Quick Answer

Yes, Cabot Creamery hires individuals with felony convictions for certain positions. As a farmer-owned dairy cooperative with approximately 500 employees across Vermont, Massachusetts, and New York, Cabot Creamery operates under Fair Chance Hiring principles and EEOC guidelines. Employment decisions are conditional upon passing a background check and drug screening.

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

The greatest barriers are created by felonies related to theft/fraud (due to product inventory and financial handling), violence (due to workplace safety concerns), and food safety violations (due to FDA/USDA regulatory requirements). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Best entry points include Production Operator, Packaging Crew Member, Sanitation Worker, and Warehouse positions. Vermont's Ban-the-Box law means criminal history cannot be asked on the initial application, giving applicants the opportunity to demonstrate qualifications before background discussions occur.

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 60 pounds, stand for extended periods (up to 10 hours), and perform frequent stooping, kneeling, walking, and crouching in a manufacturing environment.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test. Cabot Creamery maintains a drug-free workplace policy. Testing is typically a standard urinalysis panel.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked (after conditional offer in Vermont). 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 willing to follow strict FDA and SQF food safety protocols, including hygiene requirements, sanitation procedures, and Good Manufacturing Practices (GMP).

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Cabot Creamery operates primarily in Vermont, with additional facilities in Massachusetts and New York. Vermont has strong fair chance protections under its Ban-the-Box law, which applies to all private employers.

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, Cabot Creamery 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 1, 2017) prohibits employers from asking about criminal history on initial employment applications. Employers may only inquire about criminal history during an interview or after the applicant has been deemed otherwise qualified for the position. Applicants must be given the opportunity to explain circumstances and rehabilitation efforts. Violation penalties are $100 per occurrence. Massachusetts and New York, where Cabot also operates, have similar fair chance hiring laws protecting applicants with criminal records.

Food Manufacturing-Specific Considerations

The food manufacturing industry involves strict FDA and USDA food safety standards. There is no federal prohibition on hiring individuals with criminal records in food manufacturing. However, employers in this industry place heightened emphasis on integrity-related offenses due to food safety concerns and product contamination risks. Positions involving quality control, laboratory testing, or food safety management may face additional scrutiny. All employees must comply with Good Manufacturing Practices (GMP) and Safe Quality Food (SQF) program requirements.

Company Overview

Cabot Creamery is a farmer-owned dairy cooperative founded in 1919 in Cabot, Vermont. Owned by Agri-Mark, a cooperative of dairy farm families in New England and New York, Cabot produces award-winning cheese, butter, yogurt, sour cream, and cottage cheese. Headquartered in Waitsfield, Vermont, the company operates processing plants in Cabot, VT, Middlebury, VT, and West Springfield, MA, with additional facilities in Chateaugay, NY. The company employs approximately 500 employees across its operations.

Cabot Creamery became the world's first dairy cooperative to achieve B Corporation Certification in 2012, demonstrating its commitment to environmental and social responsibility. The company has won numerous awards including recognition at the World Dairy Expo Championship. Agri-Mark is a membership organization with farmer-members who supply equity capital and directly elect directors.

Company Fast Facts

• Founded: 1919 (Cabot, Vermont)

• Headquarters: Waitsfield, Vermont

• Employees: Approximately 500 across Vermont, Massachusetts, and New York

• Parent Company: Agri-Mark, Inc.

• CEO: William "Bill" Beaton (since 2019)

• Major Facilities: Cabot, VT; Middlebury, VT; West Springfield, MA; Chateaugay, NY

• Business Model: Farmer-owned cooperative

• Annual Revenue: Approximately $750 million

Hiring Policy Analysis

Cabot Creamery operates as a fair chance employer, conducting individualized assessments as required by EEOC guidelines and complying with Vermont's Ban-the-Box law. The company cannot ask about criminal history on initial applications. Background checks are conducted after a conditional offer of employment, giving applicants the opportunity to demonstrate their qualifications first. The hiring process typically includes online application, phone screening, in-person interview, conditional offer, background check, drug screening, and orientation. Employee reports indicate the interview process is generally straightforward, with some positions filled quickly due to consistent labor demand. High turnover in production roles creates ongoing opportunities.

