Quick Answer

Yes, Ashley Furniture Industries, LLC hires individuals with felony convictions for many positions. As the largest furniture manufacturer in the world with over 35,000 employees globally, Ashley operates manufacturing plants, distribution centers, and retail locations across the United States and internationally. The company is headquartered in Arcadia, Wisconsin, and has manufacturing facilities in Wisconsin, Mississippi, North Carolina, Pennsylvania, Florida, and Indiana.

Employment is conditional upon passing a background check and pre-employment drug test for most positions. The law prohibits companies from having a blanket policy excluding all felons. Instead, Ashley must conduct an individualized assessment of each conviction to determine if it is job-related and consistent with business necessity.

The greatest barriers are created by felonies related to theft and larceny (due to high-value inventory access), fraud and embezzlement (financial trust concerns), and violence (workplace safety with heavy machinery). Recent offenses within the past 7-10 years face the highest scrutiny regardless of type.

Best entry points include Warehouse Associate, Material Handler, Assembly Line Worker, and Production Worker positions at manufacturing facilities and distribution centers. These high-volume roles offer the clearest pathway to employment with competitive wages and advancement opportunities.

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 Ashley Furniture is not allowed to automatically exclude you solely for being a felon. EEOC guidelines require individualized assessment of each applicant's conviction history.

  
  

• 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). Wisconsin law also applies a 'substantially related' test.

  
  

• Physical Requirements: Must be capable of physical labor including standing for extended periods, lifting up to 50-75 pounds, and operating warehouse equipment. Manufacturing and warehouse roles involve repetitive motion and physically demanding work.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test. Ashley Furniture maintains a zero-tolerance drug policy. Testing is typically a standard urine screening. Random testing may occur for current employees.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked (after conditional offer in Ban the Box jurisdictions). 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.

  
  

• Valid Driver's License (Delivery): For delivery driver positions, must possess a valid driver's license with clean motor vehicle record. CDL required for Class A truck driver positions.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Ashley Furniture Industries is headquartered in Wisconsin and operates facilities across multiple states with varying fair chance hiring laws. The company must comply with federal EEOC guidelines nationwide. Wisconsin has robust protections under the Wisconsin Fair Employment Act (WFEA), which extends criminal record protections to both public and 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 and may violate Title VII of the Civil Rights Act.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, Ashley Furniture 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 (typically 5 business days) to dispute inaccuracies;

(3) Provide final adverse action notice if decision stands after review. This is your opportunity to present rehabilitation evidence and explain circumstances.

State-Specific Considerations

Wisconsin (Headquarters): The Wisconsin Fair Employment Act (WFEA) provides strong protections. Employers cannot refuse to hire based on arrest or conviction records unless the offense is 'substantially related' to the job duties. This applies to all employers regardless of size. Public employers have Ban the Box since 2016, delaying criminal history inquiries until interview stage. Madison requires Ban the Box for contractors with $25,000+ service contracts. Milwaukee has Ban the Box for city positions.

Multi-State Operations: Ashley operates in Mississippi, North Carolina, Pennsylvania, Florida, and Indiana with varying protections. Some states like California and New York have stronger fair chance laws. Always research the specific protections in your state. Seven-year lookback limitations apply in some states (California, Colorado, Kansas, Maryland, Massachusetts, Montana, New Hampshire, New York, Texas, Washington).

Manufacturing-Specific Considerations

The furniture manufacturing industry involves operation of heavy machinery, forklifts, and automated equipment, creating specific safety considerations. Ashley has faced OSHA scrutiny and substantial fines historically for workplace safety violations, making them particularly focused on hiring employees who prioritize safety. Violence-related convictions face heightened scrutiny due to team-based work environments. Theft convictions are scrutinized for positions with inventory access. Driving-related positions require clean motor vehicle records and may be ineligible for those with DUI/DWI convictions. Manufacturing positions typically require 10-hour shifts and mandatory overtime during peak seasons.

Company Overview

Ashley Furniture Industries, LLC is the largest furniture manufacturer in the world and the largest in the United States. Founded in 1945 by Carlyle Weinberger in Chicago as a sales operation, the company merged with Ron Wanek's Arcadia Furniture in Wisconsin in 1970 and became Ashley Furniture in 1976. Today, Ashley is a family-owned company operated by father and son team Ron and Todd Wanek, with headquarters in Arcadia, Wisconsin. The company employs over 35,000 team members globally and operates more than 30 million square feet of manufacturing and distribution space worldwide.

