Quick Answer

Yes, BJ's Wholesale Club is known to hire individuals with felony convictions for certain positions. As a leading membership warehouse club chain with approximately 34,000 employees across 244 club locations in 20 states, BJ's operates under EEOC guidelines requiring individualized assessment of criminal records. Employment decisions are conditional upon passing a background check and are subject to Fair Chance Hiring principles.

The law prohibits companies from having a blanket policy excluding all felons. Instead, they must conduct an individualized assessment of the conviction to determine if it is job-related and consistent with business necessity.

The greatest barriers are created by felonies related to theft, larceny, and fraud (due to large-scale inventory and cash handling), violence (due to customer and employee contact), and dishonesty-related offenses (due to membership sales and financial transactions). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Best entry points include warehouse stocker, forklift operator, overnight stock clerk, and meat cutter positions. These roles have high turnover and offer starting pay ranging from $15-$22 per hour with comprehensive benefits.

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 considering the nature of offense, time elapsed, and job relevance.

  
  

• 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: Warehouse roles require ability to stand for extended periods, lift up to 50 pounds regularly, and operate in temperature-controlled environments including refrigerated sections.

  
  

• Drug Screen: Drug testing policies vary by position. Forklift operators and management positions typically require pre-employment drug screening. Testing is commonly a mouth swab (saliva) test when administered.

  
  

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

  
  

• Age Requirement: Must be at least 18 years old to operate warehouse equipment including cardboard balers and work in dairy coolers.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. BJ's Wholesale Club operates primarily in the Eastern United States across 20 states with varying fair chance hiring laws. Massachusetts, where BJ's is headquartered, has strong fair chance protections, and the company must comply with federal EEOC guidelines nationwide.

EEOC Guidelines

The Equal Employment Opportunity Commission advises employers not to automatically refuse to consider an applicant because of a criminal record. Employers must conduct an individualized assessment considering the Green Factors:

(1) Nature and gravity of the offense;

(2) Time elapsed since the offense and/or completion of sentence;

(3) Nature of the job sought and its relationship to the offense. Blanket policies excluding all felons are prohibited.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, BJ's Wholesale Club 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

Massachusetts has strong Fair Chance protections through the Criminal Offender Record Information (CORI) reform law. The state's Ban the Box provision prohibits employers from asking about criminal history on initial written applications. Massachusetts limits CORI access to 10 years for felonies and 3 years for misdemeanors. Employers must provide a copy of CORI records before questioning applicants about their history. New York, New Jersey, Connecticut, and other states where BJ's operates have similar Ban the Box protections with varying lookback periods.

Retail Warehouse-Specific Considerations

The warehouse retail industry involves handling high-value merchandise, operating heavy equipment, and managing large cash transactions, which creates specific regulatory considerations. Theft and dishonesty-related offenses receive heightened scrutiny due to inventory shrinkage concerns and access to merchandise. Positions involving forklift operation may require additional certifications and drug screening. Loss prevention and management positions face the highest barriers due to responsibility for asset protection and cash handling. Entry-level stocking and warehouse positions typically face fewer industry-specific barriers than front-end cashier or supervisory roles.

Company Overview

BJ's Wholesale Club Holdings, Inc. is a leading membership-only warehouse club chain operating primarily in the Eastern United States. Founded in 1984 in Medford, Massachusetts by discount chain Zayre, the company pioneered the warehouse club model in New England. Headquartered in Marlborough, Massachusetts, BJ's operates approximately 244 clubs and 169 BJ's Gas locations across 20 states. The company employs approximately 34,000 team members and serves over 7.5 million members.

BJ's competes directly with Costco and Sam's Club, offering members up to 25% savings on groceries. The company provides fresh foods, deli, bakery, household essentials, electronics, and gasoline. BJ's is publicly traded on the NYSE under symbol BJ with annual revenue of $20.5 billion.

