Quick Answer

Yes, Cajun Industries hires individuals with felony convictions for certain positions. As one of Louisiana's largest heavy industrial construction contractors with approximately 3,500 employees, Cajun Industries operates as an Equal Opportunity and Affirmative Action employer. Employment decisions are based upon legitimate non-discriminatory reasons, and a felony is not an automatic disqualifier.

However, employment is strictly conditional upon passing a background check and mandatory drug screening. The law prohibits companies from having a blanket policy excluding all felons. Instead, Cajun must conduct an individualized assessment to determine if a conviction is job-related and consistent with business necessity.

The greatest barriers are created by felonies related to violence or weapons (severe safety risks on industrial sites), theft, fraud, or embezzlement (access to valuable equipment and materials), and drug-related offenses (strict drug-free workplace requirements in industrial construction). Recent offenses within the past 7-10 years face the highest scrutiny regardless of type.

The best entry points are high-volume skilled trade positions like Laborers, Craft Helpers, Pipefitter Helpers, and Equipment Operators. Construction's constant demand for labor creates regular opportunities, and Cajun's workforce development programs offer pathways to NCCER certification and career advancement.

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 Cajun Industries is not allowed to automatically exclude you solely for having a felony. EEOC guidelines and Louisiana's Fair Chance Law (Act 406) require individualized assessment of all applicants.

  
  

• Job-Related Assessment: Must be prepared for the company to evaluate whether your felony is related to job duties using the Green Factors: nature of the crime, time elapsed since offense, and nature of the job sought.

  
  

• Physical Requirements: Must be capable of performing physically demanding work in plant operations or construction jobsite settings. Roles require lifting up to 50 pounds, climbing, working at heights, and extended periods outdoors in varying weather conditions.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test. Cajun Industries maintains a strict drug-free workplace policy with ongoing random testing. This is non-negotiable in heavy industrial construction due to safety requirements.

  
  

• 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, even after you have been hired.

  
  

• Work Authorization: Must be legally authorized to work in the United States and able to provide required I-9 documentation.

  
  

• Safety Certification Willingness: Must be willing to complete OSHA and site-specific safety training. Cajun requires all employees to learn and understand safety hazards related to their work.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Cajun Industries operates primarily in Louisiana and Texas, with Louisiana having stronger fair chance protections. As an employer with over 3,500 employees, Cajun must comply with both federal EEOC guidelines and Louisiana's Fair Chance Law (Act 406). Texas has no statewide ban-the-box law for private employers, but EEOC guidelines still 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, Cajun Industries 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. This gives you an opportunity to present mitigating evidence.

State-Specific Considerations

Louisiana has robust Fair Chance protections through Act 406 (effective August 2021). This law applies to employers with 20+ employees and prohibits considering arrest records that did not result in conviction. When evaluating convictions, employers must make an individualized assessment. Louisiana limits most conviction lookback to 7 years. Texas has no statewide ban-the-box law for private employers, but EEOC guidelines apply and the Texas Workforce Commission supports second chance hiring.

Construction Industry-Specific Considerations

The heavy industrial construction industry involves hazardous work environments, access to dangerous machinery, and valuable equipment and materials, creating specific regulatory considerations. Cajun operates on petrochemical plants, refineries, power plants, and other industrial sites where safety is paramount. Drug-free workplace requirements are strictly enforced, with pre-employment and random testing mandatory. Violence-related offenses face intense scrutiny due to the potential for workplace incidents in high-stress, physically demanding environments. Some client facilities may have their own security clearance requirements that could affect access for certain workers. However, the construction industry's high demand for skilled labor generally creates more opportunities for second chance employment compared to other sectors.

Company Overview

Cajun Industries, LLC is a nationally recognized heavy civil construction company founded in 1973 in Baton Rouge, Louisiana. The company has grown into a full-service EPC (Engineering, Procurement, and Construction) contractor providing turnkey services to major industrial clients. Cajun employs approximately 3,500 people and generates annual revenue of approximately $2.2 billion. The company serves oil and gas, refining, chemical processing, power, manufacturing, and governmental infrastructure markets. Cajun is privately held and family-owned, founded by Lane Grigsby with current leadership including CEO Todd Grigsby.

