Quick Answer

Yes, Ball Corporation is a second-chance friendly employer and will consider candidates with felony convictions. Ball Corporation is the world's leading provider of sustainable aluminum packaging for beverages, personal care, and household products with approximately 16,000+ employees across the United States, Canada, South America, Europe, and Asia with 65+ manufacturing plants worldwide. As a member of the Second Chance Business Coalition, employment decisions follow EEOC guidelines with individualized assessment of criminal history.

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 violent felonies (safety concerns in manufacturing environments with heavy machinery), theft and fraud (inventory integrity and access to company assets), and CDL-disqualifying offenses (DOT/FMCSA regulations for transportation and logistics positions). Recent offenses within the past 5-7 years face the highest scrutiny regardless of type.

Entry-level production operators, general laborers, packaging line workers, and material handlers offer the most accessible opportunities for Second Chance applicants due to high volume hiring, significant turnover in manufacturing roles, and no specialized licensing requirements.

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 Ball Corporation is not allowed to automatically exclude you solely for being a felon. As a Second Chance Business Coalition member, the company follows EEOC individualized assessment guidelines.

• Safety/Violence: Must NOT have a history of recent violence or weapons charges that would pose a direct threat in a manufacturing environment with heavy machinery.

  
  

• Integrity/Theft: Must NOT have a recent history of theft, fraud, or embezzlement, as these are highly relevant to inventory and company assets.

  
  

• Physical Requirements: Must be able to perform physically demanding work including standing for extended periods, lifting up to 50 lbs, operating machinery, working in a fast-paced production environment, and adhering to strict safety protocols.

  
  

• CDL Eligibility (if applicable): Must be eligible to obtain/maintain a CDL if applying for transportation/driving roles. Certain motor-vehicle-related felonies may disqualify under DOT/FMCSA rules.

  
  

• Drug Screen: Must pass a pre-employment drug screening (urine test). Manufacturing is a safety-sensitive environment with zero tolerance for substance abuse.

  
  

• Work Authorization: Must be legally authorized to work in the United States and able to provide required I-9 documentation.

Critical Regulatory Information

Ball Corporation operates in a heavily regulated manufacturing environment with specific requirements for safety, transportation, and employment practices. Understanding these regulations is essential for Second Chance applicants, particularly those seeking CDL-required positions or roles in states with specific criminal history protections. Ball is a member of the Second Chance Business Coalition, demonstrating commitment to fair chance hiring practices.

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

As an employer utilizing third-party background checks, Ball Corporation 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. Applicants must provide written consent before background checks.

State-Specific Considerations

Colorado, where Ball is headquartered, restricts consumer reporting agencies from reporting criminal convictions older than seven years for positions paying under a statutory threshold (historically $75,000). This provides significant protection for applicants with older felony records seeking production or entry-level positions. Other states where Ball operates may have different lookback periods and Ban the Box laws that delay criminal history inquiries until after conditional job offers.

Manufacturing/Transportation-Specific Considerations

CDL/DOT Requirements: Positions requiring a Commercial Driver's License are subject to Federal Motor Carrier Safety Administration (FMCSA) and Department of Transportation (DOT) regulations. Felonies committed using a commercial motor vehicle (CMV), or felonies involving manufacturing, distributing, or dispensing controlled substances using a CMV result in mandatory lifetime CDL disqualification. Other motor-vehicle-related felonies may result in one-year or multi-year disqualifications. OSHA Safety Standards: All manufacturing positions must comply with Occupational Safety and Health Administration standards for workplace safety.

Company Overview

Ball Corporation is the world's leading provider of innovative, sustainable aluminum packaging solutions, founded in 1880 by the Ball Brothers in Buffalo, New York. Headquartered in Westminster, Colorado, the company manufactures and sells aluminum beverage containers, aerosol cans, aluminum cups, and specialty packaging for beverage, personal care, and household products customers globally. The company employs approximately ~16,000 (13,000 production workers) workers across 65+ plants in United States, Canada, South America, Europe, and Asia.

