Quick Answer

Yes, C&S Wholesale Grocers hires individuals with felony convictions for certain positions. As one of the largest wholesale grocery supply companies in the United States with approximately 10,000-17,000 employees across 60+ distribution centers nationwide, C&S operates high-volume warehouses with constant staffing needs. The company is an Equal Opportunity and Affirmative Action employer and adheres to EEOC guidelines (Title VII).

A felony is not an automatic disqualifier; however, employment is conditional upon a satisfactory background check and often a drug screen. The company must conduct an individualized assessment of any conviction to determine if it is job-related and consistent with business necessity.

The greatest barriers are created by felonies related to theft/fraud (due to high-value inventory control), violence (due to workplace safety in warehouse settings), and drug offenses (due to drug-free workplace policies). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Best entry points include Warehouse Selector, Order Picker, Dock Worker, and Janitor/Porter positions. Employee reports confirm that many coworkers have criminal records, including felonies, particularly in general warehouse positions. The high-volume, fast-paced nature of distribution center operations creates consistent hiring opportunities.

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 lift up to 75 pounds repeatedly, stand for extended periods (10+ hours), and work in temperature-controlled environments including refrigerated (35°F) and freezer (-20°F) sections.

  
  

• Drug Screen: Must pass a pre-employment drug test at most locations. Testing varies by location—oral swab or urinalysis. Some locations may not test for warehouse positions, but drug-free workplace is generally expected.

  
  

• 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.

  
  

• Safety Commitment: Must commit to following all safety protocols. C&S policy explicitly states "Working Safely is a Condition of Employment."

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. C&S Wholesale Grocers operates distribution centers across multiple states, each with varying fair chance hiring laws. The company is headquartered in Keene, New Hampshire, where the state's Ban-the-Box law applies only to public employers, not private companies like C&S. However, federal EEOC guidelines apply 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.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, C&S Wholesale Grocers 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. This gives applicants the opportunity to respond with mitigating evidence.

State-Specific Considerations

New Hampshire, where C&S is headquartered, has limited Fair Chance protections for private employers. The state's Ban-the-Box law (HB 253, 2020) applies only to public employers. However, New Hampshire's Criminal History Access Law limits lookback to 7 years for positions with annual salary under $20,000. C&S operates in many states with varying protections—California, Massachusetts, New Jersey, and Illinois have stronger fair chance laws that may provide additional protections at facilities in those states. Applicants should research the specific laws in their state.

Warehouse/Distribution-Specific Considerations

The wholesale grocery distribution industry involves handling high-value inventory in fast-paced warehouse environments. This creates specific regulatory and safety considerations. C&S explicitly states "Working Safely is a Condition of Employment," indicating heightened focus on workplace safety and violence prevention. Employees handle perishable food products subject to FDA food safety requirements. Some positions require forklift certification (OSHA-regulated). CDL driver positions require DOT compliance including drug testing and motor vehicle record checks. Warehouse positions generally have lower regulatory barriers than driving or supervisory roles.

Company Overview

C&S Wholesale Grocers, LLC is one of the largest wholesale grocery supply companies in the United States, founded in 1918 in Worcester, Massachusetts. Now headquartered in Keene, New Hampshire, the company ranks as the 8th largest privately held company in America according to Forbes. C&S services over 7,500 independent supermarkets, chain stores, military bases, and institutions with over 100,000 different products. The company employs approximately 10,000-17,000 employees across 60+ distribution centers nationwide.

C&S owns several grocery brands including Piggly Wiggly, Grand Union, and private label brands like Best Yet. The company operates and supports corporate grocery stores while also serving independent franchisees. C&S is owned by Rick Cohen, grandson of co-founder Israel Cohen. The company generated approximately $21.7 billion in revenue in 2023 and holds about 10% market share in the U.S. grocery wholesaling industry.

Company Fast Facts

• Founded: 1918 (Worcester, Massachusetts)

• Headquarters: Keene, New Hampshire

• Employees: Approximately 10,000-17,000 across 60+ distribution centers

• Industry Rank: 8th largest privately held company in the U.S. (Forbes)

• Major Operations: Distribution centers across Northeast, Southeast, Midwest, and West Coast

• Ownership: Privately held (Rick Cohen, CEO-Owner)

• Business Model: Wholesale grocery distribution and retail operations

• Annual Revenue: Approximately $21.7 billion (2023)

Hiring Policy Analysis

C&S Wholesale Grocers operates as an Equal Opportunity and Affirmative Action employer, conducting individualized assessments as required by EEOC guidelines. The company's hiring process typically involves online application, phone screening, warehouse tour, in-person interview, conditional offer, background check, and drug test. Employee reports indicate the interview process is generally straightforward—some describe being "hired on the spot" due to high staffing demands. Background checks are conducted after conditional offers. Employee reviews confirm that many coworkers have criminal records, including felonies, particularly in general warehouse positions. The company emphasizes safety above all, with their policy explicitly stating "Working Safely is a Condition of Employment."