Ashley products are sold in over 155 countries through two distribution channels: independent furniture dealers and more than 700 Ashley Furniture HomeStore retail locations (both corporate-owned and independently licensed). The company has won multiple industry awards including HFA 2024 Manufacturer of the Year and was named to Fortune's America's Most Innovative Companies 2025 list. Ashley emphasizes a 'dirty fingernail' hands-on approach to operations and continuous improvement.

Company Fast Facts

• Founded: 1945 (Chicago, Illinois); 1976 as Ashley Furniture

• Headquarters: Arcadia, Wisconsin

• Employees: 35,000+ globally

• Industry Rank: #1 Furniture Manufacturer in the World

• Major Operations: Wisconsin, Mississippi, North Carolina, Pennsylvania, Florida, Indiana, Vietnam, China

• Ownership: Private, Family-Owned (Ron and Todd Wanek)

• CEO: Todd Wanek (President and CEO)

• Business Model: Vertically integrated manufacturing, distribution, and retail

• Retail Network: 700+ Ashley HomeStores worldwide

Hiring Policy Analysis

Ashley Furniture has confirmed they do not automatically reject applicants with felony convictions. The company conducts individualized assessments as required by EEOC guidelines and complies with Wisconsin Fair Employment Act requirements at headquarters and state-specific fair chance laws in other locations. Background checks are conducted after conditional job offers in jurisdictions with Ban the Box requirements, giving applicants the opportunity to demonstrate qualifications before criminal history is reviewed. The company's hiring process typically includes online application, phone screening, in-person interview, conditional offer, then background check and drug test.

Position-Specific Barriers

Barrier levels are determined by inventory access, cash handling, customer contact, machinery operation, and safety requirements.

Available Positions and Pay

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

Career Path Examples

Ashley Furniture emphasizes internal promotion and offers training programs for advancement. Many leadership positions are filled through internal development.

Manufacturing Track: Assembly Line Worker ($15-$18/hr) → Line Lead ($17-$20/hr) → Production Supervisor ($45K-$55K/yr) → Manufacturing Manager ($60K-$80K/yr). Advancement based on reliability, quality metrics, and safety record. Training provided for equipment operation.

Warehouse Track: Warehouse Associate ($16-$21/hr) → Forklift Operator ($15-$20/hr) → Warehouse Lead ($19-$23/hr) → Operations Supervisor ($50K-$65K/yr). Forklift certification provided. Strong performance and attendance lead to advancement opportunities.

Distribution Track: Material Handler ($15-$20/hr) → Shipping/Receiving Clerk ($16-$20/hr) → Distribution Lead ($18-$23/hr) → Distribution Supervisor ($50K-$65K/yr). Logistics experience valued. Opportunity to advance to regional distribution management.

Background Check Process

Understanding Ashley Furniture's background check process helps you prepare mentally and practically for what to expect. The company conducts background checks after a conditional job offer is extended, which means you'll have the opportunity to demonstrate your qualifications during the interview 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 history verification; education verification for positions requiring credentials; motor vehicle records for driving positions; drug screening (mandatory for manufacturing and warehouse roles).

Lookback Period: Standard 7-10 year criminal lookback depending on state. Some states limit reportable convictions to 7 years (California, Colorado, Kansas, Maryland, Massachusetts, Montana, New Hampshire, New York, Texas, Washington). Employment verification typically extends 7-10 years. Serious violent or sexual offenses may be reported indefinitely in many states.

Timeline: The hiring process averages approximately 1-3 weeks from application to hire based on employee reports. Background checks typically take 3-7 business days to complete after conditional offer and authorization. Manufacturing positions may hire faster during peak seasons due to high volume needs.

Process Flow: Application submitted → Phone screening → Interview(s) conducted → Conditional offer extended → Background check and drug test 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 → Orientation and training.