Company Fast Facts

Hiring Policy Analysis

Cajun Industries operates as an Equal Opportunity and Affirmative Action employer, basing hiring decisions solely upon legitimate non-discriminatory reasons. The company complies with Louisiana's Fair Chance Law (Act 406) and EEOC guidelines requiring individualized assessment of criminal histories. Background checks are conducted after conditional job offers, giving applicants the opportunity to interview and demonstrate qualifications before criminal history is considered. The company's hiring process typically includes application submission, phone screening, interview, conditional offer, background check/drug test, and final hiring decision. Cajun operates as a merit shop (non-union) and emphasizes workforce development through its training programs.

Position-Specific Barriers

Barrier levels are determined by safety requirements, access to valuable equipment, supervision level, and client facility security requirements.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company job postings. Actual compensation varies by location, experience, shift, and project type. Overtime is common and can significantly increase earnings.

Career Path Examples

Cajun Industries emphasizes internal advancement and provides workforce development programs through NCCER (National Center for Construction Education and Research) certification. The company offers training for craftspeople to advance from helper to journeyman to certified plus levels. Many leadership positions are filled through internal promotion.

Pipefitting Track: Pipefitter Helper ($17-22/hr) → Pipefitter ($28-36/hr) → Certified Pipefitter ($34-40/hr) → Pipefitting Foreman ($55K-75K/yr). Advancement requires NCCER Knowledge Verified (KV) and Performance Verified (PV) assessments.

Welding Track: Welder Helper ($16-20/hr) → Structural Welder ($26-32/hr) → Combo Welder ($32-38/hr) → Welding Foreman ($55K-70K/yr). Progression requires welding certifications and passing practical assessments.

Equipment Operations Track: Light Equipment Operator ($18-24/hr) → Heavy Equipment Operator ($24-32/hr) → Crane Operator ($30-40/hr) → Operator Foreman ($60K-80K/yr). Requires equipment certifications and clean safety record.

Background Check Process

Understanding Cajun Industries' 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, giving you the opportunity to interview and demonstrate your qualifications before criminal history is considered.

• What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; identity verification through SSN trace and address history; employment history verification; drug screening (mandatory 5+ panel test for all positions); driving record for positions requiring vehicle operation.

  
  

• Lookback Period: Standard 7-year criminal lookback in Louisiana per the Fair Chance Law. Serious violent felonies may be considered beyond this period. Employment verification typically extends 5-7 years. Texas has no statutory lookback limit, but EEOC guidance favors limiting consideration of older offenses.

  
  

• Timeline: The hiring process averages approximately 1-2 weeks from application to hire based on employee reports. Background checks typically take 3-7 business days to complete after conditional offer. Drug test results are usually available within 24-48 hours. The process may take longer for positions requiring additional screening.

  
  

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

  
  

Disqualifying Factors

High Risk for Disqualification: Recent violent felonies (assault, battery, weapons offenses) due to industrial site safety concerns; drug-related offenses (zero tolerance in drug-free workplace); theft, fraud, or embezzlement (access to valuable equipment); DUI/DWI for driving positions; sexual offenses; any felony within the past 2-3 years regardless of type.

Lower Risk (Case-by-Case): Non-violent property crimes older than 5 years; drug possession (not distribution) older than 5-7 years with evidence of rehabilitation; older offenses unrelated to construction work. All subject to individualized assessment considering rehabilitation evidence, employment history, 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 (typically 5 business days) to respond with mitigating evidence.

  
  

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

  
  

• Louisiana Fair Chance Law: Arrest records that did not result in conviction cannot be used against you. You may request a copy of any background check information used in hiring decisions.

  
  

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

Application Strategy

1. Target Entry-Level Craft Helper Positions: Focus on Laborer, Pipefitter Helper, Ironworker Helper, or Carpenter Helper positions which have the lowest barriers and highest volume hiring needs. These roles offer the best opportunity to get your foot in the door.

   
   

2. Apply Through Official Channels: Submit your application through cajunusa.com/work-with-us or call the Baton Rouge Hiring Center at 225-754-0275 or Houston Hiring Center at 281-680-1490. Applications are also accepted on Indeed, LinkedIn, and Glassdoor.

   
   

3. Prepare for the Interview: Be ready to discuss your relevant skills, commitment to safety, and physical capabilities. Research Cajun's projects and services. Emphasize reliability, teamwork, and willingness to learn.

   
   

4. Be Completely Honest: Never lie about your criminal history. Dishonesty is an automatic disqualifier. Wait until asked or until after a conditional offer to discuss your record. Louisiana law prohibits asking before an offer for state employers.

   
   

5. Prepare Your Narrative: Have a brief, honest explanation ready: acknowledge the offense without 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: completion of treatment programs, educational certificates, vocational training (especially construction-related), stable housing, employment history, community involvement, and references from employers or community members.

