Quick Answer

Yes, Bobcat Company is known to hire individuals with felony convictions for certain positions. As a global leader in compact equipment manufacturing employing over 5,000 workers across 13 U.S. facilities in seven states, Bobcat operates heavy industrial manufacturing plants in North Dakota, Minnesota, Wisconsin, and North Carolina. Employment decisions are conditional upon passing a background check and mandatory pre-employment drug screen, 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 violence or weapons (due to workplace safety in heavy industrial environments), theft, fraud, or embezzlement (due to high-value equipment and inventory), and drug-related offenses (strict drug-free workplace policy). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Entry-level production positions including Assembler, Production Worker, Material Handler, and Warehouse Associate offer the best opportunities. Skilled trades positions such as Welder and Fabricator also provide accessible pathways for applicants with relevant experience. Manufacturing facilities in North Dakota, Minnesota, and North Carolina have high-volume hiring needs and strong union representation that provides additional job protections.

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 based on the nature of the 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). Manufacturing roles focus on safety and integrity considerations.

  
  

• Physical Requirements: Must be capable of performing physically demanding work including standing for extended periods, lifting up to 50 pounds, and operating in a heavy industrial environment with exposure to noise, heat, and machinery.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test. Bobcat maintains a strict drug-free workplace policy. Testing is typically a standard urine panel screening for common controlled substances.

  
  

• 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, even after years of employment.

  
  

• Work Authorization: Must be legally authorized to work in the United States and able to provide required I-9 documentation. E-Verify is used for employment eligibility verification.

  
  

• Schedule Flexibility: Must be available for shift work including days, evenings, nights, and weekends. Manufacturing operations often require mandatory overtime during peak production periods.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Bobcat Company operates manufacturing facilities primarily in North Dakota, Minnesota, North Carolina, and Wisconsin. North Dakota and Minnesota have enacted fair chance hiring laws that provide meaningful protections, while the company must comply with federal EEOC guidelines at all locations 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 under Title VII of the Civil Rights Act.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, Bobcat must comply with the Fair Credit Reporting Act (FCRA) adverse action procedures:

(1) Provide pre-adverse action notice with a copy of the report and summary of FCRA rights;

(2) Allow reasonable time (typically 5 business days) to dispute inaccuracies;

(3) Provide final adverse action notice if decision stands after review. You must provide written consent before any background check is conducted.

State-Specific Considerations

North Dakota enacted a Ban the Box law in 2019 (N.D. Century Code § 12.1-33-05.1) that applies to public and private employers with four or more employees. Employers cannot ask about criminal history on initial job applications and may only inquire after the applicant has been selected for an interview or received a conditional job offer. Minnesota extends Ban the Box protections to private employers statewide, providing strong fair chance hiring protections. Both states follow the FCRA 7-year reporting limitation for non-conviction records. Convictions can be reported indefinitely unless legally expunged or sealed. North Carolina has limited state-level fair chance protections, though Bobcat's Statesville facility follows corporate EEOC compliance standards.

Manufacturing Industry-Specific Considerations

Heavy equipment manufacturing involves hazardous machinery, valuable inventory, and workplace safety requirements that shape hiring considerations. Safety-related convictions including violent offenses, assault, and weapons charges face heightened scrutiny due to the industrial environment. Integrity-related offenses such as theft, fraud, and embezzlement receive critical attention given the high value of construction equipment, components, and parts inventory. Drug and alcohol-related offenses are carefully evaluated given the strict drug-free workplace policy and safety requirements when operating machinery. However, manufacturing positions generally face fewer regulatory barriers than licensed professions, and older non-violent offenses are often evaluated more favorably through individualized assessment.

Company Overview

Bobcat Company is an American-based manufacturer of farm and construction equipment, recognized as a global leader in compact equipment manufacturing. The company invented the first skid-steer loader in 1958 in Gwinner, North Dakota, and adopted the "Bobcat" name in 1962. Headquartered in West Fargo, North Dakota, Bobcat is now owned by Doosan Bobcat Inc., a company within the South Korean Doosan Group. The company employs approximately 5,000+ workers at 13 facilities across seven U.S. states, making it North Dakota's largest manufacturer.

Bobcat manufactures an extensive line of compact equipment including skid-steer loaders, compact excavators, compact tractors, telehandlers, utility vehicles, mowers, mini track loaders, and attachments. The company was recognized on Fast Company's 2024 Most Innovative Companies list and has recently expanded its product portfolio with ground maintenance, portable power, and industrial air products. Union representation (primarily through the UAW) at manufacturing facilities provides additional job protections and structured career advancement paths.

