employment decisions.

Those who face initial rejection should not be permanently discouraged. Different store managers have some discretion within corporate guidelines, and staffing needs vary by location and season. Consider applying to multiple store locations, reapplying after demonstrating additional rehabilitation, or exploring alternative employers such as Walmart, Amazon, Giant Food, ShopRite, Perdue Farms, or Mountaire Farms, which maintain explicit second-chance employment commitments or similar individualized assessment practices.

Disclaimer

This guide is for informational purposes only and does not constitute legal advice. Information is based on publicly available sources including company career pages, Glassdoor, Indeed, PayScale, and government resources. Hiring policies and practices may change without notice. Salary data reflects December 2024 research and actual compensation may vary by location, experience, and union contract. Consult with an attorney for legal advice regarding your specific situation. This guide is not affiliated with or endorsed by ACME Markets or Albertsons Companies.

Apply Now at AlbertsonsCompanies.com/Careers