Disqualifying Factors

High Risk for Disqualification: Theft, larceny, or burglary convictions (especially recent, due to inventory access); fraud, embezzlement, or financial crimes (cash handling concerns); violent felonies including assault, battery, weapons charges (workplace safety); drug manufacturing or distribution (zero-tolerance policy); sexual offenses (customer contact); DUI/DWI for driving positions; dishonesty during application process.

Lower Risk (Case-by-Case): Non-violent drug possession (older than 5-7 years); property crimes with restitution paid and significant time elapsed; minor assault (mutual combat, single incident with rehabilitation); traffic offenses for non-driving positions; offenses unrelated to job duties. 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 of the report and the right to dispute inaccuracies with the reporting agency.

  
  

• Pre-Adverse Action Notice: Before a final decision based on background check results, you must receive notice with a copy of the report and a summary of your FCRA rights. You have reasonable time (typically 5 business days) to respond and dispute inaccuracies.

  
  

• EEOC Protection: You have the right to an individualized assessment. Blanket exclusions based solely on criminal record are prohibited. The employer must consider the Green Factors.

• Wisconsin WFEA Protection: At Wisconsin facilities, employers cannot refuse to hire based on conviction unless 'substantially related' to job duties. This is one of the strongest state protections available.

  
  

• Dispute Rights: You can dispute inaccurate information on background reports with the reporting agency. Check your own records beforehand through NCIC or state repositories. Sealed or expunged records should not appear.

Application Strategy

1. Target Entry-Level Manufacturing and Warehouse Positions: Focus on Assembly Line Worker, Production Worker, Material Handler, and Warehouse Associate 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 delivery driver and retail sales positions initially if your record includes theft or involves customer contact concerns.

   
   

2. Apply Through Official Channels: Submit your application through careers.ashleyfurniture.com. Ashley posts positions on Indeed, LinkedIn, and Glassdoor as well. Check the careers page regularly as manufacturing and warehouse positions are posted frequently. Consider applying to multiple facility locations to maximize opportunities.

   
   

3. Prepare for the Interview: Be ready to discuss your work ethic, reliability, and commitment to safety. Research the company's history and products. Emphasize physical capability, attendance reliability, and willingness to work overtime. Manufacturing employers value dependability above all.

   
   

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 (after conditional offer in Ban the Box jurisdictions) 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 from employers, probation officers, or community members.

   
   

7. Check Expungement Eligibility: Research whether your offense qualifies for sealing or expungement in your state. Wisconsin allows expungement for certain offenses if ordered at sentencing. Contact legal aid organizations for assistance. 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 1-2 weeks. If you receive a pre-adverse action notice, respond promptly with rehabilitation documentation. Persistence and professionalism demonstrate the qualities manufacturing employers value.

Tips for Applicants with Records

1. Manufacturing Has Constant Hiring Needs: Furniture manufacturing has consistent turnover and seasonal peaks. Ashley operates massive facilities producing millions of pieces annually. Don't be discouraged by individual rejections—keep applying to different facilities and positions.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at Ashley begin in entry-level production roles. Prove reliability through perfect attendance, quality work, and safety compliance. Internal training programs provide pathways to higher-paying supervisory positions.

   
   

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 or your state repository. Dispute any errors or outdated information in advance.

   
   

4. Safety Certification Helps: Manufacturing environments prioritize safety. Consider obtaining OSHA 10 or OSHA 30 certification, forklift certification, or other safety credentials before applying. This demonstrates commitment to workplace safety and makes you more competitive.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. Ashley Furniture has a zero-tolerance drug policy with pre-employment testing for manufacturing roles. Testing is typically urine screening. Random testing may occur for current employees.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation (essential for shift work), and any consistent work history—even informal work shows you can be counted on. Manufacturing employers especially value perfect attendance and punctuality.

   
   

7. Be Flexible on Schedule: Willingness to work any shift (including nights and weekends) and accept mandatory overtime increases your chances significantly. Manufacturing facilities often run 10-hour shifts, 5-6 days per week during peak seasons. Flexibility shows commitment.

   
   

8. Consider Staffing Agencies: If direct application isn't successful, temp agencies like Express Employment Professionals, Kelly Services, and Integrity Staffing often place workers at Ashley facilities. This can be a backdoor to permanent employment after proving yourself.

Benefits Overview

Ashley Furniture offers benefits to full-time employees. Benefits eligibility and specific offerings vary by position, location, and employment status (corporate vs. licensed HomeStore).