Company Fast Facts

• Founded: 1958 (Gwinner, North Dakota)

• Headquarters: West Fargo, North Dakota

• Employees: 5,000+ in the U.S.; 9,000+ globally under Doosan Bobcat

• Industry Position: Global leader in compact construction equipment

• Major U.S. Facilities: Gwinner ND, Bismarck ND, West Fargo ND, Wahpeton ND, Litchfield MN, Statesville NC, Johnson Creek WI

• Stock Exchange: KRX: 241560 (Doosan Bobcat Inc.)

• CEO: Scott Park (CEO and Vice Chairman, Doosan Bobcat)

• Business Model: B2B manufacturing of compact construction, agricultural, and grounds maintenance equipment

• Revenue: Approximately $5.9 billion (2024, Doosan Bobcat consolidated)

Hiring Policy Analysis

Bobcat Company operates as a fair chance employer, conducting individualized assessments as required by EEOC guidelines and complying with state-specific Ban the Box laws in North Dakota and Minnesota. Background checks are conducted after conditional job offers, giving applicants the opportunity to be evaluated on qualifications first. The company's hiring process typically includes online application, phone screening, in-person interview, conditional offer, background check and drug test authorization, then final hiring decision. Union facilities (primarily Gwinner and other production locations) provide additional job protections through collective bargaining agreements, with a 90-day probationary period before union membership begins.

Position-Specific Barriers

Barrier levels are determined by safety requirements, access to high-value inventory, machinery operation responsibilities, and position-specific trust requirements in a heavy manufacturing environment.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company job postings. Actual compensation varies by location, shift, experience, and union status. North Dakota facilities typically pay competitively for the region.

Career Path Examples

Bobcat emphasizes internal advancement and provides training opportunities for production employees. Union facilities offer structured progression based on seniority and skills. Many supervisory and management positions are filled through internal promotion.

Production Track: Production Worker ($16-$21/hr) → Assembler ($18-$29/hr) → Team Lead ($24-$32/hr) → Production Supervisor ($55K-$75K/yr). Advancement based on performance, attendance, and tenure; union seniority provides advantages.

Skilled Trades Track: Entry Welder ($21-$25/hr) → Welder/Fabricator ($25-$30/hr) → Senior Welder ($28-$35/hr) → Weld Supervisor ($60K-$80K/yr). Certifications and specialized skills accelerate advancement.

Quality/Technical Track: Production Worker → Quality Inspector ($20-$28/hr) → Senior Quality Tech ($26-$32/hr) → Quality Supervisor ($55K-$75K/yr). Attention to detail and technical knowledge enable progression.

Background Check Process

Understanding Bobcat'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, which means you'll have the opportunity to demonstrate your qualifications during the interview process before your record 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 (typically 7-10 years); drug screening (mandatory urine panel for all production positions); education verification for positions requiring specific credentials; driving record (MVR) for positions involving vehicle operation.

  
  

• Lookback Period: Standard 7-year criminal lookback per FCRA guidelines. Non-conviction records (arrests not resulting in conviction) limited to 7 years. Convictions may be reported indefinitely unless legally expunged or sealed. Employment verification typically extends 7-10 years. North Dakota and Minnesota state laws provide additional protections.

  
  

• Timeline: The hiring process averages approximately 2-4 weeks from application to start date based on employee reports. Background checks typically take 3-7 business days to complete after authorization. Drug test results usually return within 24-48 hours. Some positions may take longer depending on verification requirements or complexity of background review.

  
  

• Process Flow: Application submitted → Phone screening → In-person interview → Conditional offer extended → Background check and drug test authorization signed → Drug test completed → Background check conducted → Results reviewed using individualized assessment → Final hiring decision made → Pre-adverse or adverse action notice if applicable → Start date confirmed → Orientation and safety training → 90-day probationary period → Union membership eligibility.

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Disqualifying Factors

High Risk for Disqualification: Violent felonies (assault, battery, domestic violence, weapons charges) due to workplace safety concerns; theft, fraud, embezzlement, or forgery given high-value inventory and equipment; recent felonies within the past 5 years regardless of type; multiple felony convictions showing pattern of criminal behavior; drug trafficking or manufacturing; sex offenses; felonies committed while employed in similar manufacturing role.

Lower Risk (Case-by-Case): Non-violent property crimes without dishonesty elements; older offenses (7+ years) with clear rehabilitation; drug possession (non-distribution) with completed treatment program; DUI without aggravating factors (unless position involves driving); misdemeanor offenses. All subject to individualized assessment considering rehabilitation evidence, time elapsed, and job relevance.

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 with the reporting agency.