Company Fast Facts

• Founded: 1984 (Medford, Massachusetts)

• Headquarters: Marlborough, Massachusetts

• Employees: 34,000

• Locations: 244 clubs, 169 gas stations across 20 states

• CEO: Bob Eddy

• Members: 7.5 million

Hiring Policy Analysis

BJ's Wholesale Club has implemented fair chance hiring policies consistent with EEOC guidelines and state-specific Ban the Box laws. The company conducts individualized assessments as required by federal guidelines and complies with Massachusetts CORI regulations in its home state. Background checks are conducted after conditional offer in Ban the Box jurisdictions, giving applicants the opportunity to present their qualifications before criminal history is considered. The hiring process typically includes online application, phone screening, in-person interview with HR, interview with general manager, conditional offer, background check authorization, and drug screening for applicable positions. The company's Great Place to Work certification indicates 67% of employees rate it as a good workplace.

Position-Specific Barriers

Barrier levels are determined by cash handling requirements, merchandise access, supervisory responsibility, and equipment operation.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company job postings. Actual compensation varies by location, shift, experience, and state minimum wage laws.

Career Path Examples

BJ's emphasizes internal advancement and offers development programs for career growth. Many management positions are filled through internal promotion, though increased background scrutiny applies at higher levels.

Warehouse Operations Track: Overnight Stocker ($16-$19/hr) → Forklift Operator ($18-$23/hr) → Receiver ($18-$21/hr) → Night Manager ($50K-$65K/yr). Requires reliability, forklift certification, and demonstrated leadership.

Fresh Foods Track: Deli Associate ($17-$20/hr) → Meat Cutter ($17-$22/hr) → Bakery/Deli Team Lead ($20-$24/hr) → Department Manager ($45K-$60K/yr). Requires food safety certification and customer service excellence.

Front End Track: Cashier ($15-$19/hr) → Member Services ($16-$20/hr) → Front End Supervisor ($18-$22/hr) → Assistant Club Manager ($55K-$75K/yr). Requires strong customer service, sales skills, and clean integrity record.

Background Check Process

Understanding BJ's Wholesale Club's background check process helps you prepare mentally and practically for what to expect. The company conducts background checks after conditional job offer, giving you the opportunity to interview and demonstrate qualifications 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 forklift and management positions (typically mouth swab test when required).

  
  

• Lookback Period: Standard 7-year criminal lookback through consumer reporting agencies per FCRA. Massachusetts CORI limits access to 10 years for felonies and 3 years for misdemeanors. Employment verification typically extends 5-7 years. Serious violent offenses may be considered beyond standard lookback period.

  
  

• Timeline: The hiring process averages approximately 11 days from application to hire based on employee reports. Background checks typically take 1-2 weeks to complete after conditional offer. Some positions may take longer depending on location and position type.

  
  

• Process Flow: Application submitted → Phone screening → Interview with HR → Interview with General 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, larceny, robbery, or burglary convictions (especially within 5 years) due to inventory and asset protection concerns; recent violent offenses including assault, battery, or weapons charges; fraud, embezzlement, or forgery convictions for positions involving cash or financial transactions; recent drug trafficking convictions; any conviction for dishonesty directly related to retail operations.

Lower Risk (Case-by-Case): Drug possession convictions older than 3 years; non-violent property crimes older than 7 years; traffic-related offenses; white collar crimes unrelated to retail operations; offenses committed as a juvenile. 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.

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

  
  

• Ban the Box: In Massachusetts, New York, New Jersey, and other applicable states, employers cannot ask about criminal history on initial applications. Criminal history inquiry occurs after conditional offer.

  
  

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

Application Strategy

1. Target Entry-Level Warehouse Positions: Focus on overnight stocker, recovery clerk, 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 cashier or member services positions initially if your record includes theft or fraud offenses.

   
   

2. Apply Through Official Channels: Submit your application through careers.bjs.com. BJ's posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as warehouse positions are posted frequently. Consider applying to multiple club locations to maximize opportunities.

   
   

3. Prepare for the Interview: Be ready to discuss your reliability, physical stamina, and willingness to work various shifts. Research the company's value proposition and membership benefits. Emphasize customer service skills and team orientation.

   
   

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) 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. Massachusetts has specific provisions for record sealing. Contact Massachusetts Legal Aid or local 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 2 weeks. 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. Warehouse Retail Has Constant Hiring Needs: The warehouse club industry has consistent turnover in stocking and warehouse positions. BJ's operates 244 clubs with ongoing hiring needs. Don't be discouraged by individual rejections—keep applying.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at BJ's begin in entry-level warehouse positions. Prove reliability by showing up on time and being a team player. Internal promotion is common for dedicated employees.