Ball Corporation is publicly traded on the NYSE (BALL) and is a member of the Second Chance Business Coalition, demonstrating commitment to expanding employment opportunities for people with criminal records. The company emphasizes sustainability, diversity, and inclusion, earning a perfect score of 100 on the Human Rights Campaign's Corporate Equality Index. Ball divested its aerospace division to BAE Systems in 2024 to focus on aluminum packaging.

Company Fast Facts

• Founded: 1880 (Buffalo, New York)

• Headquarters: Westminster, Colorado

• Employees: ~16,000 (13,000 production workers)

• Industry Rank: World's leading aluminum packaging provider

• Operations: 65+ plants in United States, Canada, South America, Europe, and Asia

• Parent Company: N/A - Publicly traded (NYSE: BALL)

• CEO/Chairman: Dan Fisher (CEO & Chairman)

• Business Model: Sustainable aluminum packaging - beverage cans, aerosol containers, aluminum cups

• Recognition: Second Chance Business Coalition member; 100 on Human Rights Campaign CEI; Forbes America's Best Employers for Women 2025; Disability Equality Index Best Place to Work

Hiring Policy Analysis

Ball Corporation is a member of the Second Chance Business Coalition, demonstrating a formal commitment to fair chance hiring practices. The company follows EEOC guidelines requiring individualized assessment of criminal convictions rather than blanket exclusions. Ball is an equal opportunity employer and states that all qualified job applicants receive consideration without regard to non-merit characteristics. The company conducts background checks after extending conditional job offers, allowing candidates to demonstrate qualifications before criminal history review. For non-automatically disqualifying offenses, Ball evaluates job relevance, time elapsed since conviction, nature and gravity of the offense, and evidence of rehabilitation. Manufacturing positions prioritize safety compliance and reliability, offering realistic pathways for Second Chance applicants who can demonstrate commitment to workplace safety.

Position-Specific Barriers

Barrier levels are determined by the necessity of obtaining a CDL, having unsupervised access to high-value areas (control rooms, inventory), financial access, and supervision responsibilities.

Available Positions and Pay

Pay data compiled from Indeed, Glassdoor, PayScale, and ZipRecruiter. Actual compensation varies by location, shift, and experience. Overtime frequently available.

Career Path Examples

Ball Corporation offers internal advancement opportunities through its Ball Academy corporate university and extensive training programs. The company emphasizes developing employees from within.

Operations Track: General Laborer ($16-$20/hr) → Production Operator ($20-$28/hr) → Machine Operator Lead ($25-$32/hr) → Production Supervisor ($28-$40/hr) → Plant Manager. Ball offers BEST (Ball Essentials for Supervisory Training) for front-line leaders.

Maintenance Track: Maintenance Helper ($18-$22/hr) → Maintenance Technician ($25-$35/hr) → Senior Maintenance ($30-$40/hr) → Maintenance Supervisor ($35-$45/hr). Technical certifications and on-the-job training accelerate advancement.

Quality Track: Quality Inspector ($20-$26/hr) → Quality Technician ($22-$30/hr) → Quality Assurance Lead ($28-$36/hr) → Quality Manager. Quality control experience and certifications support progression.

Background Check Process

Understanding Ball Corporation's background check process helps you prepare mentally and practically for what to expect. Ball conducts background checks after extending a conditional job offer, allowing candidates to demonstrate their qualifications before criminal history review.

What They Check: Criminal history (national criminal background check) at county, state, and federal levels; SSN trace and identity verification; Drug screening (pre-employment urine test required for all positions); Driving record (MVR) for any position requiring driving or CDL; Employment verification for previous work history.

Lookback Period: Colorado law restricts reporting of criminal convictions to 7 years for positions under $75,000 annually. In other states, convictions may be reported indefinitely under federal FCRA. Non-conviction information (arrests, civil suits) limited to 7 years under FCRA. DOT/FMCSA violations may be reported indefinitely for CDL positions.

Timeline: Background checks typically complete within 1-2 weeks after conditional offer. Drug test scheduled at local clinic. Overall hiring process from application to start date is approximately 3-4 weeks for production positions.