  
  

• Pre-Adverse Action Notice: Before a final decision, you must receive notice with a copy of the report and a summary of your FCRA rights. You are given reasonable time (typically 5 business days) to respond with corrections or mitigating information.

  
  

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

  
  

• Ban the Box: In North Dakota and Minnesota, employers cannot ask about criminal history on initial applications. Criminal history inquiry occurs only after interview selection or conditional offer.

  
  

• Dispute Rights: You can dispute inaccurate information on background reports with the reporting agency. Check your own records beforehand through county courts or consumer reporting agencies to identify and correct errors.

Application Strategy

1. Target Entry-Level Production Positions: Focus on Production Worker, Assembler, Material Handler, and Warehouse Associate roles which have the lowest barriers and highest volume hiring needs. These positions offer union eligibility after 90 days and clear advancement paths. Avoid specialized or supervisory positions initially if your record is recent.

   
   

2. Apply Through Official Channels: Submit your application through careers.bobcat.com. Bobcat posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as manufacturing positions are posted frequently. Consider applying to multiple locations (Gwinner, Bismarck, Statesville) to maximize opportunities.

   
   

3. Prepare for the Interview: Be ready to discuss your reliability, work ethic, and commitment to safety. Research Bobcat's products and company history. Emphasize relevant experience with manufacturing, machinery, physical labor, or teamwork. Demonstrate understanding of workplace safety requirements.

   
   

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 per Ban the Box laws) to discuss your record.

   
   

5. Prepare Your Narrative: Have a brief, honest explanation ready (60-90 seconds): acknowledge the offense without making excuses, describe what you learned from the experience, and explain how you've changed. Focus on rehabilitation, personal growth, and stability. Connect your past to your future work ethic.

   
   

6. Document Rehabilitation: Gather evidence of positive changes since your conviction: completion of treatment programs, educational certificates, vocational training (especially welding, machine operation, or safety certifications), stable housing, employment history, community involvement, and reference letters from employers, probation officers, or community members.

   
   

7. Check Expungement Eligibility: Research whether your offense qualifies for sealing or expungement in North Dakota or your state of conviction. North Dakota allows expungement for certain offenses after waiting periods. Contact North Dakota Legal Services or local legal aid for assistance. Sealed records cannot be reported on most 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 and a cover letter. Persistence and professionalism demonstrate the reliability that manufacturing employers value.

Tips for Applicants with Records

1. Manufacturing Has Constant Hiring Needs: Heavy equipment manufacturing experiences consistent turnover in production roles. Bobcat operates multiple shifts at facilities across seven states with ongoing expansion (recent $70 million Statesville expansion, planned $300 million Mexico facility). Don't be discouraged by individual rejections—keep applying to different facilities and positions.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at Bobcat begin as Production Workers or Assemblers. Prove reliability by showing up on time, working safely, and meeting production goals. Union membership after 90 days provides job protection and structured advancement opportunities. Seniority opens doors to better shifts, positions, and pay.

   
   

3. Run Your Own Background Check First: Know what will appear before the employer sees it. Order your own criminal background check from a consumer reporting agency or check county court records. Dispute any errors or outdated information in advance. This prevents surprises and shows employers you're proactive.

   
   

4. Manufacturing-Specific Preparation: Heavy manufacturing environments require safety awareness and physical capability. Demonstrate understanding of lockout/tagout procedures, PPE requirements, and general shop safety. Consider obtaining OSHA 10 or OSHA 30 certification to stand out. Forklift certification is valuable for material handling roles.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. Bobcat requires mandatory pre-employment drug screening for all production positions. Testing is typically a standard urine panel. North Dakota does not have recreational marijuana laws, and manufacturing positions maintain strict drug-free workplace policies regardless of state.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation (important for rural North Dakota facilities), and any consistent work history—even informal work shows you can be counted on. Manufacturing employers especially value attendance, punctuality, and dependability. Discuss how you'll handle commuting to facilities that may be 30-60+ miles away.

   
   

7. Network and Use Employee Referrals: Current Bobcat employees can provide referrals, and employee referrals often receive priority consideration. Network through LinkedIn or local workforce development programs to connect with current employees. North Dakota Job Service and CareerForce centers can provide connections and application assistance.

   
   

8. Be Flexible on Schedule: Willingness to work second shift, third shift, weekends, and mandatory overtime increases your chances significantly. Manufacturing operations run multiple shifts, and less desirable shifts often have more openings and faster hiring. Many positions offer shift differentials for nights and weekends.

Benefits Overview

Bobcat offers a comprehensive benefits package consistently rated positively by employees (3.8/5 stars on Glassdoor). Benefits are available to full-time employees with medical coverage typically beginning on the first of the month following hire date.

