Quick Answer

Yes, Arctic Circle is known to hire individuals with felony convictions for certain positions. As a regional fast-food chain with approximately 71 locations across eight western states and around 3,100 employees, Arctic Circle operates with a mix of company-owned and franchised restaurants. 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 cash register and inventory handling), violence and assault (due to customer and employee interaction), and drug offenses (workplace safety concerns). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Fast-food restaurants like Arctic Circle have constant hiring needs due to industry-standard turnover. Entry-level positions such as Cook, Cashier, and Drive-Thru Attendant offer the best opportunities for individuals with records to gain employment and demonstrate reliability.

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 stand for extended periods, work in a fast-paced environment, lift up to 50 pounds, and work around hot cooking equipment and food preparation areas.

• Drug Screen: May be required to pass a pre-employment drug test depending on location and position. Drug testing policies vary by franchise owner.

• 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.

• Schedule Flexibility: Must be willing to work various shifts including evenings, weekends, and holidays as required by fast-food operations.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Arctic Circle operates primarily in Utah, Idaho, and other western states with varying fair chance hiring laws. Utah, where the company is headquartered, has limited fair chance protections for private sector employers, but federal EEOC guidelines apply nationwide.

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.

FCRA Requirements

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

Utah has limited Fair Chance protections for private employers. The state's 2017 Ban-the-Box law (HB 156) applies only to public sector employers, not private businesses like Arctic Circle. However, Utah's Clean Slate Law provides automatic expungement of certain misdemeanor convictions after specified waiting periods. Idaho, Oregon, Washington, and other states where Arctic Circle operates have varying levels of protection. Applicants should research the specific laws in their state.

Fast Food Industry-Specific Considerations

The fast-food industry involves high-volume customer interaction, cash handling, food safety compliance, and inventory management. This creates specific considerations for hiring individuals with records. Positions involving cash register access face heightened scrutiny for theft-related offenses. Customer-facing roles require assessment of violence-related convictions. Food safety regulations may limit employment for certain drug-related offenses depending on state health department requirements.

Company Overview

Arctic Circle Restaurants is an American chain of burger and shake restaurants based in Midvale, Utah. Founded in 1950 by Don Carlos Edwards in Salt Lake City, the company began as a small refreshment stand at a Pioneer Day celebration in 1924, which evolved into Don Carlos BBQ by 1941, and eventually became Arctic Circle in 1950. The company has grown from a single location to a regional fast-food chain with deep roots in the western United States.

Arctic Circle operates approximately 71 restaurants across eight western states, with roughly half being company-owned and the other half owned by franchisees. Approximately 50% of all locations are concentrated in Utah, reflecting the company's home-state heritage. The company employs approximately 3,100 workers across its company-owned and franchise locations. Arctic Circle is committed to community involvement, partnering with organizations like Bank of Utah and Red Hanger for the annual Warm Bodies, Warm Souls clothing drive that benefits Utah residents in need.

Arctic Circle is known for using 100% Black Angus beef in its hamburgers, sourcing the highest-quality ingredients possible. The company is famous for its proprietary "fry sauce" (also called "pink sauce"), a thousand island dressing-like combination of mayonnaise and ketchup that Edwards invented shortly after opening. Other signature items include Alaskan halibut fish and chips and the popular "Brown Topper" chocolate-dipped soft-serve ice cream. The company claims to have invented both fry sauce and the kids' meal concept. CEO Gary Roberts and other executives acquired the chain in 1992 and have maintained the company's focus on quality and community involvement.

Company Fast Facts

• Founded: 1950 (Salt Lake City, Utah)

• Headquarters: Midvale/West Jordan, Utah (P.O. Box 517)

• Employees: Approximately 3,100 across all locations

• Locations: 71 restaurants in 8 western states (50% company-owned, 50% franchise)

• Primary States: Utah, Idaho, Nevada, Oregon, Washington, Montana, Arizona, Wyoming

• CEO: Gary Roberts (since 1992 acquisition)

• Ownership: Private (acquired by executive team in 1992)

• Founder: Don Carlos Edwards

• Specialty: 100% Black Angus beef burgers, proprietary fry sauce, Alaskan halibut fish and chips, Brown Topper chocolate-dipped soft-serve ice cream

Hiring Policy Analysis

Arctic Circle, like most fast-food employers, conducts background checks as part of the hiring process but does not maintain a blanket policy excluding all felons. The company follows EEOC guidelines requiring individualized assessment of each applicant's criminal history. As a mix of company-owned and franchised locations, hiring policies may vary somewhat by location and franchise owner discretion. Background checks are typically conducted after a conditional offer is extended. The fast-food industry's high turnover rate creates constant hiring needs, which often benefits applicants with records seeking entry-level positions.