   
   

3. Run Your Own Background Check First: Know what will appear before the employer sees it. In Massachusetts, you can request your CORI directly. Dispute any errors or outdated information in advance.

   
   

4. Warehouse Environment Preparation: Warehouse club environments require standing for long periods and lifting up to 50 pounds. Consider obtaining forklift certification independently to stand out from other applicants.

   
   

5. Pass Any Required Drug Test: If you have substance issues, address them completely before applying. Forklift and management positions typically require drug screening—usually a mouth swab test.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and any consistent work history. Warehouse retail employers especially value dependability and punctuality.

   
   

7. Network and Use Employee Referrals: Current BJ's employees can provide referrals that often receive priority consideration. Network through LinkedIn or local workforce development programs.

   
   

8. Be Flexible on Scheduling: Willingness to work overnight shifts, weekends, and holidays increases your chances significantly. Many positions offer shift differentials for evening and overnight work.

Benefits Overview

BJ's Wholesale Club offers a comprehensive benefits package for eligible employees. Benefits eligibility typically begins after meeting minimum hour requirements for part-time employees or immediately for full-time employees.

• Compensation: Hourly pay ranges from $15-$23/hr for most positions with higher rates in high cost-of-living areas. Weekly pay schedule. Shift differentials available for overnight positions.

  
  

• 401(k) and Retirement: 401(k) plan with company match available to eligible employees.

  
  

• Health Benefits: Three medical plan options; Health Reimbursement Account (HRA) and Health Savings Account (HSA) options; two dental plans; vision coverage; Flexible Spending Accounts (FSA). Coverage begins after eligibility period.

  
  

• Time Off: Paid vacation and personal time accrues based on tenure. Paid sick time. Six paid holidays.

  
  

• Additional Benefits: Free BJ's membership; life insurance options; short-term disability; maternity/parental leave; tuition reimbursement; Employee Assistance Program; team member emergency financial assistance.

Employee Perspectives

Pros: Free membership; weekly pay; vacation and sick time accrue quickly; flexible scheduling for part-time; opportunity for overtime; friendly coworkers; benefits available for part-time workers.

Cons: Health insurance costs can be high; no employee merchandise discount; management quality varies by location; physical demands of warehouse work; pressure to sell memberships and credit cards.

Frequently Asked Questions

1. Does BJ's Wholesale Club hire people with felonies?

   Yes, BJ's Wholesale Club does hire individuals with felony convictions. As a company operating under EEOC guidelines, BJ's cannot maintain blanket policies excluding all felons. Each application is subject to individualized assessment considering the nature of the offense, time elapsed, and relevance to the position. Best opportunities exist in overnight stocking, warehouse, and forklift positions. Recent theft, fraud, or violent offenses may create barriers for positions involving cash handling or direct customer contact.

   
   

2. What is the background check process at BJ's Wholesale Club?

   BJ's conducts background checks after extending a conditional job offer, complying with Ban the Box laws in applicable states. The process includes criminal history searches at county, state, and federal levels; identity verification; and employment history verification. You must provide written authorization. Results are reviewed using EEOC-compliant individualized assessment. If adverse action is considered, you receive a pre-adverse action notice with a copy of the report and opportunity to respond.

   
   

3. How far back does the background check go at BJ's Wholesale Club—what is the lookback period?

   The standard lookback period is 7 years for criminal records when using consumer reporting agencies under FCRA guidelines. However, Massachusetts CORI law limits employer access to 10 years for felony convictions and 3 years for misdemeanor convictions. Serious violent offenses may be considered beyond the standard lookback in some circumstances. Employment verification typically extends 5-7 years. Some states where BJ's operates have shorter lookback periods that may apply.

   
   

4. What types of convictions make hiring more difficult at BJ's Wholesale Club?

   Convictions that create the highest barriers include: theft, larceny, robbery, and burglary (due to inventory and asset protection concerns); fraud, embezzlement, and forgery (especially for positions with cash handling); violent offenses including assault and weapons charges (due to customer and employee safety); and recent drug trafficking. Lower barriers exist for older non-violent offenses, drug possession convictions older than 3 years, and offenses unrelated to retail operations. All convictions are subject to individualized assessment.