Position-Specific Barriers

Barrier levels are determined by access to inventory, cash handling responsibilities, food safety requirements, 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. Shift differentials add $1.00/hr for 3pm-11pm and $3.00/hr for weekend shifts.

Career Path Examples

Cabot Creamery emphasizes internal advancement and offers training opportunities. Many leadership positions are filled through internal promotion. Employee reports indicate promotions are largely based on seniority and demonstrated reliability.

Production Track: Production Operator ($19-25/hr) → Cheese Line Specialist ($23-26/hr) → Utility Operator ($25-28/hr) → Production Supervisor ($55K-65K/yr). Advancement requires demonstrated reliability, food safety knowledge, and leadership skills.

Maintenance Track: Entry Production ($19-25/hr) → Maintenance Mechanic ($26-31/hr) → Electronics Technician ($28-35/hr) → Maintenance Supervisor ($60K-75K/yr). Technical training and certifications accelerate advancement.

Warehouse Track: Warehouse Associate ($20-24/hr) → Forklift Operator ($21-25/hr) → Shipping/Receiving Lead ($24-28/hr) → Warehouse Supervisor ($50K-60K/yr). Forklift certification and inventory management experience required for advancement.

Background Check Process

Understanding Cabot Creamery's 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, consistent with Vermont's Ban-the-Box law. This means you'll have the opportunity to demonstrate your 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 for the past 5-7 years; education verification for positions requiring specific credentials; mandatory drug screening for all positions.

Lookback Period: Standard 7-year criminal lookback for most positions. Employment verification typically extends 5-7 years. Serious violent offenses and food safety-related crimes may be considered beyond the standard lookback period.

Timeline: The hiring process averages approximately 2-4 weeks from application to hire based on employee reports. Background checks typically take 1-2 weeks to complete after conditional offer. Some positions may be filled more quickly due to urgent staffing needs.

Process Flow: Application submitted → Phone screening → Interview(s) 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 theft, embezzlement, or fraud convictions (high concern due to inventory access); violent offenses including assault, battery, or weapons charges (workplace safety); food adulteration or tampering offenses; drug manufacturing or trafficking (especially given food safety requirements); recent felonies within 2-3 years regardless of type.

Lower Risk (Case-by-Case): Non-violent property crimes over 5 years old; simple drug possession (especially with rehabilitation); DUI/DWI without accidents (unless applying for driving positions); older offenses with strong rehabilitation evidence. All subject to individualized assessment considering rehabilitation evidence.

Your Rights as Applicant

• FCRA Protections: You must receive written notice and provide consent before a background check. If denied based on the report, you're entitled to a copy and the right to dispute inaccuracies.

  
  

• Pre-Adverse Action Notice: Before a final decision, you must receive notice with a copy of the report and a summary of your rights. You must be given reasonable time to respond.

  
  

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

  
  

• Vermont Ban-the-Box: Employers cannot ask about criminal history on initial applications. Criminal history inquiry occurs after interview or conditional offer. You must be given opportunity to explain circumstances and rehabilitation.

  
  

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

Application Strategy

1. Target Entry-Level Production Positions: Focus on Production Operator, Packaging Crew Member, and Sanitation Worker 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 supervisory or quality assurance positions initially if your record is recent.

   
   

2. Apply Through Official Channels: Submit your application through the official careers page or Indeed job listings. Check the careers page regularly as production positions are posted frequently. Consider applying to multiple facilities (Cabot, Middlebury, West Springfield, Chateaugay) to maximize opportunities.

   
   

3. Prepare for the Interview: Be ready to discuss your willingness to work various shifts, physical capabilities, and commitment to food safety. Research Cabot's products and B Corp certification. Emphasize reliability, teamwork, and attention to detail.

   
   

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. Under Vermont law, 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 in Vermont or your state of conviction. Vermont allows expungement for certain offenses after waiting periods. Contact 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. Food Manufacturing Has Constant Hiring Needs: Dairy production runs 24/7/365 with consistent turnover in production roles. Employee reviews note ongoing staffing challenges. Don't be discouraged by individual rejections—keep applying to different facilities and shifts.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at Cabot Creamery begin in entry-level production positions. Prove reliability by showing up on time, following food safety protocols, and being willing to learn. Rate increases every 6 months for the first two years provide built-in advancement.