• Compensation: Production wages range from $16-$30/hr depending on position and experience. Opportunities for performance-based raises and shift differentials. Overtime available (and often mandatory) during peak production periods. Union facilities follow negotiated pay scales with scheduled increases.

  
  

• 401(k) and Retirement: 401(k) savings plan with dollar-for-dollar company match up to 6% of pay. Immediate vesting with no waiting period—your contributions and the company match are yours from day one. This is among the more generous manufacturing industry retirement benefits.

  
  

• Health Benefits: Multiple medical plan options including PPO and high-deductible plans. Dental insurance through major provider. Vision insurance available. Company-paid basic life insurance of $50,000 at no cost to full-time employees. Supplemental life insurance and AD&D insurance available for purchase. Critical illness insurance option.

  
  

• Time Off: Competitive PTO package accruing with service. Average of 12 paid holidays per year. Two weeks of paid parental leave. Jury duty make-up pay. Military service make-up pay. PTO increases after 10 years of service.

  
  

• Additional Benefits: Employee Assistance Program (EAP) for counseling and support services. Education reimbursement program for continuing education. Employee discounts on travel and various services. Union representation at production facilities provides additional job protections, grievance procedures, and collective bargaining.

Employee Perspectives

Pros: "Pay is good and worth it"; "Good benefits and 401k for the area and industry"; "Great people to work with"; "The Union is awesome"; "Good work environment"; "Sky is the limit if you put in your time"; "Benefits are great especially when you become a union member"

Cons: "Long hours with hard work"; "Mandatory overtime constantly"; "Location is rural with not much to do"; "Some management issues vary by department"; "High employee turnover in some areas"; "The drive from Fargo to Gwinner can get old quickly, especially in winter"

Frequently Asked Questions

1. Does Bobcat Company hire people with felonies?

   Yes, Bobcat Company does hire individuals with felony convictions for certain positions. As a manufacturing employer subject to EEOC guidelines, the company conducts individualized assessments rather than maintaining blanket exclusion policies. The best opportunities are in entry-level production roles including Production Worker, Assembler, Material Handler, and Welder positions. Violent offenses, theft/fraud convictions, and recent felonies face the most scrutiny due to safety and integrity requirements in a heavy manufacturing environment. Your chances improve significantly with older offenses (7+ years), evidence of rehabilitation, and relevant skills or work experience.

   
   

2. What is the background check process at Bobcat Company?

   Bobcat conducts background checks after extending a conditional job offer, complying with North Dakota and Minnesota Ban the Box laws. The process includes criminal history search at county, state, and federal levels, identity verification through SSN trace, employment verification (typically 7-10 years), and mandatory drug screening. You must provide written consent before any checks are conducted. If the background check reveals concerns, you'll receive a pre-adverse action notice with a copy of the report and time to respond with corrections or mitigation before any final decision.

   
   

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

   Bobcat follows the standard 7-year criminal lookback period under FCRA guidelines for most records. Non-conviction records (arrests without conviction) are limited to 7 years. However, felony convictions can be reported indefinitely in most states unless legally expunged or sealed. Employment verification typically extends 7-10 years. The individualized assessment considers time elapsed as one of the Green Factors, so older offenses (especially those over 7 years) are generally viewed more favorably than recent convictions.

   
   

4. What types of convictions make hiring more difficult at Bobcat Company?

   The most challenging convictions for Bobcat employment include: violent felonies (assault, battery, weapons charges) due to workplace safety in a heavy industrial environment; theft, fraud, embezzlement, or dishonesty offenses given high-value equipment and inventory; drug manufacturing or trafficking; and any felonies committed within the past 5 years. Sex offenses and crimes involving multiple victims face significant barriers. Lower-risk offenses include older non-violent property crimes, simple drug possession with completed treatment, and misdemeanors—all evaluated on a case-by-case basis through individualized assessment.

   
   

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

   The best entry points are Production Worker ($16-$21/hr), Assembler ($18-$29/hr), Material Handler ($17-$22/hr), and Warehouse Associate positions. These high-volume roles have the most openings, face standard (not enhanced) background checks, and offer union eligibility after a 90-day probationary period. For those with welding skills or willingness to learn, Welder positions ($21-$30/hr) also offer accessible pathways. These positions provide health benefits, 401(k) with 6% match, and clear advancement opportunities to higher-paying roles with tenure.