Position-Specific Barriers

Barrier levels are determined by cash handling responsibilities, customer interaction requirements, and management authority.

Available Positions and Pay

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

Career Path Examples

Arctic Circle emphasizes internal promotion and provides training for advancement. Many management positions are filled from within, creating opportunities for advancement based on demonstrated performance.

Kitchen Track: Cook ($12-$14/hr) → Kitchen Lead ($14-$16/hr) → Kitchen Manager ($16-$18/hr) → Assistant Manager ($16-$19/hr). Requires food safety certification and consistent performance.

Front Counter Track: Cashier ($12-$15/hr) → Crew Trainer ($13-$16/hr) → Shift Lead ($14-$17/hr) → Assistant Manager ($16-$19/hr). Focus on customer service excellence and team leadership.

Management Track: Shift Lead ($14-$17/hr) → Assistant Manager ($16-$19/hr) → Restaurant Manager ($18-$22/hr) → Area Supervisor ($45K-$55K/yr). Requires proven leadership and financial management skills.

Background Check Process

Understanding Arctic Circle'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 for management positions.

Lookback Period: Standard 7-year criminal lookback per FCRA guidelines. Utah's Clean Slate Law may result in automatic expungement of certain eligible misdemeanors. Serious felonies may be reported beyond 7 years depending on state law.

Timeline: The hiring process typically takes 1-2 weeks from application to hire based on employee reports. Background checks generally complete within 3-7 business days after authorization.

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

Disqualifying Factors

High Risk for Disqualification: Recent theft, larceny, embezzlement, or fraud convictions (within 3-5 years) due to cash handling responsibilities; violent crimes or assault convictions, especially recent ones; robbery or burglary; sexual offenses; drug distribution or manufacturing charges; ongoing parole or probation violations.

Lower Risk (Case-by-Case): Drug possession (especially older charges); non-violent property crimes with rehabilitation evidence; DUI/DWI (unless applying for delivery positions); older convictions (7+ years) with demonstrated stability. 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. You have reasonable time to respond.

  
  

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

  
  

• 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 Entry-Level Kitchen Positions: Focus on Cook, Prep Staff, or Dishwasher positions which have the lowest barriers and highest turnover. These back-of-house roles offer the best opportunity to get your foot in the door without extensive cash handling.

   
   

2. Apply at Multiple Locations: With franchise and company-owned locations having different owners, hiring standards may vary. Apply to several Arctic Circle restaurants in your area to maximize your chances.

   
   

3. Apply In-Person When Possible: Fast-food restaurants often appreciate applicants who show initiative by applying in person during non-busy hours (mid-afternoon). This allows you to make a positive first impression.

   
   

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 the appropriate stage 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, stable housing, employment history, community involvement, and character references.

   
   

7. Check Expungement Eligibility: Research whether your offense qualifies for sealing or expungement. Utah's Clean Slate Law provides automatic expungement of certain misdemeanors. Contact legal aid for assistance.

   
   

8. Follow Up Professionally: After applying, follow up with the manager if you don't hear back within one week. Persistence and professionalism demonstrate the reliability employers value.

Tips for Applicants with Records

1. Fast Food Has Constant Hiring Needs: The restaurant industry has notoriously high turnover. Don't be discouraged by individual rejections—keep applying. Arctic Circle's 71 locations across 8 states means multiple opportunities.

   
   

2. Start Entry-Level, Advance Within: Many successful restaurant careers begin at entry-level. Employee reviews confirm Arctic Circle promotes from within. Prove reliability through consistent attendance and positive attitude.

   
   

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. Food Handler Certification Helps: Consider obtaining a food handler's permit before applying. This demonstrates initiative and may give you an edge over other applicants.

   
   

5. Address Theft Concerns Proactively: If your conviction involves theft, prepare a brief explanation focusing on time elapsed, rehabilitation steps taken, and current financial stability. Acknowledge the concern is legitimate.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and any consistent work history—even informal work. Fast-food employers value dependability above almost everything else.

   
   

7. Be Flexible on Schedule: Willingness to work evenings, weekends, and holidays significantly increases your chances. Many positions offer shift differentials for less desirable hours.

   
   

8. Maintain a Positive Attitude: Fast-paced restaurant environments require employees who can handle stress gracefully. Demonstrate professionalism and positivity throughout the hiring process.