   
   

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. Food Safety Preparation: Food manufacturing environments require strict hygiene, sanitation, and quality control compliance. Demonstrate understanding of food safety importance. Consider obtaining a ServSafe or food handler certification to stand out from other applicants.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. Cabot Creamery requires pre-employment drug screening for all positions. Testing is standard urinalysis. Be prepared and clean before applying.

   
   

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

   
   

7. Network and Use Employee Referrals: Current Cabot Creamery employees can provide referrals. Employee referrals often receive priority consideration. Network through LinkedIn or local workforce development programs to connect with current employees.

   
   

8. Be Flexible on Scheduling: Willingness to work second shift, third shift, weekends, and holidays increases your chances significantly. Many positions offer shift differentials ($1.00/hr for evenings, $3.00/hr for weekends). Production runs around the clock, creating opportunities on all shifts.

Benefits Overview

Cabot Creamery offers a comprehensive benefits package for full-time employees. Benefits are consistently rated positively by employees, with the retirement package being a particular highlight.

• Compensation: Hourly rates ranging from $19-35/hr depending on position and experience. Shift differentials of $1.00/hr for second shift (3pm-11pm) and additional $3.00/hr for weekend shifts (Friday 11pm - Sunday 11pm). Rate increases every 6 months for first two years. Average salary approximately $40,000-58,000 annually.

  
  

• 401(k) and Retirement: 401(k) plan with company match. Company-paid pension plan—a rare benefit in today's market that employees frequently praise. Both retirement benefits provide strong long-term financial security.

  
  

• Health Benefits: Comprehensive health insurance package. Dental and vision plans available. Coverage begins after eligibility period for full-time employees.

  
  

• Time Off: 128 hours of accrued vacation/sick time to start (first year prorated). 10 paid holidays, with 6 holidays paying 1.5x salary if worked.

  
  

• Additional Benefits: Tuition reimbursement/assistance for continuing education. Discounts on Cabot products and other specialty items. Training programs and internal promotion opportunities. Vermont locations offer scenic work environments.

Employee Perspectives

Pros: Great benefits package including rare pension; competitive pay with shift differentials; B Corp values and farmer-cooperative mission; opportunities for long-term careers; supportive coworkers; employee longevity common.

Cons: Frequent overtime expected; some locations experience high turnover; production environment can be physically demanding; some reports of inconsistent management; 24/7 operations mean weekend and holiday work.

Frequently Asked Questions

1. Does Cabot Creamery hire people with felonies?

   Yes, Cabot Creamery considers applicants with felony convictions on a case-by-case basis. As required by EEOC guidelines and Vermont's Ban-the-Box law, the company conducts individualized assessments rather than maintaining blanket exclusion policies. Best opportunities exist in entry-level production roles including Production Operator, Packaging Crew Member, and Sanitation Worker. Factors that improve chances include time elapsed since conviction, nature of the offense relative to job duties, and evidence of rehabilitation.

   
   

2. What is the background check process at Cabot Creamery?

   Cabot Creamery conducts background checks after extending a conditional offer of employment, consistent with Vermont law. The process includes criminal history verification at county, state, and federal levels; identity verification through SSN trace; employment history verification; and mandatory drug screening. You must provide written consent before the check begins. If issues arise, you'll receive a pre-adverse action notice with a copy of the report and opportunity to respond before final decision.

   
   

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

   The standard criminal lookback period is 7 years for most positions. Employment verification typically extends 5-7 years. Serious violent offenses and food safety-related crimes may be considered beyond the standard lookback period. Vermont does not have a state law limiting criminal background check lookback periods for private employers, so federal FCRA guidelines apply.

   
   

4. What types of convictions make hiring more difficult at Cabot Creamery?

   Highest difficulty: Recent theft, embezzlement, or fraud (due to inventory access); violent offenses (workplace safety); food safety violations or tampering; drug manufacturing or trafficking. Moderate difficulty: Older property crimes; DUI/DWI (especially for non-driving positions). Lower difficulty: Simple drug possession with rehabilitation; older non-violent offenses; crimes unrelated to food handling or workplace safety. All are subject to individualized assessment.

