Quick Answer

Yes, Bashas' Family of Stores (including Bashas', Food City, AJ's Fine Foods, Bashas' Diné, and Eddie's Country Store) hires individuals with felony convictions for certain positions. As one of Arizona's largest employers with over 100 grocery stores and approximately 8,500-10,000 employees across Arizona and New Mexico, Bashas' operates as a regional grocery chain that adheres to EEOC guidelines requiring individualized assessment of criminal history rather than blanket exclusions.

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, fraud, and embezzlement (due to cash handling and inventory responsibilities), violent crimes (due to customer and employee safety concerns), and drug offenses (due to the drug-free workplace policy). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Bashas' high-volume retail operations create consistent entry-level opportunities. Best entry points include Stocker, General Clerk, Produce Clerk, Deli Clerk, and Bakery Clerk positions that have lower barrier levels and frequent openings throughout Arizona.

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, lift up to 50 pounds, and work in varying temperatures (refrigerated sections, outdoor areas). Retail positions require mobility and physical stamina.

  
  

• Drug Screen: Must pass pre-employment drug testing for warehouse, distribution, and driving positions. Drug testing may be required for store positions in some circumstances. Testing is typically urine or saliva screening.

  
  

• 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.

  
  

• Minimum Age: Must be at least 18 years old to work at Bashas' Family of Stores.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Bashas' operates primarily in Arizona, which has limited fair chance protections for private employers. However, the company must comply with federal EEOC guidelines nationwide regarding individualized assessment of criminal history.

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 under Title VII when they result in disparate impact.

FCRA Requirements

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

Arizona has limited Fair Chance protections for private employers. While Governor Doug Ducey issued an executive order in 2017 implementing Ban the Box for state agency employment applications, this does not apply to private employers like Bashas'. The Arizona Civil Rights Act requires employers to notify candidates that a previous conviction will not automatically disqualify them if they are asked to disclose conviction information. Arizona law allows record sealing after waiting periods: 2 years for Class 2-3 misdemeanors, 3 years for Class 1 misdemeanors, 5 years for Class 4-6 felonies, and 10 years for Class 2-3 felonies. The Certificate of Second Chance program provides additional relief for occupational licensing barriers.

Grocery Retail-Specific Considerations

The grocery retail industry involves cash handling, inventory management, and direct customer interaction, which creates specific regulatory considerations. Positions involving cash register operation receive heightened scrutiny for theft-related convictions. Food handling positions may require food handler certifications. Pharmacy positions (Pharmacy Technician) require Arizona Board of Pharmacy certification with separate background check requirements. Positions involving alcohol sales must comply with Arizona liquor licensing requirements.

Company Overview

Bashas' Family of Stores is a regional grocery retailer founded in 1932 by brothers Ike and Eddie Basha, Sr., sons of Lebanese immigrants who established their first store in Goodyear, Arizona. The company has grown to become one of Arizona's largest private employers, operating over 100 stores under multiple banners: Bashas' (traditional supermarkets), Food City (Hispanic-focused grocery), AJ's Fine Foods (upscale gourmet markets), Bashas' Diné (stores serving the Navajo Nation with culturally appropriate products), and Eddie's Country Store. In December 2021, Bashas' merged with California-based Raley's Supermarkets, though the Arizona stores continue to operate under Bashas' family leadership from the Chandler corporate office.

Bashas' employs approximately 8,500-10,000 employees across Arizona, with two locations in New Mexico (Crownpoint and Shiprock on the Navajo Nation). The company has been recognized as one of the Best Places to Work in Arizona and has given back more than $100 million to Arizona communities since its founding. Bashas' maintains strong community involvement through its Charity of the Month program and Community Support Card initiatives.

Company Fast Facts

• Founded: 1932 (Goodyear, Arizona)

• Headquarters: 2650 W Geronimo Pl, Chandler, AZ 85224

• Employees: 8,500-10,000 across Arizona and New Mexico

• Store Count: 100+ stores across 5 banners

• Parent Company: Raley's Supermarkets (since December 2021)

• President: Steve Mayer

• Business Model: Multi-format grocery retail (Traditional, Hispanic, Gourmet, Navajo-focused)

• Major Operations: Arizona statewide, Crownpoint and Shiprock, New Mexico

Hiring Policy Analysis

Bashas' follows EEOC guidelines requiring individualized assessment of criminal history for employment decisions. As a private employer in Arizona, the company is not subject to Ban the Box legislation but maintains fair hiring practices consistent with federal requirements. Background checks are conducted after conditional job offers, giving applicants the opportunity to demonstrate their qualifications before criminal history is reviewed. The company's high-volume retail operations create consistent hiring needs, particularly for entry-level positions with high turnover. The hiring process is streamlined, with reports of same-day hiring at job fairs and typical timelines of 1-2 weeks for regular applications.