   
   

5. What are the best entry-level roles at BJ's Wholesale Club for applicants with a record?

   The best entry-level positions for applicants with records include: Overnight Stocker ($16-$19/hr) with minimal customer contact and high turnover creating frequent openings; Warehouse Associate ($16-$19/hr) handling general warehouse duties; Recovery Clerk ($15-$18/hr) maintaining store appearance; and Forklift Operator ($18-$23/hr) if you can pass drug screening and obtain certification. These positions have lower barriers than front-end roles involving cash handling.

   
   

6. Does BJ's Wholesale Club drug test, and what kind of test do they use?

   Drug testing policies at BJ's vary by position. Forklift operators and management positions typically require pre-employment drug screening. Front-line positions may not require testing at all locations. When testing is conducted, BJ's typically uses a mouth swab (saliva) test administered on-site or at a testing center. Testing may also occur following workplace accidents or if impairment is suspected.

   
   

7. When during the hiring process will BJ's Wholesale Club ask about criminal history?

   BJ's complies with Ban the Box laws in Massachusetts and other applicable states, meaning criminal history questions are not asked on the initial application. You will complete an interview process and receive a conditional job offer before any criminal history inquiry. After the conditional offer, you authorize the background check. If the results reveal criminal history, you may be asked to discuss your record as part of the individualized assessment process before a final decision is made.

   
   

8. Can someone advance to management at BJ's Wholesale Club if they have a felony?

   Advancement to management is possible but involves increased scrutiny. BJ's promotes from within, and many department managers and supervisors started in entry-level positions. However, management roles involve cash handling responsibility, supervisory authority, and asset protection duties, which means your criminal history will be reviewed again during promotion consideration. Building a strong track record of reliability, integrity, and performance over 2-3 years significantly improves advancement prospects. Recent theft or fraud convictions create substantial barriers to management roles.

   
   

9. How long does the hiring and background check process take at BJ's Wholesale Club?

   The overall hiring process at BJ's averages approximately 11 days from application to hire. After submitting an application, you may receive a call for phone screening within a few days. In-person interviews include meetings with HR and the general manager. Once you authorize the background check, results typically take 1-2 weeks. Management roles may take longer.

   
   

10. What can applicants do to improve their chances of getting hired at BJ's Wholesale Club?

    To improve your chances:

    (1) Target warehouse and overnight positions;

    (2) Apply to multiple locations;

    (3) Be honest about your record;

    (4) Prepare a rehabilitation narrative;

    (5) Document positive changes with certificates and references;

    (6) Check your own background record first;

    (7) Research expungement eligibility;

    (8) Show scheduling flexibility;

    (9) Emphasize reliability and teamwork;

    (10) Respond promptly to any pre-adverse action notice.

Alternative Second Chance Employers

If BJ's Wholesale Club doesn't work out, consider these employers known for fair chance hiring practices in retail warehouse and related industries:

Conclusion

BJ's Wholesale Club offers genuine opportunities for individuals with criminal records, particularly in warehouse stocking, forklift operation, and overnight positions. As a major employer with 34,000 employees across 244 club locations, the company provides a realistic pathway to stable employment with comprehensive benefits. BJ's operates under EEOC individualized assessment requirements and complies with Massachusetts CORI law and Ban the Box regulations.

The work is physically demanding, but compensation is competitive for retail warehouse work at $15-$23/hr. The benefits package includes medical options, 401(k), paid time off, and a free membership. Career advancement is possible—many managers started in entry-level positions—though management roles require increased background scrutiny.

Key Success Factors: Target overnight and warehouse positions; be completely honest about your record; document rehabilitation evidence; apply to multiple locations; emphasize reliability and scheduling flexibility.

Biggest Barriers: Recent theft, fraud, or dishonesty convictions due to inventory and cash handling concerns; violent offenses due to customer and employee safety; management positions require clean integrity records.

For applicants with older, non-violent offenses unrelated to retail operations, BJ's represents a solid opportunity. High turnover in warehouse positions creates constant hiring needs, and compliance with fair chance hiring laws ensures individualized consideration. Focus on demonstrating reliability, prepare your rehabilitation narrative, and apply with confidence.

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 BJ's Wholesale Club.

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://careers.bjs.com