Position-Specific Barriers

Barrier levels are determined by access to inventory, equipment operation requirements, regulatory compliance, and supervisory authority.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company job postings. Actual compensation varies by location, shift, and experience. Incentive/piece-rate pay available for selectors can significantly increase earnings.

Career Path Examples

C&S provides training and development opportunities. Employee reports indicate promotions are largely based on seniority and demonstrated performance. Many long-term employees report career advancement opportunities.

Warehouse Operations Track: Warehouse Selector ($19-27/hr) → Forklift Operator ($19-26/hr) → Lead Selector ($22-28/hr) → Warehouse Supervisor ($50K-65K/yr).

Advancement requires demonstrated productivity, safety compliance, and reliability.

Transportation Track: Dock Worker ($17-22/hr) → Local Driver ($22-28/hr) → Regional CDL Driver ($25-31/hr) → Transportation Supervisor ($55K-70K/yr). Requires CDL certification and clean driving record.

Maintenance Track: General Maintenance ($18-23/hr) → Maintenance Technician ($22-28/hr) → Lead Technician ($26-31/hr) → Facilities Supervisor ($55K-70K/yr). Technical certifications accelerate advancement.

Background Check Process

Understanding C&S Wholesale Grocers' background check process helps you prepare mentally and practically for what to expect. The company conducts background checks after extending a conditional offer of employment. Employee reports indicate background checks are standard but confirm that individuals with criminal records, including felonies, have been hired for general warehouse positions.

• 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; motor vehicle records for driving positions; drug screening (varies by location—oral swab or urinalysis).

  
  

• Lookback Period: Standard 7-year criminal lookback consistent with FCRA guidelines. New Hampshire law limits lookback to 7 years for positions under $20,000 annual salary. Employment verification typically extends 5-7 years.

  
  

• Timeline: The hiring process averages approximately 1-4 weeks from application to hire based on employee reports. Some are hired same day for urgent warehouse needs. Background checks typically take about 1 week after conditional offer.

  
  

• Process Flow: Application submitted → Phone screening → Warehouse tour → Interview → Conditional offer extended → Background check and drug test authorization → Background check conducted → Results reviewed using individualized assessment → Final hiring decision → Pre-adverse or adverse action notice if applicable → Start date confirmed → Training/Orientation.

Disqualifying Factors

High Risk for Disqualification: Recent theft, embezzlement, or fraud convictions (high concern due to inventory access); violent offenses including assault, battery, or weapons charges (workplace safety is paramount); drug manufacturing or trafficking (drug-free workplace policy); recent felonies within 2-3 years regardless of type; DUI/DWI for driving positions.

Lower Risk (Case-by-Case): Non-violent property crimes over 5 years old; simple drug possession (especially with rehabilitation evidence); older offenses with demonstrated rehabilitation; crimes unrelated to job duties. All subject to individualized assessment under EEOC guidelines.

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 must be given 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 under Title VII.

  
  

• State-Specific Rights: Some states where C&S operates have Ban-the-Box or Fair Chance laws. Check your state's specific protections. California, Massachusetts, Illinois, and New Jersey have stronger protections.

  
  

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

Application Strategy

1. Target Warehouse Selector and Dock Worker Positions: Focus on Warehouse Selector, Order Picker, Dock Worker, and Janitor/Porter positions which have the lowest barriers and highest volume hiring needs. Employee reports confirm these roles are accessible to individuals with criminal records. Avoid CDL driver and supervisory positions initially if your record is recent.

   
   

2. Apply Through Official Channels: Submit your application through careers.cswg.com. C&S also posts positions on Indeed, LinkedIn, and Glassdoor. Apply to multiple distribution center locations to maximize opportunities. Check postings regularly as warehouse positions are posted frequently.

   
   

3. Prepare for the Tour and Interview: Many locations combine a warehouse tour with the interview. Be ready to discuss your commitment to workplace safety, reliable attendance, and physical capability for warehouse work. Wear closed-toe shoes and appropriate clothing for the tour.

   
   

4. Emphasize Safety and Reliability: C&S explicitly states "Working Safely is a Condition of Employment." In interviews, emphasize your commitment to workplace safety, following protocols, and being a reliable team member. These qualities matter greatly in warehouse environments.

   
   

5. 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 to discuss your record, then be truthful and prepared.

   
   

6. 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).

   
   

7. 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.

   
   

8. Follow Up Professionally: After applying, follow up with HR if you don't hear back within 1-2 weeks. If you receive a pre-adverse action notice, respond promptly with rehabilitation documentation. Persistence demonstrates the reliability employers value.