Benefits Overview

Arctic Circle offers benefits that vary by position level and whether you work at a company-owned or franchised location. Benefits typically begin after a probationary period for eligible employees. As a smaller regional chain, benefits packages may be more limited than national competitors, but several perks make employment attractive.

Compensation: Entry-level positions start at $11-$15/hr depending on role and location. Management positions range from $16-$22/hr ($35K-$47K annually). Some locations offer annual raises and performance bonuses. Employee reviews indicate that raises are possible with tenure, though amounts vary by location and management.

Meal Benefits: Free or deeply discounted meals during shifts are a standard benefit. Employees typically receive a free meal valued at $10 per shift and employee discounts (often 50% off) when not working. This is consistently cited as one of the top benefits by current and former employees, particularly valuable for workers managing tight budgets.

Schedule Flexibility: Many locations offer flexible scheduling, particularly valuable for employees balancing school, family responsibilities, or other commitments. Managers often work with high school and college schedules. However, availability during peak hours (lunch and dinner rushes, weekends) is expected for most positions.

Training and Development: On-the-job training provided for all positions. Arctic Circle provides hands-on training on proprietary systems and food preparation procedures. Opportunities for cross-training in multiple stations enhance skills and employment value. Management training programs available for advancement candidates who demonstrate leadership potential.

Additional Perks: Some locations offer free merchandise for seasonal promotions. Employee referral bonuses may be available. Early access to pay through Homebase platform at participating locations allows employees to access earned wages before payday.

Employee Perspectives

Pros: Free food during shifts and during breaks, employee meal discounts, flexible scheduling that works with school, team-like atmosphere with friendly coworkers, good first job experience for building skills, opportunities for advancement to management, supportive management at many locations, fast-paced environment keeps shifts interesting.

Cons: Lower pay compared to some competitors (2.7/5 compensation rating on Glassdoor), fast-paced and stressful during rush periods, management quality varies significantly by location, limited hours for part-time workers can make it difficult to earn enough, getting time off can be challenging at understaffed locations, scheduling often comes out last-minute, high turnover means frequent training of new staff.

Frequently Asked Questions

1. Does Arctic Circle hire people with felonies?

   Yes, Arctic Circle does hire people with felonies for many positions. Like all employers, they must follow EEOC guidelines requiring individualized assessment rather than blanket exclusions. Entry-level kitchen positions such as Cook and Prep Staff 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. The fast-food industry's high turnover creates constant hiring needs that benefit applicants with records.

   
   

2. What is the background check process at Arctic Circle?

   Arctic Circle conducts criminal background checks after extending a conditional job offer. You'll need to provide written authorization before the check is run. The process typically includes county, state, and federal criminal database searches, SSN verification, and address history. Results are reviewed using an individualized assessment considering the nature of any convictions, time elapsed, and relevance to the position. If negative findings occur, you should receive pre-adverse action notice with an opportunity to respond before a final decision.

   
   

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

   The standard lookback period is 7 years for most criminal convictions under FCRA guidelines. However, serious felonies may be reported indefinitely depending on state law. Utah's Clean Slate Law provides automatic expungement of certain misdemeanors after specified waiting periods, which would not appear on background checks. Employment verification for management positions typically covers 5-7 years. Records that have been legally expunged or sealed should not appear.

   
   

4. What types of convictions make hiring more difficult at Arctic Circle?

   Theft, larceny, embezzlement, and fraud convictions face the highest scrutiny due to cash handling responsibilities—these are most directly job-related. Violence, assault, and weapons charges create concerns about customer and coworker safety. Sexual offenses face significant barriers. Drug distribution charges are more concerning than possession. Recent convictions (within 2-3 years) of any type face more scrutiny than older ones. Older, non-violent offenses with demonstrated rehabilitation have the best chances.

   
   

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

   Cook positions ($12-$14/hr) offer the best opportunity as they involve limited cash handling and less direct customer interaction. Prep Staff ($11-$13/hr) is another excellent entry point with back-of-house duties. These positions allow you to demonstrate reliability and work ethic before potentially moving to positions with more responsibility. Avoid cashier and drive-thru positions initially if you have theft-related convictions.

   
   

6. Does Arctic Circle drug test, and what kind of test do they use?

   Drug testing policies vary by location and franchise owner. Company-owned stores may have standardized policies, while franchises set their own. When required, testing is typically a urine screen conducted pre-employment. Some locations may conduct random testing for safety-sensitive positions or following workplace accidents. Management positions are more likely to require drug testing. Check with the specific location you're applying to for their current policy.