   
   

6. Does Bobcat Company drug test, and what kind of test do they use?

   Yes, Bobcat requires mandatory pre-employment drug testing for all production and operational positions. The test is typically a standard urine panel screening for common controlled substances including marijuana, cocaine, amphetamines, opiates, and PCP. Testing occurs after the conditional job offer, usually at a designated clinic or testing facility. Results typically return within 24-48 hours. Bobcat maintains a strict drug-free workplace policy. North Dakota does not have recreational marijuana legalization, and manufacturing positions maintain zero tolerance regardless of state laws. Random and post-accident testing may also occur after employment begins.

   
   

7. When during the hiring process will Bobcat Company ask about criminal history?

   Bobcat complies with Ban the Box laws in North Dakota and Minnesota, which means they cannot ask about criminal history on the initial job application. Criminal history inquiry occurs only after you've been selected for an interview or received a conditional job offer. The background check is authorized after you accept a conditional offer, and the results are reviewed before making a final hiring decision. This gives you the opportunity to demonstrate your qualifications and make a positive impression before your record is considered.

   
   

8. Can someone advance to management at Bobcat Company if they have a felony?

   Yes, advancement to supervisory and management positions is possible for employees with felony records, though these roles face increased scrutiny. The key is establishing a strong track record in entry-level positions first. Union facilities provide structured advancement through seniority. Progression from Production Worker to Team Lead to Supervisor is achievable with consistent performance, safety record, and attendance over several years. Management positions involving financial responsibility, inventory control, or HR functions face higher barriers. Strategy: Start in production, build your reputation over 2-3+ years, then pursue leadership opportunities.

   
   

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

   The overall hiring process typically takes 2-4 weeks from application to start date based on employee reports. The timeline breaks down approximately as: application review (3-7 days), phone screening (if applicable), in-person interview (scheduled within 1-2 weeks), conditional offer (same day or within days of interview), background check (3-7 business days), drug test (results in 24-48 hours), final decision, and orientation scheduling. Production positions with urgent hiring needs may move faster. The process may take longer if there are issues requiring individualized assessment or if verification takes additional time.

   
   

10. What can applicants do to improve their chances of getting hired at Bobcat Company?

    Key strategies to improve your chances:

    (1) Target entry-level production positions with lower barriers rather than specialized roles;

    (2) Apply to multiple facilities across different states to maximize opportunities;

    (3) Run your own background check first to identify and correct any errors;

    (4) Gather rehabilitation documentation including certificates, reference letters, and completion records;

    (5) Be completely honest about your record when asked—dishonesty is an automatic disqualifier;

    (6) Prepare a 60-second narrative acknowledging your past and explaining your growth;

    (7) Demonstrate reliability through stable housing and transportation;

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

    (9) Obtain relevant certifications like forklift, welding, or OSHA safety training;

    (10) Follow up professionally if you receive a pre-adverse action notice with additional documentation.

Alternative Second Chance Employers

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

Conclusion

Bobcat Company offers genuine opportunities for individuals with criminal records, particularly in entry-level production positions at its manufacturing facilities across North Dakota, Minnesota, North Carolina, and Wisconsin. As North Dakota's largest manufacturer with over 5,000 U.S. employees and consistent hiring needs, the company provides a realistic pathway to stable employment with competitive wages, comprehensive benefits, and union representation that offers additional job protections.

The work is physically demanding in a heavy industrial environment, with production roles requiring stamina, safety awareness, and reliability. However, the compensation is competitive for the regions served, ranging from $16-$30/hr for production positions. The benefits package including 401(k) with 6% match and immediate vesting, comprehensive health coverage, 12 paid holidays, and education reimbursement exceeds many manufacturing industry standards. Career advancement is achievable—many supervisory positions are filled through internal promotion, and union seniority provides structured progression opportunities.

Key Success Factors: Target Production Worker, Assembler, or Material Handler positions which have the highest hiring volume and lowest barriers. Apply through official channels to multiple facilities. Be completely honest about your record. Document rehabilitation thoroughly. Pass the mandatory drug test. Demonstrate reliability and flexibility on scheduling. Build your reputation during the 90-day probation period to earn union membership and job protection.

Biggest Barriers: Violent felonies face significant scrutiny due to workplace safety requirements. Theft, fraud, and dishonesty convictions encounter heightened review given high-value inventory. Recent offenses (within 5-7 years) face the most challenges. Failed drug tests are immediate disqualifiers. The rural locations of North Dakota facilities require reliable transportation and willingness to commute.

If you're willing to work hard, prioritize safety, and demonstrate reliability, Bobcat can provide a meaningful second chance. The manufacturing industry consistently needs workers, and Bobcat's combination of fair chance practices, union representation, and advancement opportunities makes it one of the better options in the heavy equipment sector. Your past doesn't have to define your future—start with an entry-level production role, prove your value, and build toward a stable 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 Bobcat Company.

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.bobcat.com