Process Flow: Application submitted → Phone screening → In-person/panel interview → Conditional offer extended → Background check and drug test authorization signed → Background check conducted → Drug screening at local clinic → 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 felony convictions (within 5-7 years) for violence, weapons charges, or major fraud/theft; Felony convictions resulting in mandatory DOT/FMCSA lifetime CDL disqualification for driving roles; Lying or omitting criminal history information on application; Failed drug screening or substance abuse violations.

Lower Risk (Case-by-Case): Non-violent, older felonies (7+ years) not directly related to safety or integrity; Older, non-violent drug possession offenses; Traffic misdemeanors (unless pattern or applying for driving position). All subject to individualized assessment considering job relevance and rehabilitation.

Your Rights as Applicant

• FCRA Protections: You must receive written notice and provide consent before a background check. If denied based on the report, you're entitled to a copy and the right to dispute inaccuracies.

  
  

• Pre-Adverse Action Notice: Before a final decision, you must receive notice with a copy of the report and a summary of your rights. Reasonable time to respond.

  
  

• 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.

Application Strategy

1. Target Manufacturing Roles: Focus on Production Operator, General Laborer, Packaging Line Worker, and Material Handler positions which have the highest volume hiring and lowest barriers. These roles prioritize reliability and safety compliance. Avoid CDL Truck Driver positions and supervisory/management roles initially if your record is recent or includes relevant offenses.

   
   

2. Apply Online: Submit your application through https://jobs.ball.com. Ball participates in job fairs and partners with reentry programs. Consider connecting with organizations affiliated with the Second Chance Business Coalition for referrals.

   
   

3. Prepare for the Interview: Be ready to discuss your work ethic, reliability, and ability to work safely around heavy machinery, follow strict safety protocols, maintain consistent attendance, and operate equipment according to manufacturing standards. Emphasize safety awareness and commitment to following protocols. Research Ball's sustainability mission.

   
   

4. Be Honest and Specific: When asked about criminal history, be truthful. Focus on the time elapsed and specific steps taken to ensure future compliance with safety and integrity standards. Never lie or omit information—dishonesty is an automatic disqualifier.

   
   

5. Emphasize Safety: In manufacturing, safety is paramount. Highlight any training, certifications (OSHA, forklift), or previous work experience that demonstrates strict adherence to workplace safety and rules.

   
   

6. Document Rehabilitation: Gather evidence of positive changes since your conviction: completion of treatment programs, educational certificates, vocational training, stable housing, community involvement, and references from employers, probation officers, or community members.

   
   

7. Check Expungement Eligibility: Research whether your offense qualifies for expungement in your state. Colorado allows expungement of certain offenses. Contact Colorado Legal Services or a local legal aid organization for assistance. Expunged records should not appear on background checks conducted for Colorado-based positions.

   
   

8. Know Your Rights: Be aware that Ball must follow the FCRA adverse action process if employment is denied due to the background check. You have the right to receive a copy of the report and dispute inaccuracies.

Tips for Applicants with Records

1. 1. Leverage the Coalition: Mentioning any participation in reentry programs or having a letter of recommendation from an organization familiar with the Second Chance Business Coalition philosophy may be beneficial. Ball's membership signals genuine openness to fair chance hiring.

2. 2. Start Entry-Level, Advance Within: Many successful careers at Ball Corporation begin in production operator and general laborer positions. Prove reliability by showing up on time, working safely, and being a team player. Ball Academy provides internal training, and many supervisors started in entry-level roles. BEST program trains front-line leaders.

3. 3. Highlight Stability: Demonstrate a track record of reliable, stable employment since the conviction. This is highly valued in the production environment where attendance and dependability are critical.

4. 4. Focus on Local Compliance: Since Ball's hiring in Colorado is subject to the seven-year lookback for many roles, highlight if your record is older than seven years. Consider applying to Colorado locations for additional protection.

5. 5. Pass the Drug Test: If you have substance issues, address them before applying. Failed drug tests are automatic disqualifiers. Ball conducts pre-employment urine drug testing for all positions. Random testing may occur after workplace accidents. Marijuana remains disqualifying despite state legalization.

6. 6. Industry-Specific Preparation: Manufacturing roles require physical stamina, attention to detail, and strict safety compliance. Highlight any previous manufacturing, warehouse, or mechanical experience. OSHA certifications are valuable.