   
   

7. When during the hiring process will Arctic Circle ask about criminal history?

   Utah does not have a private-sector Ban-the-Box law, so Arctic Circle locations in Utah may ask about criminal history on the initial application. However, EEOC best practices recommend waiting until after initial screening or interview. Many fast-food employers ask about criminal history on applications but don't conduct actual background checks until after a conditional offer. Be prepared to discuss your history honestly if asked at any stage of the process.

   
   

8. Can someone advance to management at Arctic Circle if they have a felony?

   Yes, advancement to management is possible for employees with felony histories who demonstrate strong performance. Employee reviews confirm that Arctic Circle promotes from within. However, management positions involve increased cash handling, safe access, hiring authority, and financial responsibility, which means your conviction will face additional scrutiny. Building a track record of reliability in entry-level positions first, combined with time elapsed since your conviction, significantly improves advancement prospects.

   
   

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

   The total hiring process at Arctic Circle typically takes 1-2 weeks from application to start date based on employee reports. The interview process is generally straightforward—often a single interview with the manager. Background checks usually complete within 3-7 business days after authorization. If a pre-adverse action process is triggered, this may add additional time. Fast-food hiring tends to be quicker than other industries due to urgent staffing needs.

   
   

10. What can applicants do to improve their chances of getting hired at Arctic Circle?

    Key strategies include:

    (1) Target back-of-house positions initially;

    (2) Apply at multiple locations since policies vary by franchise;

    (3) Apply in person during non-busy hours to make a positive impression;

    (4) Obtain a food handler's permit beforehand;

    (5) Be completely honest about your history;

    (6) Prepare a brief explanation acknowledging your past while emphasizing rehabilitation;

    (7) Gather documentation of positive changes;

    (8) Offer maximum schedule flexibility;

    (9) Follow up professionally;

    (10) Dress appropriately and demonstrate enthusiasm for the work.

Alternative Second Chance Employers

If Arctic Circle doesn't work out, consider these employers known for fair chance hiring practices in fast food and related industries:

Conclusion

Arctic Circle offers genuine opportunities for individuals with criminal records, particularly in entry-level kitchen and crew positions. As a regional fast-food chain with approximately 71 locations across eight western states and around 3,100 employees, the organization provides a realistic pathway to stable employment with meal benefits, flexible scheduling, and internal advancement opportunities. The company operates under EEOC guidelines requiring individualized assessment rather than blanket exclusions, and its mix of company-owned and franchise locations means policies may vary—which can work in your favor.

The work is fast-paced and can be stressful during rush periods, but employees consistently cite supportive teammates, flexible scheduling that works with school and family obligations, and free meals as significant positives. Compensation is comparable to other fast-food employers ($11-$15/hr for entry-level positions), with management positions reaching $18-$22/hr. Career advancement is genuinely possible through demonstrated reliability and strong performance—employee reviews confirm that many managers started in entry-level positions and worked their way up.

Key Success Factors: Target back-of-house positions (Cook, Prep Staff) initially to minimize concerns about cash handling; apply at multiple locations since franchise and company-owned stores may have different policies; be completely honest about your criminal history while preparing a concise explanation emphasizing rehabilitation; demonstrate stability through references and documentation; obtain food handler certification to show initiative; maintain maximum schedule flexibility including evenings and weekends; follow up professionally after applying; dress appropriately and demonstrate genuine enthusiasm for the opportunity.

Biggest Barriers: Recent theft-related convictions (within 3-5 years) face the highest scrutiny due to cash register responsibilities inherent in most fast-food positions; violent offenses raise legitimate concerns about customer and coworker safety; Utah lacks private-sector Ban-the-Box protections, allowing questions about criminal history on initial applications; drug-related convictions may concern some managers depending on recency and nature; some franchise owners may have stricter policies than company-owned locations.

The fast-food industry's well-known high turnover works in your favor by creating constant hiring needs. Don't be discouraged by individual rejections—persistence and professionalism pay off. Arctic Circle's strong emphasis on internal promotion means that proving yourself reliable in an entry-level role genuinely opens doors to better positions and higher pay over time. Many successful restaurant industry professionals began their careers at fast-food chains and worked their way up. Your criminal record is one factor in the hiring decision, not the only factor.

Disclaimer

This guide provides general information and should not be considered legal advice. Hiring policies vary by position, location, franchise owner, 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 Arctic Circle.

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.

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