Quick Answer

Yes, Ben & Jerry's actively hires individuals with felony convictions for certain positions. As a premium ice cream manufacturer and one of America's most socially conscious companies with approximately 1,400 employees globally, Ben & Jerry's operates manufacturing facilities in Vermont and franchise scoop shops nationwide.

The company has publicly embraced fair chance hiring principles as part of its three-part social mission and complies with EEOC guidelines and Vermont's Ban the Box law.

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 violence (workplace safety concerns), theft/fraud (inventory and cash handling), and recent offenses (within the past 7 years). Production worker and warehouse roles in Vermont manufacturing facilities offer the best entry points, with pay ranging from $22-$25/hr and comprehensive benefits from day one.

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 Ben & Jerry's 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: Manufacturing positions require the ability to stand for extended periods, lift up to 50 pounds, and work in cold environments (ice cream production). Scoop shop roles require standing and repetitive motion.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test for manufacturing positions. Vermont employment policy requires drug screening prior to hire, including marijuana testing for production roles.

  
  

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

  
  

• Food Safety Compliance: Must be able to comply with food safety and sanitation standards required in ice cream manufacturing and retail food service environments.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Ben & Jerry's is headquartered in Vermont, which has strong fair chance hiring protections. The company must comply with federal EEOC guidelines nationwide and Vermont's Ban the Box law in its home state. As a Unilever subsidiary, the company follows corporate hiring policies that emphasize diversity and inclusion.

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, Ben & Jerry's 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

Vermont has strong Fair Chance protections. The state's Ban the Box law, effective July 2017, prohibits employers from asking about criminal history on initial job applications. Employers may inquire about criminal records during interviews or after candidates are deemed otherwise qualified. Vermont law limits criminal background checks to 7 years for positions paying under $75,000 annually. Expunged records cannot be reported or inquired about. Vermont also prohibits employers from requiring applicants to pay for background checks. For scoop shop positions in other states, local Ban the Box laws may apply, including California, Massachusetts, and New York.

Food Manufacturing-Specific Considerations

The food manufacturing industry involves producing consumer products, which creates specific considerations. Ben & Jerry's must comply with FDA food safety regulations and Good Manufacturing Practices (GMP). While there are no specific federal laws barring felons from food manufacturing, positions involving cash handling, inventory management, or supervisory responsibilities may face additional scrutiny for theft or fraud convictions. Drug testing is standard in manufacturing environments for safety reasons. The company's social mission and partnership with second-chance suppliers like Greyston Bakery demonstrate genuine commitment to fair chance hiring beyond legal requirements.

Company Overview

Ben & Jerry's Homemade Holdings Inc. manufactures premium ice cream, frozen yogurt, and sorbet. Founded in 1978 by Ben Cohen and Jerry Greenfield in Burlington, Vermont, the company was acquired by Unilever in 2000 but operates independently. Headquartered in South Burlington, Vermont, with manufacturing facilities in Waterbury and St. Albans, Vermont, Ben & Jerry's employs approximately 1,400 employees globally.

Ben & Jerry's is distinguished by its three-part mission: Product, Economic, and Social. The company pioneers corporate social responsibility through fair trade sourcing and social justice advocacy. This values-driven approach extends to fair chance hiring, with Ben & Jerry's publicly advocating for Ban the Box legislation and partnering with suppliers like Greyston Bakery that use Open Hiring without background checks.

Company Fast Facts

• Founded: 1978 (Burlington, Vermont)

• Headquarters: South Burlington, Vermont

• Employees: Approximately 1,400 globally

• Manufacturing: Waterbury, VT and St. Albans, VT facilities

• Parent Company: Unilever (The Magnum Ice Cream Company)

• Revenue: Approximately $450-750 million annually

• Business Model: Premium ice cream manufacturing, franchise scoop shops, and retail distribution

Hiring Policy Analysis

Ben & Jerry's has publicly embraced fair chance hiring as part of its social mission. The company ended the practice of criminal record inquiries on initial job applications and has advocated for Ban the Box legislation in Vermont and nationally. Ben & Jerry's conducts individualized assessments as required by EEOC guidelines and complies with Vermont's Ban the Box law at its headquarters and manufacturing facilities. Background checks are conducted after conditional job offers, giving applicants the opportunity to demonstrate their qualifications first. The company's hiring process is managed through Unilever, which emphasizes diversity and inclusion across its workforce. Production positions in Vermont typically involve a phone screening, interview, conditional offer, background check, drug screening, and then final hiring decision.