7. 7. Network Through Current Employees: Current Ball Corporation employees can provide referrals. Ball may offer referral bonuses for current employees. Networking with current workers can help your application stand out.

8. 8. Be Flexible on Shifts: Willingness to work nights, weekends, holidays, or less desirable shifts increases your chances. Manufacturing plants often run 24/7 with rotating shifts. Expect 12-hour shifts (days/nights rotating every 6 weeks at some locations). Flexibility on shift preference increases opportunities. Overtime is common and sometimes mandatory.

Benefits Overview

Ball Corporation offers a comprehensive benefits package. Ball Corporation offers a comprehensive total rewards package rated 4/5 stars by employees for compensation and benefits.

Compensation: Entry-level production wages range from $16-$28/hr depending on position and location. Overtime frequently available and sometimes mandatory. Shift differentials may apply for nights and weekends.

401(k) and Retirement: 401(k) retirement plan with company match (up to 4% match for 5%+ employee contribution through Vanguard). Pension plan available. Employee Stock Purchase Plan (ESPP) with company match.

Health Benefits: Comprehensive medical, dental, and vision plans through Cigna/Blue Cross with PPO and HMO options. Health Savings Account (HSA) with company contributions. Flexible Spending Account (FSA). Telemedicine and digital wellbeing solutions.

Time Off: Paid vacation starting at 2 weeks, increasing to 5 weeks for senior employees. Paid holidays. Paid Parental Leave (4 weeks). Flexible working hours for eligible positions.

Additional Benefits: Life insurance (basic and supplemental). Short-term and long-term disability coverage (company-paid). Accidental death and dismemberment insurance. Employee Assistance Program (EAP). Backup child and elder care support. Wellness fairs and onsite wellness rooms.

Education Benefits: Educational Assistance Program for tuition reimbursement. Ball Academy corporate university for professional development. BEST (Ball Essentials for Supervisory Training) for leadership development. LEAD (Lead Effectively Through Accountability & Development) program.

Employee Perspectives

Pros: Stable employment with global company; strong commitment to sustainability; competitive pay for manufacturing; good benefits package; internal promotion opportunities; recognized as inclusive employer.

Cons: Physically demanding work; mandatory overtime at times; rotating shift schedules (12-hour days/nights); strict safety and ethics codes required; some locations report management challenges.

Frequently Asked Questions

1. Does Ball Corporation hire people with felonies?

   Yes, Ball Corporation is a member of the Second Chance Business Coalition and actively considers applicants with felony convictions through individualized assessment. The company follows EEOC guidelines and does not maintain blanket exclusion policies. Best opportunities are in production, manufacturing, and warehouse roles. Hiring depends on offense type, time elapsed, job relevance, and evidence of rehabilitation.

   
   

2. What is the background check process at Ball Corporation?

   Ball conducts background checks after extending a conditional job offer, in compliance with FCRA. The process includes a national criminal background check, drug screening (urine test), and driving record check for positions requiring driving. Applicants must provide written consent before the check. If adverse action is considered, Ball provides pre-adverse action notice with a copy of the report and summary of rights, allowing time to dispute inaccuracies.

   
   

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

   In Colorado, consumer reporting agencies are restricted from reporting criminal convictions older than seven years for positions paying under the statutory threshold (~$75,000). For positions in other states or higher-paying roles, convictions may be reported indefinitely under federal FCRA. Non-conviction information is limited to seven years. DOT/FMCSA violations for CDL positions may be reported indefinitely.

   
   

4. What types of convictions make hiring more difficult at Ball Corporation?

   Recent felony convictions (within 5-7 years) for violence, weapons charges, or major fraud/theft create the highest barriers. Offenses resulting in mandatory DOT/FMCSA lifetime CDL disqualification are automatic bars for driving positions. Lying about criminal history is an automatic disqualifier. Failed drug tests disqualify candidates. Theft and fraud offenses face elevated scrutiny due to inventory and asset access.

   
   

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

   Production Operator ($20-$28/hr), General Laborer ($16-$20/hr), Packaging Line Worker ($17-$24/hr), and Material Handler ($18-$24/hr) offer the best opportunities. These high-volume positions focus on reliability and safety compliance without specialized licensing requirements. They provide pathways to advancement within manufacturing operations.