Position-Specific Barriers

Barrier levels are determined by cash handling responsibility, customer interaction, inventory access, and position-specific licensing requirements.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company job postings. Actual compensation varies by location, experience, and banner (AJ's Fine Foods typically pays higher than standard Bashas').

Career Path Examples

Bashas' emphasizes internal promotion and career development. Entry-level roles can lead to department supervision and store management positions. The company provides in-house training, mentorship programs, and cross-department training opportunities.

Store Operations Track: General Clerk ($15-$17/hr) → Department Clerk ($16-$18/hr) → Team Lead ($20-$24/hr) → Customer Service Team Lead ($22-$26/hr) → Assistant Manager ($45K-$50K/yr) → Store Director ($52K-$70K/yr). Advancement requires demonstrated reliability, customer service skills, and willingness to take on additional responsibility.

Meat Department Track: Meat Helper ($15-$17/hr) → Meat Cutter ($16-$20/hr) → Meat Team Lead ($20-$24/hr) → Meat Department Manager ($45K-$55K/yr). Requires developing cutting skills, food safety knowledge, and inventory management abilities.

Produce/Deli Track: Produce Clerk ($15-$17/hr) → Senior Clerk ($17-$19/hr) → Produce Team Lead ($21-$22/hr) → Department Manager ($45K-$55K/yr). Advancement requires product knowledge, display skills, and team leadership abilities.

Background Check Process

Understanding Bashas' background check process helps you prepare mentally and practically for what to expect. The company conducts background checks after conditional offers are extended, which means you'll have the opportunity to demonstrate your qualifications during the interview process 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; drug screening for warehouse, distribution, and driving positions (urine or saliva test for marijuana, cocaine, opiates, amphetamines, PCP).

  
  

• Lookback Period: Standard 7-year criminal lookback for most positions. Employment verification typically extends 5-7 years. Arizona does not limit lookback periods for private employers, so serious offenses may be considered beyond 7 years.

  
  

• Timeline: The hiring process averages approximately 1-2 weeks from application to hire based on employee reports. Some candidates report being hired same-day at job fairs. Background checks typically take 3-7 business days to complete after authorization. Drug screening results usually return within 2-3 days.

  
  

• Process Flow: Application submitted → Phone screening/interview scheduled → In-person interview with store manager → 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.

Disqualifying Factors

High Risk for Disqualification: Recent theft, fraud, or embezzlement convictions (critical for cash handling positions); violent crimes including assault, battery, and weapons offenses (customer and employee safety concerns); recent drug convictions (drug-free workplace policy); sexual offenses; recent felonies within 2-3 years regardless of type; falsification of application (automatic disqualification).

Lower Risk (Case-by-Case): Non-violent offenses unrelated to retail operations; older convictions (7+ years); traffic violations; minor drug possession (older offenses); offenses followed by documented rehabilitation. 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 (typically 5 business days) to respond.

  
  

• EEOC Protection: You have the right to an individualized assessment. Blanket exclusions based solely on criminal record are prohibited when they result in disparate impact.

  
  

• Arizona Civil Rights Act: Employers must notify candidates that a previous conviction will not automatically disqualify them if they are asked to disclose conviction information.

  
  

• Dispute Rights: You can dispute inaccurate information on background reports with the reporting agency. Check your own records beforehand through consumer reporting agencies.

Application Strategy

1. Target Entry-Level Store Positions: Focus on General Clerk, Stocker, Produce Clerk, or Bakery Clerk 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 Cashier positions initially if your record includes theft or financial crimes.

   
   

2. Apply Through Official Channels: Submit your application through jobs.bashas.com, Bashas' official career portal. The company also posts positions on Indeed, LinkedIn, and Glassdoor. Attend job fairs where same-day hiring is possible. Check the careers page regularly as positions are posted frequently.

   
   

3. Prepare for the Interview: Be ready to discuss your customer service skills, reliability, and flexibility. Research the company's family-owned heritage and community involvement. Emphasize teamwork, willingness to learn, and flexible availability.

   
   

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, 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/Sealing Eligibility: Research whether your offense qualifies for sealing or set-aside under Arizona law. Waiting periods range from 2-10 years depending on offense severity. The Certificate of Second Chance provides additional occupational licensing relief. Contact Arizona legal aid for assistance.

   
   

8. Follow Up Professionally: After applying, follow up with the store 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 retail employers value.

Tips for Applicants with Records

1. Grocery Retail Has Consistent Hiring Needs: Bashas' operates over 100 stores with ongoing turnover in entry-level positions. The company held multiple job fairs seeking hundreds of employees. Don't be discouraged by individual rejections—keep applying to different locations.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at Bashas' begin as General Clerks or Stockers. Prove reliability by showing up on time, working hard, and being flexible. The company promotes from within, and Team Lead and management positions are achievable.