Compensation: Hourly wages range from $15-$21/hr for most entry-level positions. Overtime pay at 1.5x for hours over 40 (manufacturing often requires 50-60 hour weeks). Some positions include incentive pay based on production goals. CDL drivers earn $60K-$90K annually.

401(k) and Retirement: 401(k) retirement savings plan available. Company provides profit sharing contributions rather than direct matching in most cases. Full vesting after 6 years of service. Multiple investment options available through plan administrator.

Health Benefits: Medical insurance options available. Dental and vision coverage offered. Health benefits vary by location and employment type. Some facilities partner with specific healthcare providers (e.g., Gundersen in Wisconsin). Coverage begins after eligibility waiting period.

Time Off: 10 days PTO in first year, increasing to 15 days after 5 years. 6 paid holidays observed. Limited rollover policies. Vacation requests subject to production schedules and blackout periods during peak seasons.

Additional Benefits: Substantial employee furniture discount (significant savings on Ashley products). Tuition reimbursement program for eligible employees. Employee wellness programs. Service awards for tenure milestones. Life insurance options. Some positions offer shift differentials for nights/weekends.

Employee Perspectives

Pros: Job stability with world's largest furniture manufacturer; substantial furniture discount (highly valued); overtime opportunities for increased earnings; internal advancement possible; training provided for equipment operation; team-based work environment.

Cons: Long hours and mandatory overtime during peak seasons; physically demanding work; limited PTO and strict attendance policies; raises described as infrequent by some employees; management quality varies by facility; limited 401k matching compared to competitors.

Frequently Asked Questions

1. Does Ashley Furniture hire people with felonies?

   Yes, Ashley Furniture does hire people with felony convictions. The company has confirmed they do not automatically reject felons from employment. Decisions are made on a case-by-case basis through individualized assessment as required by EEOC guidelines. Best opportunities are in manufacturing and warehouse positions at production facilities and distribution centers. Theft, fraud, and violent convictions face more scrutiny due to inventory access and workplace safety concerns, but older convictions with rehabilitation evidence are considered.

   
   

2. What is the background check process at Ashley Furniture?

   Ashley conducts background checks after extending a conditional job offer. The check includes criminal history (county, state, federal levels), employment verification, education verification for applicable positions, and motor vehicle records for driving roles. A third-party background check company conducts the screening. If issues arise, you'll receive a pre-adverse action notice with a copy of the report and opportunity to respond before final decision. The process complies with FCRA requirements.

   
   

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

   The standard lookback period is 7-10 years for criminal convictions, though this varies by state. Some states (California, Colorado, Kansas, Maryland, Massachusetts, Montana, New Hampshire, New York, Texas, Washington) limit reporting to 7 years for most convictions. Other states allow indefinite lookback. Employment verification typically extends 7-10 years. Serious violent or sexual offenses may be reported regardless of timeframe in many states. Older convictions (7+ years) generally receive less weight in hiring decisions.

   
   

4. What types of convictions make hiring more difficult at Ashley Furniture?

   The most challenging convictions are: theft, larceny, and burglary (inventory access in warehouses and stores); fraud, embezzlement, and financial crimes (cash handling); violent felonies including assault and weapons charges (workplace safety with heavy machinery); drug manufacturing or distribution (zero-tolerance policy); DUI/DWI (disqualifying for any driving position). Convictions within the past 3-5 years face the highest scrutiny. Older non-violent offenses with demonstrated rehabilitation have better outcomes.

   
   

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

   The best entry points are manufacturing and warehouse positions: Assembly Line Worker ($15-$18/hr) involves furniture assembly with minimal inventory responsibility; Production Worker ($15-$18/hr) includes various manufacturing tasks; Material Handler ($15-$20/hr) moves materials within facilities; Warehouse Associate ($16-$21/hr) handles distribution center operations. These positions have high turnover and constant hiring, with opportunities to advance to higher-paying supervisory roles through internal promotion.