   
   

6. Does Ball Corporation drug test, and what kind of test do they use?

   Yes, Ball Corporation requires pre-employment drug testing for all positions. The test is a urine screening conducted at a local clinic after the conditional job offer. Random testing may occur following workplace accidents. Marijuana remains disqualifying despite state legalization, as manufacturing is a safety-sensitive environment.

   
   

7. When during the hiring process will Ball Corporation ask about criminal history?

   Ball generally conducts formal background checks after extending a conditional job offer, consistent with Ban the Box principles in applicable states. In states without such laws, criminal history may be asked earlier. Colorado limits criminal history inquiries for certain employers. The conditional offer approach allows candidates to demonstrate qualifications before record review.

   
   

8. Can someone advance to management at Ball Corporation if they have a felony?

   Yes, advancement to supervisory and management positions is possible. Ball Academy provides leadership training through programs like BEST (Ball Essentials for Supervisory Training) and LEAD. Many current supervisors started in production roles. However, advancement may involve additional background review, and certain management or financial positions face higher scrutiny for past offenses. Demonstrated reliability, safety record, and leadership skills support advancement.

   
   

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

   Background checks typically complete within 1-2 weeks. Drug testing is scheduled shortly after the conditional offer at a local clinic (approximately 2 weeks after background check per some reports). The overall hiring process from application to start date generally takes 3-4 weeks for production positions, though timing varies by location and urgency.

   
   

10. What can applicants do to improve their chances of getting hired at Ball Corporation?

    Target entry-level production roles at manufacturing plants. Apply through jobs.ball.com and mention any connection to reentry programs or the Second Chance Business Coalition. Be completely honest about criminal history when asked. Prepare a brief narrative acknowledging the offense, explaining rehabilitation, and emphasizing safety commitment. Highlight manufacturing experience, OSHA training, or mechanical skills. Pass the drug test. Demonstrate flexibility on shifts (12-hour rotating shifts common). Emphasize reliability and attendance. Consider locations in Colorado where 7-year lookback provides additional protection.

Alternative Second Chance Employers

If Ball Corporation doesn't work out, consider these employers in packaging and manufacturing industries:

Conclusion

Ball Corporation offers genuine opportunities for individuals with criminal records, particularly in entry-level production, manufacturing, and warehouse positions. As the world's leading aluminum packaging company with 16,000+ employees across 65+ manufacturing plants and a member of the Second Chance Business Coalition, the company provides a realistic pathway to stable employment. Manufacturing has significant labor needs with ongoing hiring for production roles. Ball's membership in the Second Chance Business Coalition signals genuine commitment to fair chance hiring.

The work is physically demanding with strict safety requirements and rotating shift schedules in manufacturing plants. However, the compensation is competitive, with production wages ranging from $16-$28/hr, plus overtime opportunities and shift differentials. The benefits package includes comprehensive health insurance, 401(k) with up to 4% match, pension plan, paid time off, and employee stock purchase plan. Career advancement is real, and the company's Ball Academy and BEST program support internal advancement from production to supervision.

Key Success Factors: Target entry-level production positions initially. Be completely honest about your record. Prepare a brief narrative about rehabilitation focusing on safety commitment. Demonstrate reliability through consistent attendance. Be flexible on shifts (12-hour rotating shifts common). Take advantage of the Educational Assistance Program for tuition reimbursement and internal training.

Biggest Barriers: Violent felonies, theft/fraud, and CDL-disqualifying offenses create the greatest challenges due to workplace safety with heavy machinery, inventory integrity, and DOT/FMCSA transportation regulations. CDL driving positions, supervisory roles, and financial/management positions face higher scrutiny than entry-level roles. However, individualized assessment means your specific circumstances matter.

For those ready to commit to hard work and strict safety standards, Ball Corporation can be a stepping stone to long-term career stability. Start with production operator, general laborer, or packaging line worker positions, prove your reliability, and use internal advancement opportunities to grow your career.

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 Ball Corporation.

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://jobs.ball.com