Tips for Applicants with Records

1. Distribution Centers Have Constant Hiring Needs: C&S operates 60+ high-volume distribution centers with ongoing staffing demands. Employee reports indicate high turnover in warehouse roles creates consistent opportunities. Don't be discouraged by individual rejections—keep applying to different locations.

   
   

2. Many Coworkers Have Records: Employee reviews specifically mention that "most of my co-workers...have some sort of criminal record. Some have extensive criminal records with felony and prison." For general warehouse positions, criminal history is often not disqualifying.

   
   

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. Prepare for Physical Demands: Warehouse work requires lifting up to 75 pounds, standing for 10+ hours, and working in refrigerated/freezer environments. Demonstrate you're physically capable and willing to work in demanding conditions.

   
   

5. Be Ready for Drug Testing: Drug testing varies by location—some do oral swabs, some urinalysis, some reportedly don't test for warehouse positions. However, assume testing will occur and be prepared. Drug-free workplace is generally expected.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and any consistent work history. Warehouse employers especially value dependability and punctuality. Attendance is critical in distribution centers.

   
   

7. Leverage Employee Referrals: Current C&S employees can provide referrals. Employee referrals often receive priority consideration. Network through workforce development programs or connect with current employees on LinkedIn.

   
   

8. Be Flexible on Schedule: Willingness to work nights, weekends, and overtime significantly increases your chances. Distribution centers operate around the clock. Many positions offer overtime opportunities that can substantially increase earnings.

Benefits Overview

C&S Wholesale Grocers offers a comprehensive benefits package for full-time employees. Benefits are available with no waiting period—coverage begins on day one for eligible employees.

• Compensation: Hourly rates ranging from $15-31/hr depending on position and location. Incentive/piece-rate pay available for selectors can significantly increase earnings based on productivity. Average salary approximately $38,500 annually. Overtime opportunities are frequently available.

• 401(k) and Retirement: 401(k) retirement plan with employer matching contributions. Eligible after 90 days of employment. Note: Some recent employee reviews mention 401(k) match may have changed—verify current terms during hiring.

  
  

• Health Benefits: Comprehensive medical plans with no waiting period—coverage starts day one. Preventative care at 100% in-network. Dental and vision plans available. HSA options and telemedicine services. "My C&S Wellness Program" for wellness initiatives.

  
  

• Time Off: Vacation, personal, and sick time based on years of service. 2 weeks PTO to start, 3 weeks after 5 years, 4 weeks after 15 years. Holiday pay for regular full-time employees working 32+ hours/week. 11 paid holidays reported.

  
  

• Additional Benefits: 100% tuition reimbursement up to $5,250/year (after 90 days for non-union full-time employees). Basic Life and AD&D insurance paid 100% by company. Short and long-term disability options. Critical illness/accident insurance. Legal plan. Pet insurance. Employee assistance program.

Employee Perspectives

Pros: Day one health coverage; overtime opportunities; competitive pay for selectors; training provided; flexible scheduling at some locations; straightforward work.

Cons: Long hours and physically demanding work; inconsistent management quality; high turnover at some locations; limited raises for incentive employees; cold warehouse environments.

Frequently Asked Questions

1. Does C&S Wholesale Grocers hire people with felonies?

   Yes, C&S Wholesale Grocers hires individuals with felony convictions, particularly for warehouse positions. Employee reviews specifically confirm that many coworkers have criminal records, including felonies. As an Equal Opportunity employer following EEOC guidelines, the company conducts individualized assessments rather than blanket exclusions. Best opportunities are in entry-level warehouse roles like Selector, Order Picker, and Dock Worker. Factors that improve chances include time elapsed since conviction, rehabilitation evidence, and the offense being unrelated to job duties.

   
   

2. What is the background check process at C&S Wholesale Grocers?

   C&S conducts background checks after extending a conditional offer of employment. The process includes criminal history verification at county, state, and federal levels, identity verification via SSN trace, and employment history verification. For driving positions, MVR checks are included. The check typically takes about 1 week. You must provide written consent. If issues arise, you'll receive a pre-adverse action notice with a copy of the report and opportunity to respond before a final decision.

   
   

3. How far back does the background check go at C&S Wholesale Grocers—what is the lookback period?

   The standard criminal lookback period is 7 years, consistent with FCRA guidelines. New Hampshire law limits lookback to 7 years for positions with annual salary under $20,000. Employment verification typically extends 5-7 years. Under EEOC guidance, older convictions are given less weight than recent ones. Some states where C&S operates may have additional restrictions on lookback periods.

   
   

4. What types of convictions make hiring more difficult at C&S Wholesale Grocers?

   Highest difficulty: Recent theft, embezzlement, or fraud (due to high-value inventory control); violent offenses ("Working Safely is a Condition of Employment"); drug trafficking or manufacturing; weapons offenses. For CDL drivers: DUI/DWI and serious moving violations. Moderate difficulty: Property crimes over 5 years old; drug possession without recent pattern. Lower difficulty: Older non-violent offenses; crimes unrelated to warehouse work. All convictions are subject to individualized assessment.