Position-Specific Barriers

Barrier levels are determined by cash handling responsibilities, supervisory duties, and safety requirements.

Available Positions and Pay

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

Career Path Examples

Ben & Jerry's emphasizes internal advancement and professional development. The company provides training programs and career growth opportunities through Unilever's infrastructure.

Manufacturing Track: Production Worker ($20-$25/hr) → Line Technician ($24-$28/hr) → Controls Technician ($36-$40/hr) → Production Supervisor ($60K-$80K/yr). Advancement requires demonstrated reliability, technical training, and safety certifications.

Warehouse Track: Warehouse Associate ($22-$23/hr) → Forklift Operator ($22-$23/hr) → Logistics Specialist ($25-$30/hr) → Warehouse Supervisor ($55K-$70K/yr). Forklift certification accelerates advancement.

Scoop Shop Track: Team Member ($12-$16/hr) → Shift Leader ($18-$24/hr) → Assistant Manager ($35K-$50K/yr) → Store Manager ($55K-$83K/yr). Customer service skills and cash handling responsibility increase with each level.

Background Check Process

Understanding Ben & Jerry's background check process helps you prepare mentally and practically for what to expect. The company conducts background checks after extending a conditional job offer, consistent with Vermont's Ban the Box law. This means you'll have the opportunity to demonstrate your qualifications through 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 (mandatory for manufacturing positions, including marijuana); education verification for positions requiring specific credentials.

  
  

• Lookback Period: Standard 7-year criminal lookback in Vermont for positions under $75,000 annually. Employment verification typically extends 5-7 years. Expunged records are not reportable under Vermont law. Serious violent felonies may be considered beyond the standard lookback period.

  
  

• Timeline: The hiring process averages approximately 7 days from application to hire for scoop shop positions. Manufacturing positions may take 2-3 weeks including background check and drug screening. Background checks typically complete within 3-7 business days after authorization.

  
  

• Process Flow: Application submitted → Phone screening (some positions) → Interview 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.

Disqualifying Factors

High Risk for Disqualification: Recent violent felonies (assault, robbery) within 7 years due to workplace safety concerns; recent theft, fraud, or embezzlement convictions particularly for positions with cash handling or inventory access; drug trafficking convictions; any conviction involving food tampering or contamination; dishonesty or falsification during the application process.

Lower Risk (Case-by-Case): Non-violent drug possession; DUI (unless position involves driving); older convictions (7+ years) with demonstrated rehabilitation; property crimes without violence; traffic violations. All subject to individualized assessment considering rehabilitation evidence and time elapsed.

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 with mitigating evidence.

  
  

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

  
  

• Vermont Ban the Box: Vermont employers cannot ask about criminal history on initial applications. Criminal history inquiry occurs only after interview or after you're deemed otherwise qualified.

  
  

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

Application Strategy

1. Target Production and Warehouse Positions First: Focus on Vermont manufacturing facilities (St. Albans and Waterbury) where Ben & Jerry's has the strongest second-chance hiring practices. These roles offer better pay ($22-$25/hr), full benefits from day one, and the company's social mission is most actively practiced at headquarters locations.

   
   

2. Apply Through Official Channels: Submit your application through the Unilever careers portal at careers.unilever.com or benjerry.com/about-us/jobs. Positions are also posted on Indeed, LinkedIn, and Glassdoor. Apply to multiple locations and shifts to maximize opportunities.

   
   

3. Prepare for the Interview: Research Ben & Jerry's three-part mission and social values. Show genuine enthusiasm for the brand and its commitment to social responsibility. The interview process is typically casual and friendly—be personable and let your personality show.

   
   

4. Be Completely Honest: Never lie about your criminal history. Ben & Jerry's social mission means the company is receptive to second-chance candidates, but dishonesty is an automatic disqualifier. Wait until asked or until the appropriate stage (after conditional offer) 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. Emphasize how you align with Ben & Jerry's values of social responsibility and giving back. 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 under Vermont law or the state where you were convicted. Vermont Legal Aid may provide assistance. Expunged records cannot be reported on background checks.

   
   

8. Follow Up Professionally: After applying, follow up with a call or email if you don't hear back within one week. If you receive a pre-adverse action notice, respond promptly with rehabilitation documentation. Persistence and professionalism demonstrate the qualities employers value.