   
   

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. Consider All Banner Options: Apply to Bashas', Food City, AJ's Fine Foods, and Bashas' Diné locations. Different store formats may have different hiring needs and management styles. Food City stores in Hispanic communities may have particularly high hiring volume.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. Drug testing is required for warehouse and distribution positions and may be required for some store positions. Arizona has legalized recreational marijuana, but private employers can still enforce drug-free workplace policies.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and any consistent work history—even informal work shows you can be counted on. Retail employers especially value punctuality and dependability.

   
   

7. Bilingual Skills Are Valuable: Spanish/English bilingual candidates are in high demand, especially for Food City stores and in Hispanic community locations. Highlight language skills prominently on your application.

   
   

8. Be Flexible on Scheduling: Willingness to work nights, weekends, and holidays increases your chances significantly. Night stocking positions have less customer interaction and may be ideal entry points for those with violent offense histories.

Benefits Overview

Bashas' offers a benefits package for eligible employees. Benefits eligibility typically requires approximately 6 months of employment and full-time status (32+ hours/week). Part-time employees have limited benefits access.

• Compensation: Entry-level positions start at $15-$18/hr depending on role and location. AJ's Fine Foods typically pays at the higher end. Team Lead positions pay $20-$24/hr. Management salaries range from $45K-$70K annually. Some positions offer incentive pay and overtime availability.

  
  

• 401(k) and Retirement: 401(k) plan available through Wells Fargo. Employee reviews indicate low employer matching contribution. Defined benefit pension plan also available for eligible employees.

  
  

• Health Benefits: Medical, dental, and vision insurance available for eligible full-time employees. Benefits begin after approximately 6 months of employment. Employee reviews note high deductibles on medical plans. Nationwide vision coverage available.

  
  

• Time Off: One week vacation after first year, two weeks after three years. Paid holidays available for eligible employees. Some employee reviews indicate PTO policies can be restrictive for part-time workers.

  
  

• Additional Benefits: 10% employee store discount; flexible scheduling; career development and training opportunities; community involvement opportunities through Charity of the Month program; potential for housing arrangements in some circumstances.

  
  

Employee Perspectives

Pros: Family-friendly work environment; flexible scheduling; employee discounts; community-focused company culture; opportunities for internal advancement; stable employment with established regional company.

Cons: Hours can fluctuate and be unpredictable; low 401(k) matching; high deductibles on health plans; part-time employees report limited benefits access; some locations report management challenges; raises may be infrequent.

Frequently Asked Questions

1. Does Bashas' hire people with felonies?

   Yes, Bashas' Family of Stores hires individuals with felony convictions for certain positions. As a private employer subject to EEOC guidelines, the company must conduct individualized assessments rather than applying blanket exclusions. Best opportunities exist in entry-level roles such as General Clerk, Stocker, and Produce Clerk positions. Your chances improve significantly if your conviction is not related to theft, violence, or drugs, and if substantial time has passed since your offense. The company has high-volume hiring needs that create consistent opportunities.

   
   

2. What is the background check process at Bashas'?

   Bashas' conducts background checks after extending conditional job offers. The process involves submitting an application, completing an interview with store management, receiving a conditional offer, then authorizing the background check. A third-party provider conducts criminal history searches at county, state, and federal levels. You must provide written consent before the check is initiated. If adverse information is found, you'll receive a pre-adverse action notice with a copy of the report and your FCRA rights, giving you the opportunity to dispute inaccuracies or provide rehabilitation evidence before a final decision.

   
   

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

   Bashas' typically uses a standard 7-year lookback period for criminal history. Arizona does not have state laws limiting how far back private employers can look, so serious offenses may be considered beyond 7 years. Employment verification usually covers 5-7 years. Convictions older than 7 years generally receive less scrutiny in the individualized assessment process, particularly if you can demonstrate rehabilitation and stable employment since the offense.

   
   

4. What types of convictions make hiring more difficult at Bashas'?

   The most challenging convictions for Bashas' employment include: recent theft, fraud, embezzlement, or shoplifting convictions (directly related to retail cash handling and inventory); violent crimes including assault, battery, and weapons offenses (customer and employee safety in public retail environment); sexual offenses; recent drug convictions (drug-free workplace policy); and any falsification during the application process. Non-violent offenses unrelated to retail operations, older convictions with demonstrated rehabilitation, and minor offenses are more likely to be overcome through the individualized assessment process.