   
   

6. Does Ashley Furniture drug test, and what kind of test do they use?

   Yes, Ashley Furniture requires pre-employment drug testing for manufacturing, warehouse, and driving positions. Testing is typically a standard urine screening. The company maintains a zero-tolerance drug policy due to workplace safety requirements involving heavy machinery and forklifts. Random drug testing may occur for current employees. Promotions to certain management positions may also require testing. Medical marijuana users should be aware that Ashley's policy prohibits any drug use regardless of state law, as manufacturing involves safety-sensitive equipment operation.

   
   

7. When during the hiring process will Ashley Furniture ask about criminal history?

   The timing depends on location. At Wisconsin headquarters, public employers must wait until the interview stage (Ban the Box since 2016). For private sector positions, Ashley's application does include a question about criminal history and arrests with unresolved charges. However, criminal history is primarily evaluated after a conditional job offer is extended, when the background check is conducted. This gives you the opportunity to demonstrate your qualifications during the interview first. Always be honest when asked, as dishonesty is automatically disqualifying.

   
   

8. Can someone advance to management at Ashley Furniture if they have a felony?

   Yes, advancement to supervisory and management positions is possible, though it requires building a track record of reliable performance. Many Ashley employees advance from entry-level production to lead, supervisor, and management roles through internal promotion. Management positions involve greater responsibility and may face additional background review. A strong performance history, clean safety record, and demonstrated leadership abilities help overcome concerns about past convictions. The longer the time since conviction with consistent employment, the better your advancement prospects.

   
   

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

   The total hiring process typically takes 1-3 weeks from application to start date. Initial phone screening may occur within days of applying. Interviews are scheduled within 1-2 weeks. After a conditional offer is extended, the background check typically takes 3-7 business days. If no issues arise, start dates can be confirmed quickly. During peak seasons, manufacturing facilities may expedite hiring due to production demands. If the background check reveals issues requiring individualized assessment, the process may take longer as the company reviews documentation and makes a determination.

   
   

10. What can applicants do to improve their chances of getting hired at Ashley Furniture?

    Key strategies include:

    (1) Target entry-level manufacturing and warehouse positions with high volume hiring;

    (2) Apply to multiple Ashley facilities to increase opportunities;

    (3) Be completely honest about your record when asked;

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

    (5) Gather documentation of rehabilitation (certificates, references, stable employment history);

    (6) Ensure you can pass the mandatory drug test;

    (7) Demonstrate physical capability for manufacturing work;

    (8) Show flexibility on scheduling including nights, weekends, and overtime;

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

    (10) Consider staffing agencies that place workers at Ashley if direct application doesn't succeed.

Alternative Second Chance Employers

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

Conclusion

Ashley Furniture Industries offers genuine opportunities for individuals with criminal records, particularly in manufacturing and warehouse positions at their production facilities and distribution centers. As the world's largest furniture manufacturer with 35,000+ employees globally, the organization provides a realistic pathway to stable employment with competitive wages and advancement potential. The company has confirmed they do not automatically reject applicants with felony convictions and complies with EEOC guidelines requiring individualized assessment.

The work is physically demanding with long hours, especially during peak seasons when 50-60 hour weeks may be mandatory. However, the compensation is competitive for entry-level manufacturing ($15-$21/hr) with overtime opportunities. The benefits package includes 401(k) with profit sharing, health insurance options, PTO, and substantial employee furniture discounts. Career advancement from entry-level to supervisory positions is achievable through consistent performance and internal training programs.

Key Success Factors: Target manufacturing and warehouse positions with highest volume hiring; be completely honest about your record; prepare documentation of rehabilitation; pass mandatory drug screening; demonstrate physical capability and schedule flexibility; emphasize reliability and safety commitment.

Biggest Barriers: Theft and fraud convictions face significant scrutiny due to high-value inventory; violent convictions create safety concerns in heavy machinery environments; recent convictions (within 3-5 years) face highest scrutiny; drug convictions conflict with zero-tolerance policy; DUI/DWI disqualifies from all driving positions.

Your criminal record doesn't have to define your future. With proper preparation, honest communication, and demonstrated rehabilitation, Ashley Furniture can be a launching pad for a stable career in furniture manufacturing. The company's size and constant hiring needs mean there are always opportunities available for those willing to work hard and prove themselves.

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 Ashley Furniture.

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. Ashley Furniture HomeStores are a mix of corporate-owned and independently licensed locations with potentially different hiring practices.

Apply Now: https://careers.ashleyfurniture.com