Tips for Applicants with Records

1. Ben & Jerry's Social Mission is Genuine: Unlike many companies, Ben & Jerry's has publicly advocated for Ban the Box legislation and fair chance hiring. The company partners with suppliers like Greyston Bakery that use Open Hiring with no background checks. This isn't just PR—it's core to their values.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at Ben & Jerry's begin in production worker or scoop shop positions. Prove reliability through consistent attendance, quality work, and positive attitude. Training programs and Unilever's infrastructure provide pathways to higher-paying technical and supervisory roles.

   
   

3. Run Your Own Background Check First: Know what will appear before the employer sees it. Order your own criminal background check through a consumer reporting agency or Vermont courts. Dispute any errors or outdated information in advance.

   
   

4. Food Manufacturing Requires Compliance: Manufacturing environments require following strict safety and sanitation protocols. Demonstrate understanding of food safety principles and willingness to follow GMP (Good Manufacturing Practices). Consider obtaining ServSafe or similar food safety certifications.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. Manufacturing positions require pre-employment drug screening including marijuana testing. Vermont allows drug testing only after conditional job offers are extended.

   
   

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

   
   

7. Network Through Reentry Programs: Connect with Vermont Works for Women, Vermont Department of Corrections reentry programs, or local workforce development centers. Employee referrals often receive priority consideration.

   
   

8. Be Flexible on Shifts: Willingness to work night shifts, weekends, and the 2/2/3 rotation schedule in manufacturing increases your chances significantly. PM shift pays higher ($24.62/hr vs $22.39/hr) and may have more openings.

Benefits Overview

Ben & Jerry's offers a progressive benefits package for full-time employees that begins on the first day of hire where applicable. The company invests significantly in employee benefits as part of its commitment to social responsibility.

• Compensation: Production workers earn $20-$25/hr depending on shift. Scoop shop positions start at $12-$16/hr plus tips. Monthly bonus payouts available for manufacturing positions. Annual profit-sharing program for eligible employees.

  
  

• 401(k) and Retirement: 401(k) retirement plan with employer matching contributions. Profit-sharing programs provide additional retirement savings. Full vesting after two years of service.

  
  

• Health Benefits: Comprehensive medical, dental, and vision insurance. Coverage begins first day of hire for full-time employees. Employee Assistance Program (EAP) provides confidential counseling and support. Wellness programs and health club memberships included.

  
  

• Time Off: Paid vacation and holidays. Paid family leave. Paid sick leave up to 12 weeks per year. Volunteer time off encouraged for community involvement.

  
  

• Additional Benefits: Three free pints of ice cream per day (the famous perk!). Deep discounts at Unilever company store. Tuition reimbursement for educational pursuits. Fitness reimbursement. Life insurance. Dog-friendly workplace at corporate locations. Career development programs through Unilever.

Employee Perspectives

Pros: Free ice cream consistently praised. Strong values-driven culture. Fun casual environment. Good benefits for full-time employees.

Cons: Part-time positions have limited benefits. Seasonal hour fluctuations. Customer service can be stressful. Limited advancement in scoop shops.

Frequently Asked Questions

1. Does Ben & Jerry's hire people with felonies?

   Yes, Ben & Jerry's has a progressive hiring policy that actively supports second-chance employment. The company publicly advocated for Ban the Box legislation and ended criminal history inquiries on initial applications. Ben & Jerry's partners with suppliers like Greyston Bakery that use Open Hiring. While all offers are conditional upon background checks, the company's social mission emphasizes rehabilitation and second chances. Production and warehouse positions offer the best opportunities.

   
   

2. What is the background check process at Ben & Jerry's?

   Background checks are conducted after a conditional job offer is extended, consistent with Vermont's Ban the Box law. The check includes criminal history at county, state, and federal levels, identity verification, and employment verification. Manufacturing positions require pre-employment drug screening including marijuana. The process typically takes 3-7 business days after authorization.

   
   

3. How far back does the background check go at Ben & Jerry's—what is the lookback period?

   Vermont law limits criminal background checks to 7 years for positions paying under $75,000 annually. This covers most production, warehouse, and scoop shop positions. Employment verification typically extends 5-7 years. Expunged records are not reportable under Vermont law and employers cannot ask about them. Serious violent offenses may be considered beyond the standard lookback period for safety-sensitive positions.