   
   

5. What are the best entry-level roles at C&S Wholesale Grocers for applicants with a record?

   Warehouse Selector ($19-27/hr) offers the best opportunity with high-volume hiring and incentive pay based on productivity. Order Picker ($18-24/hr) involves similar duties selecting products for shipment. Dock Worker ($17-22/hr) involves loading/unloading trucks. Janitor/Porter ($15-19/hr) provides entry-level facility maintenance work. These positions have the lowest barriers and consistent staffing needs across 60+ distribution centers.

   
   

6. Does C&S Wholesale Grocers drug test, and what kind of test do they use?

   Drug testing varies by location and position. Employee reports indicate some locations use oral swab tests (results within days), others use urinalysis, and some locations reportedly don't test for general warehouse positions. CDL driver positions require DOT-mandated drug testing. Testing typically occurs after conditional offer is extended. Regardless of testing, drug-free workplace behavior is expected. Be prepared for testing and stay clean before applying.

   
   

7. When during the hiring process will C&S Wholesale Grocers ask about criminal history?

   Criminal history inquiry timing varies. New Hampshire (headquarters location) does not have Ban-the-Box for private employers. However, some states where C&S operates (California, Massachusetts, Illinois, New Jersey) have Fair Chance laws delaying criminal history questions until after conditional offer. Generally, background checks are conducted after conditional offers. EEOC guidelines require individualized assessment of any criminal history discovered.

   
   

8. Can someone advance to management at C&S Wholesale Grocers if they have a felony?

   Advancement is possible for employees with criminal records, though supervisory and management positions face increased scrutiny. Employee reports indicate promotions are largely based on seniority and demonstrated performance. Strategy: Build a track record of excellent attendance, productivity, and safety compliance. Take advantage of training opportunities. Long-term employees report career advancement opportunities. Time since conviction and clean record since hire are important factors.

   
   

9. How long does the hiring and background check process take at C&S Wholesale Grocers?

   The overall hiring process averages 1-4 weeks from application to start date based on employee reports. Some candidates report being hired same day for urgent warehouse needs. Interview process is described as straightforward—typically one interview combined with a warehouse tour. Background checks take approximately 1 week after conditional offer. Drug testing typically completed within a few days. Urgent staffing needs may accelerate the process.

   
   

10. What can applicants do to improve their chances of getting hired at C&S Wholesale Grocers?

    Key strategies:

    (1) Target entry-level warehouse positions at multiple locations;

    (2) Be completely honest about your record—dishonesty is disqualifying;

    (3) Emphasize commitment to workplace safety ("Working Safely is a Condition of Employment");

    (4) Prepare a concise rehabilitation narrative;

    (5) Document positive changes since conviction;

    (6) Demonstrate physical capability for warehouse work;

    (7) Be flexible on schedule—nights, weekends, overtime;

    (8) Highlight reliability, attendance, and work ethic;

    (9) Check your own background report for errors;

    (10) Research expungement eligibility.

Alternative Second Chance Employers

If C&S Wholesale Grocers doesn't work out, consider these employers known for fair chance hiring practices in wholesale, distribution, and related industries:

Conclusion

C&S Wholesale Grocers offers genuine opportunities for individuals with criminal records, particularly in entry-level warehouse positions. As one of the largest wholesale grocery distributors in America with approximately 10,000-17,000 employees across 60+ distribution centers, the company provides a realistic pathway to stable employment with competitive pay and comprehensive benefits.

The work is physically demanding in high-volume warehouse environments with temperature variations and long hours. However, the compensation is competitive at $17-31/hr depending on position, with incentive pay for selectors that can significantly increase earnings. Benefits include day-one health coverage, 401(k), and tuition reimbursement. Career advancement is possible—many leadership positions are filled through internal promotion.

Key Success Factors: Target entry-level warehouse positions; emphasize commitment to workplace safety; be completely honest about your record; prepare a concise rehabilitation narrative; document positive changes; demonstrate physical capability; be flexible on schedule; highlight reliability and attendance.

Biggest Barriers: Recent theft or fraud convictions (inventory access concerns); violent offenses (safety is paramount); drug trafficking; dishonesty during hiring process. CDL driver positions have additional DOT requirements including clean MVR.

Employee reviews confirm that individuals with criminal records, including felonies, work successfully in C&S warehouses. The company's constant staffing needs across dozens of distribution centers create ongoing opportunities. Stay persistent, be honest, demonstrate your commitment to safety and reliability, and your past doesn't have to 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 C&S Wholesale Grocers.

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.cswg.com