   
   

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

   The best entry points include: General Clerk ($15-$17/hr) - multi-department flexibility with minimal direct cash handling; Stocker/Night Crew ($15-$18/hr) - overnight work with limited customer interaction; Produce Clerk ($15-$17/hr) - stocking and display work with moderate customer contact; Bakery Clerk ($15-$17/hr) - food preparation with limited cash responsibility. Avoid Cashier positions initially if you have theft-related convictions. Night positions are particularly good for those with violent offense histories as they minimize customer contact.

   
   

6. Does Bashas' drug test, and what kind of test do they use?

   Yes, Bashas' conducts drug testing for certain positions, particularly warehouse, distribution, and driving roles. Testing for store positions may vary. The company typically uses urine tests or saliva tests as standard five-panel screenings detecting marijuana, cocaine, opiates, amphetamines, and PCP. Note that while Arizona has legalized recreational marijuana, private employers like Bashas' can still enforce drug-free workplace policies and decline employment based on positive marijuana tests. Address any substance issues before applying.

   
   

7. When during the hiring process will Bashas' ask about criminal history?

   Arizona does not have a private-sector Ban the Box law, so Bashas' may ask about criminal history at any point during the application process. However, the company conducts formal background checks after extending conditional offers. The Arizona Civil Rights Act requires employers to notify candidates that a previous conviction will not automatically disqualify them if they are asked to disclose conviction information. You should be prepared to discuss your history honestly if asked during the interview, but formal evaluation occurs after the conditional offer.

   
   

8. Can someone advance to management at Bashas' if they have a felony?

   Yes, advancement to management is possible for employees with felony convictions, though it typically requires proving yourself in entry-level roles first. Bashas' promotes from within, and Team Lead and department management positions are achievable with demonstrated reliability, performance, and longevity. Management positions carry higher scrutiny due to increased responsibility for cash, inventory, and personnel. Your best strategy is to start in an entry-level position, build a strong track record of attendance and performance, and work toward advancement over time.

   
   

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

   The hiring process at Bashas' typically takes 1-2 weeks from application to hire for store positions, though some candidates report being hired same-day at job fairs. After receiving a conditional offer, background checks take approximately 3-7 business days. Drug screening results typically return within 2-3 days. Total time from application to first day of work averages about 1-2 weeks for straightforward cases. More complex background situations requiring individualized assessment may take longer.

   
   

10. What can applicants do to improve their chances of getting hired at Bashas'?

    Key strategies to improve your chances:

    (1) Target entry-level positions like General Clerk or Stocker that have lower barriers; (2) Apply through the official career portal at jobs.bashas.com;

    (3) Attend company job fairs for potential same-day hiring;

    (4) Prepare a brief, honest explanation of your record focusing on rehabilitation;

    (5) Document evidence of positive changes such as certificates, stable employment, and references;

    (6) Check record sealing eligibility under Arizona law;

    (7) Be flexible about scheduling, especially nights and weekends;

    (8) Highlight bilingual skills if applicable;

    (9) Apply to multiple locations and banner stores;

    (10) Follow up professionally after applying.

Alternative Second Chance Employers

If Bashas' doesn't work out, consider these employers known for fair chance hiring practices in grocery retail and related industries in Arizona:

Conclusion

Bashas' Family of Stores offers genuine opportunities for individuals with criminal records, particularly in entry-level retail positions. As one of Arizona's largest employers with over 100 stores and consistent hiring needs, the company provides a realistic pathway to stable employment with competitive wages and advancement potential. The family-owned company's community focus and promotion-from-within culture create an environment where dedicated employees can build careers regardless of their past.

The work environment is fast-paced retail with physical demands including standing, lifting, and varying temperatures. Compensation starts at $15-$18/hr for entry-level positions with advancement to Team Lead ($20-$24/hr) and management ($45K-$70K) possible. Benefits include medical, dental, vision, 401(k), and employee discounts for eligible full-time employees, though reviews note limited benefits for part-time workers and modest 401(k) matching.

Key Success Factors: Target entry-level positions like General Clerk or Stocker; apply through jobs.bashas.com and attend job fairs; prepare honest narrative about your record with rehabilitation evidence; be flexible on scheduling including nights and weekends; highlight bilingual skills if applicable; demonstrate reliability and customer service orientation.

Biggest Barriers: Recent theft, fraud, or embezzlement convictions (critical for cash handling); violent crimes (customer safety concerns); recent drug convictions (drug-free workplace policy); falsification of application (automatic disqualification).

With persistence, honesty, and a clear demonstration of rehabilitation, Bashas' Family of Stores can provide meaningful employment opportunities for Second Chance job seekers in Arizona. The company's high-volume hiring needs and multiple store formats create consistent openings for qualified candidates willing to start at entry level and prove their reliability.

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 Bashas' Family of Stores.

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.bashas.com