   
   

4. What types of convictions make hiring more difficult at Ben & Jerry's?

   The most challenging convictions are recent violent felonies (due to workplace safety), theft/fraud/embezzlement (especially for positions with cash handling or inventory access), and drug trafficking. Manufacturing positions face additional scrutiny for any convictions that might affect workplace safety. Convictions older than 7 years and non-violent offenses typically receive more favorable consideration under individualized assessment. Dishonesty during the application process is an automatic disqualifier.

   
   

5. What are the best entry-level roles at Ben & Jerry's for applicants with a record?

   Production Worker positions at the Vermont manufacturing facilities (St. Albans and Waterbury) offer the best opportunities at $20-$25/hr with full benefits from day one. Warehouse Associate and Forklift Operator positions also provide solid entry points at $22-$23/hr. Scoop shop Team Member positions are available nationwide at $12-$16/hr plus tips, though benefits are more limited for part-time roles. Manufacturing roles benefit most from Ben & Jerry's values-driven hiring practices.

   
   

6. Does Ben & Jerry's drug test, and what kind of test do they use?

   Yes, manufacturing positions require pre-employment drug screening. Vermont law requires employers to wait until after a conditional job offer before drug testing. Testing includes marijuana, which remains federally illegal and is tested for in safety-sensitive manufacturing environments. Scoop shop positions may have different testing requirements depending on location and local laws. The test is typically a urine screening.

   
   

7. When during the hiring process will Ben & Jerry's ask about criminal history?

   Under Vermont's Ban the Box law, Ben & Jerry's cannot ask about criminal history on the initial job application. The company may inquire about criminal records during an interview or after you've been deemed otherwise qualified for the position. Background checks are conducted after a conditional job offer is extended, giving you the opportunity to demonstrate your qualifications first.

   
   

8. Can someone advance to management at Ben & Jerry's if they have a felony?

   Yes, advancement is possible, though management positions face increased scrutiny due to supervisory responsibilities, cash handling, and P&L accountability. Building a track record of reliability, demonstrating leadership skills, and maintaining a clean record after hire are essential. Manufacturing career paths (Production Worker to Supervisor) may offer better advancement opportunities than scoop shop management, which involves significant cash handling responsibility.

   
   

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

   The hiring process averages approximately 7 days for scoop shop positions, with some candidates receiving offers within 1-2 days after interviews. Manufacturing positions may take 2-3 weeks including background check and drug screening. Background checks typically complete within 3-7 business days after authorization. The entire process from application to start date is typically 1-3 weeks depending on position type and location.

   
   

10. What can applicants do to improve their chances of getting hired at Ben & Jerry's?

    Key strategies include: targeting Vermont manufacturing positions which have the strongest second-chance practices; demonstrating alignment with Ben & Jerry's social mission and values; being completely honest about your history and showing genuine rehabilitation; obtaining food safety certifications like ServSafe; being flexible on shifts including nights and weekends; documenting your rehabilitation journey with certificates, references, and community involvement; and following up professionally after applying.

Alternative Second Chance Employers

If Ben & Jerry's doesn't work out, consider these employers known for fair chance hiring practices in food manufacturing and related industries:

Conclusion

Ben & Jerry's offers genuine opportunities for individuals with criminal records, particularly in production, warehouse, and scoop shop positions. The company has backed up its fair chance hiring rhetoric with concrete actions—advocating for Ban the Box legislation, eliminating criminal history questions from applications, and partnering with second-chance suppliers like Greyston Bakery.

Manufacturing work is physically demanding—12-hour shifts in cold environments—but compensation is competitive ($22-$25/hr) with benefits from day one including 401(k), health insurance, paid family leave, profit sharing, and the famous three free pints daily. Career advancement is possible through demonstrated reliability and technical training.

Key Success Factors: Target Vermont manufacturing positions; demonstrate alignment with Ben & Jerry's social mission; be completely honest; document rehabilitation; be flexible on shifts; follow up professionally.

Biggest Barriers: Recent violent felonies and theft/fraud convictions face highest scrutiny. Manufacturing requires drug screening including marijuana. Management involves significant cash handling responsibility.

Ben & Jerry's represents a rare company that genuinely practices its social values. For individuals seeking stable employment with good benefits and advancement potential, this iconic Vermont ice cream maker deserves serious consideration. Your past doesn't define your future.

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 Ben & Jerry's or Unilever.

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://www.benjerry.com/about-us/jobs