   
   

7. Check Expungement Eligibility: Research whether your offense qualifies for sealing or expungement in Louisiana or Texas. Contact Louisiana Appellate Project or local legal aid 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 1-2 weeks. If you receive a pre-adverse action notice, respond promptly with rehabilitation documentation. Persistence demonstrates the qualities employers value.

Tips for Applicants with Records

1. Construction Has Constant Hiring Needs: Industrial construction has consistent turnover and project-based staffing. Cajun works on major projects requiring thousands of workers. Don't be discouraged by individual rejections—keep applying to new projects and positions.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at Cajun begin as laborers or helpers. Prove reliability through consistent attendance, safety compliance, and quality work. NCCER training programs provide pathways to certifications and higher-paying skilled positions.

   
   

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. Get Construction Training: Consider OSHA 10 or OSHA 30 certification before applying. Basic construction safety training demonstrates commitment and gives you an advantage. ABC (Associated Builders and Contractors) offers training programs in Louisiana and Texas.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. Cajun requires pre-employment testing and random ongoing testing. This is non-negotiable in industrial construction. Allow adequate time for substances to clear your system.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and any consistent work history—even informal work shows you can be counted on. Construction employers value dependability and the ability to show up consistently.

   
   

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

   
   

8. Be Flexible on Location and Schedule: Willingness to work various shifts, overtime, and travel to different project sites increases your chances significantly. Construction work often requires flexibility, and demonstrating this upfront helps.

Benefits Overview

Cajun Industries offers a competitive benefits package rated 3.7/5 stars by employees on Glassdoor. Benefits eligibility begins after completing the introductory period. The company pays employees weekly.

• Compensation: Pay ranges from $14-19/hr for laborers to $34-40/hr for certified skilled trades. Salaried positions range from $55K-112K annually. Overtime is common and paid at time-and-a-half. Weekly pay schedule.

  
  

• 401(k) and Retirement: 401(k) plan available with employer match up to $2,000 annually after one year of service. Standard investment options available.

  
  

• Health Benefits: Medical, dental, and vision insurance available. Healthcare is subsidized (not fully paid by company). FSA/HSA options available. Benefits upgrade every 5 years of tenure. Coverage rated highly by employees.

  
  

• Time Off: Vacation accrues for non-salaried employees. Salaried employees receive approximately 10 days vacation. One week vacation after first year; two weeks after 5 years. Major holidays paid. Sick time policy varies.

  
  

• Additional Benefits: Company-paid life insurance; optional supplemental life insurance; disability insurance available; training and development programs (NCCER certification); tuition assistance for trade training.

  
  

Employee Perspectives

Pros: Good pay with overtime opportunities; strong safety culture; training and advancement programs; good health benefits; weekly pay; stable work with long-term projects; family-driven company culture.

Cons: PTO doesn't accrue until second year; no per diem on travel projects; physical demands in hot weather; work-life balance can be challenging; some report inconsistent management depending on project.

Frequently Asked Questions

1. Does Cajun Industries hire people with felonies?

   Yes, Cajun Industries does hire individuals with felony convictions for certain positions. As an Equal Opportunity employer, the company bases hiring decisions on legitimate non-discriminatory reasons and conducts individualized assessments as required by EEOC guidelines and Louisiana's Fair Chance Law. Entry-level craft positions (laborers, helpers) offer the best opportunities. However, recent violent offenses, drug-related felonies, and theft crimes face significant scrutiny due to industrial site safety and integrity concerns.

   
   

2. What is the background check process at Cajun Industries?

   Cajun conducts background checks after extending a conditional job offer. The process includes criminal history at county, state, and federal levels, identity verification, employment history verification, and mandatory drug screening. A third-party consumer reporting agency typically conducts the check. Results are reviewed using an individualized assessment considering the nature of the offense, time elapsed, and job relevance. The entire process typically takes 3-7 business days.

   
   

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

   Louisiana law limits most conviction consideration to 7 years under the Fair Chance Law (Act 406). However, serious violent felonies may be considered beyond this period. Texas has no statutory lookback limit, but EEOC guidance favors limiting consideration of older offenses. Employment verification typically extends 5-7 years. Arrest records that did not result in conviction cannot be used against applicants in Louisiana.

   
   

4. What types of convictions make hiring more difficult at Cajun Industries?

   The most challenging convictions include: violent felonies (assault, weapons offenses) due to industrial site safety; drug offenses (strict drug-free workplace); theft, fraud, or embezzlement (access to valuable equipment); DUI/DWI (for driving positions); and any felony within the past 2-3 years. Older non-violent offenses unrelated to construction work are generally viewed more favorably through individualized assessment.