   
   

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

   Production Operator ($19-25/hr) is the best entry point with high-volume hiring across multiple departments. Packaging Crew Member ($20-21/hr) involves cheese packaging on production lines. Sanitation Worker ($19-22/hr) is food safety critical with third shift positions commonly available. Warehouse Associate ($20-24/hr) includes forklift operation with company-provided training and certification. These positions offer the lowest barriers and most consistent hiring needs.

   
   

6. Does Cabot Creamery drug test, and what kind of test do they use?

   Yes, Cabot Creamery requires mandatory pre-employment drug screening for all positions. The company maintains a drug-free workplace policy. Testing is typically a standard urinalysis panel. Timing is after conditional offer is extended. Failing the drug test is disqualifying. If you have substance issues, address them completely before applying.

   
   

7. When during the hiring process will Cabot Creamery ask about criminal history?

   Under Vermont's Ban-the-Box law, Cabot Creamery cannot ask about criminal history on the initial job application. The company may inquire about criminal history during an interview or after you have been deemed otherwise qualified for the position. Background checks are conducted after a conditional offer of employment is extended. You must be given the opportunity to explain circumstances and rehabilitation efforts.

   
   

8. Can someone advance to management at Cabot Creamery if they have a felony?

   Yes, advancement to management is possible for employees with felony records, though supervisory and management positions face increased scrutiny during promotion consideration. Employee reports indicate promotions are largely based on seniority and demonstrated reliability. Strategy: Build a track record of excellent attendance, food safety compliance, and teamwork. Take advantage of training opportunities. Long-term employees with clean records since hire have successfully advanced to leadership roles.

   
   

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

   The overall hiring process averages 2-4 weeks from application to start date based on employee reports. Interview scheduling typically occurs within 1-2 weeks of application. Background checks take approximately 1-2 weeks after conditional offer. Some production positions may be filled more quickly due to urgent staffing needs—employee reports indicate some were hired "on the spot." Drug testing is typically completed within a few days of conditional offer.

   
   

10. What can applicants do to improve their chances of getting hired at Cabot Creamery?

    Key strategies:

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

    (2) Be completely honest about your record when asked—never lie;

    (3) Prepare a brief, mature explanation of your conviction and rehabilitation;

    (4) Gather documentation of rehabilitation efforts (certificates, references, employment history);

    (5) Be flexible on scheduling—willingness to work nights, weekends, and holidays is highly valued;

    (6) Demonstrate understanding of food safety importance;

    (7) Emphasize reliability, punctuality, and teamwork;

    (8) Check your own background report for errors before applying;

    (9) Research expungement eligibility;

    (10) Follow up professionally after applying.

Alternative Second Chance Employers

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

Conclusion

Cabot Creamery offers genuine opportunities for individuals with criminal records, particularly in entry-level production and packaging positions. As a B Corp certified farmer-owned cooperative with approximately 500 employees across Vermont, Massachusetts, and New York, the company provides a realistic pathway to stable employment with excellent benefits including a rare company-paid pension plan.

The work is physically demanding in a 24/7 food manufacturing environment with frequent overtime requirements. However, the compensation is competitive at $19-35/hr plus shift differentials, and the benefits package is consistently praised by employees. Career advancement is possible—many leadership positions are filled through internal promotion, and the company emphasizes employee development and training.

Key Success Factors: Target entry-level production positions; be completely honest about your record; prepare a concise rehabilitation narrative; document positive changes since conviction; demonstrate understanding of food safety importance; be flexible on scheduling including nights and weekends; emphasize reliability and teamwork.

Biggest Barriers: Recent theft or fraud convictions (inventory access concerns); violent offenses (workplace safety); food safety-related crimes; recent felonies within 2-3 years regardless of type; dishonesty during the hiring process.

Vermont's strong fair chance protections through the Ban-the-Box law give applicants the opportunity to demonstrate qualifications before background discussions occur. Combined with Cabot Creamery's B Corp values and consistent labor needs, this creates a favorable environment for second chance employment. Stay persistent, be honest, and demonstrate the reliability that food manufacturing employers need. 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 Cabot Creamery.

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://cabotcreamery.com/pages/careers