   
   

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

   The most accessible positions include: Laborer ($14-19/hr) for general construction tasks; Pipefitter Helper ($17-22/hr) assisting skilled pipefitters; Ironworker Helper ($16-20/hr) supporting ironwork crews; Carpenter Helper ($15-19/hr) for formwork and structures; and Rodman for surveying support. These entry-level roles have highest turnover and hiring volume, with pathways to advancement through Cajun's NCCER training programs.

   
   

6. Does Cajun Industries drug test, and what kind of test do they use?

   Yes, drug testing is mandatory and non-negotiable at Cajun Industries. Pre-employment testing is required for all positions, with random testing conducted throughout employment. The company typically uses a standard 5+ panel urine test screening for amphetamines, cocaine, marijuana, opiates, and PCP. Industrial construction's strict safety requirements mean zero tolerance for drug/alcohol policy violations. A positive test results in immediate disqualification or termination.

   
   

7. When during the hiring process will Cajun Industries ask about criminal history?

   Criminal history is typically addressed after a conditional job offer is extended. Louisiana's Fair Chance Law (Act 406) requires individualized assessment of convictions before making employment decisions. You will not be asked about criminal history on the initial application. Background checks are conducted only after you've had the opportunity to interview and receive a conditional offer, giving you a chance to demonstrate your qualifications first.

   
   

8. Can someone advance to management at Cajun Industries if they have a felony?

   Yes, advancement to supervisory and management positions is possible for individuals with criminal records, though it may require more time to establish trust. Cajun promotes from within and offers NCCER certification programs for career advancement. Progression from helper to journeyman to foreman is common. Management positions face increased scrutiny due to financial responsibilities and client interface. A consistent track record of reliability, safety compliance, and quality work over several years significantly improves advancement prospects.

   
   

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

   The overall hiring process typically takes 1-2 weeks from application to start date. Background checks specifically take 3-7 business days to complete after the conditional offer. Drug test results are usually available within 24-48 hours. Employee reports indicate a relatively quick hiring process compared to other industries. Project-specific hiring may be faster when immediate staffing needs exist.

   
   

10. What can applicants do to improve their chances of getting hired at Cajun Industries?

    Key strategies include:

    (1) Target entry-level helper positions;

    (2) Obtain OSHA 10/30 certification before applying;

    (3) Be completely honest about your record;

    (4) Prepare a brief, positive narrative about your rehabilitation;

    (5) Document positive changes with certificates and references;

    (6) Check for expungement eligibility;

    (7) Pass the drug test (address any substance issues well in advance);

    (8) Demonstrate flexibility on schedule and location;

    (9) Highlight stable housing and reliable transportation;

    (10) Follow up professionally after applying.

Alternative Second Chance Employers

If Cajun Industries doesn't work out, consider these employers known for fair chance hiring practices in construction and related industries:

Conclusion

Cajun Industries offers genuine opportunities for individuals with criminal records, particularly in entry-level craft positions such as laborers and craft helpers. As one of Louisiana's largest industrial construction contractors with approximately 3,500 employees, the company provides a realistic pathway to stable employment with competitive pay, benefits, and career advancement through NCCER certification programs.

The work is physically demanding with strict safety and drug-free workplace requirements. Compensation is competitive ($14-19/hr entry-level, $28-40/hr skilled trades), overtime is common, and weekly pay provides immediate income. Benefits include health insurance, 401(k) with match, and training programs.

Key Success Factors: Target entry-level helper positions; complete OSHA certification; be honest about your record; document rehabilitation; pass the drug test; demonstrate flexibility; maintain consistent attendance once hired.

Biggest Barriers: Recent violent offenses; drug-related felonies; theft or fraud convictions; inability to pass drug screening; dishonesty during application.

Construction's labor demand creates regular opportunities. Cajun's commitment to workforce development means a criminal record doesn't have to be a permanent barrier. Stay persistent, be honest, and focus on entry-level positions to begin your path forward.

Disclaimer

This guide provides general information and should not be considered legal advice. Hiring policies vary by position, location, project, 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 Cajun Industries.

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. Louisiana's Fair Chance Law (Act 406) applies to employers with 20+ employees. Consult with an employment attorney or legal aid organization for specific legal advice about your situation.

Apply Now:

https://cajunusa.com/work-with-us/