Quick Answer

Yes, Case IH (a brand of CNH Industrial) hires individuals with felony convictions for manufacturing positions. As a global manufacturer of agricultural equipment with major US manufacturing plants in Wisconsin, Iowa, Kansas, North Dakota, and Pennsylvania, Case IH operates under EEOC guidelines requiring individualized assessment. CNH Industrial employs approximately 40,000+ employees globally and operates 37 manufacturing facilities worldwide. Employment decisions are conditional upon satisfactory background checks 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. Wisconsin, where major facilities are located, has unique protections making criminal record a protected category under the Wisconsin Fair Employment Act.

The greatest barriers are created by felonies related to violence or weapons offenses (due to safety concerns in industrial environments), theft, fraud, or embezzlement (due to high-value equipment and materials), and drug offenses (strict drug-free workplace policy). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Best opportunities exist in Production Worker, Assembler, and Welder/Fabricator positions where high-volume hiring needs create consistent openings. Manufacturing environments value reliability, safety compliance, and willingness to work—qualities that Second Chance applicants can demonstrate. CNH Industrial offers industry-leading benefits including an exceptional 401(k) with up to 12% company match.

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 Case IH/CNH Industrial is not allowed to automatically exclude you solely for being a felon. EEOC guidelines require individualized assessment. Wisconsin law adds "substantial relationship" protection.

  
  

• Job-Related Assessment: Must be prepared for the company to evaluate whether your felony is related to the job duties. Violence convictions face scrutiny for any position; theft for positions with equipment access.

  
  

• Physical Requirements: Manufacturing positions require standing for extended periods, lifting up to 50+ pounds, manual dexterity, and ability to work in industrial environments with heat, noise, and heavy machinery.

  
  

• Drug Screen: Must pass mandatory pre-employment drug screening. CNH Industrial maintains strict drug-free workplace policy. Testing is typically a urine panel. Zero tolerance for positive results.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked (typically post-offer). Lying is an immediate disqualifier and grounds for 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 Certification: Must be willing to complete safety training and comply with all OSHA and company safety protocols. Manufacturing environments have strict safety requirements.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Case IH/CNH Industrial operates major US facilities in Wisconsin (Racine), Iowa (Burlington), Kansas (Wichita), North Dakota (Fargo), and Pennsylvania (New Holland). Wisconsin has particularly strong protections making criminal record a protected category under state law.

EEOC Guidelines

The Equal Employment Opportunity Commission advises employers not to automatically refuse applicants based on criminal records. Employers must conduct an individualized assessment using 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 when they have disparate impact.

FCRA Requirements

If a third party conducts the background check and employment is denied based on the report, CNH Industrial 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. Standard 7-year lookback applies for most non-conviction information.

State-Specific Considerations

Wisconsin has uniquely strong protections under the Wisconsin Fair Employment Act (WFEA), which makes criminal record a protected category—one of only a handful of states to do so. Private employers may not refuse to hire based on arrest or conviction unless it is "substantially related" to the job duties. This means CNH Industrial must evaluate whether the specific conviction relates to specific job responsibilities. Iowa, North Dakota, and Kansas have more limited protections with Ban the Box applying primarily to public employers.

Heavy Manufacturing-Specific Considerations

The heavy manufacturing industry involves high-value equipment, dangerous machinery, and team-based production environments. Safety is paramount—violence or weapon convictions raise concerns about co-worker safety. Theft convictions are scrutinized due to access to valuable parts and equipment. Drug offenses raise workplace safety concerns given operation of heavy machinery. Many positions are represented by the United Auto Workers (UAW) union, which provides additional worker protections and grievance procedures.

Company Overview

Case IH is a leading American agricultural machinery manufacturer and brand of CNH Industrial (NYSE: CNHI), an Italian-American multinational corporation. Case IH traces its origins to 1842 when Jerome Case founded Racine Threshing Machine Works in Wisconsin. The brand was created in 1985 when Tenneco merged J.I. Case with International Harvester's agricultural division. Today, Case IH manufactures tractors, combines, balers, cotton pickers, sugar cane harvesters, planters, and tillage equipment sold through a global dealer network.

CNH Industrial, the parent company, is a global capital goods company with approximately 40,000+ employees worldwide. The company operates 37 manufacturing facilities globally, with major US production locations including Racine (Wisconsin), Burlington (Iowa), Wichita (Kansas), Fargo (North Dakota), Grand Island (Nebraska), and New Holland (Pennsylvania). CNH Industrial was the seventh-largest machinery manufacturer worldwide as of 2024, with agricultural equipment revenue exceeding $18 billion annually.

The company has faced recent challenges with agricultural market conditions leading to workforce reductions at some facilities. In 2022-2023, UAW workers at the Racine and Burlington plants went on strike for nearly nine months before reaching a three-year contract agreement. Despite market fluctuations, the company maintains significant manufacturing operations and continues hiring for production positions.

Company Fast Facts

• Founded: 1842 (J.I. Case); Case IH brand created 1985

• Parent Company: CNH Industrial N.V. (NYSE: CNHI)

• Headquarters: Racine, Wisconsin (Case IH North America)

• Global Employees: 40,000+ (CNH Industrial)

• US Manufacturing: Racine WI, Burlington IA, Wichita KS, Fargo ND, Grand Island NE, New Holland PA

• Brands: Case IH, New Holland Agriculture, CASE Construction, New Holland Construction

• Revenue: $19.84 billion (CNH Industrial 2024)

• CEO: Gerrit Marx (CNH Industrial)

• Union: United Auto Workers (UAW) at major US plants

Hiring Policy Analysis

Case IH/CNH Industrial follows EEOC guidelines for individualized assessment of applicants with criminal records. The company cannot maintain blanket exclusion policies and must evaluate each applicant based on the nature of their conviction, time elapsed, and relationship to the job sought. Wisconsin's strong fair employment protections requiring "substantial relationship" between conviction and job duties provide additional safeguards for applicants at the Racine facility. As a large industrial manufacturer with UAW representation, the company has established hiring processes and union protections that can benefit Second Chance applicants.

Position-Specific Barriers

Barrier levels are determined by safety responsibilities, equipment access, financial handling, and supervisory authority.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and employee reports. Actual compensation varies by location, experience, and shift. UAW-represented positions have negotiated wage scales. Overtime frequently available.

Career Path Examples

CNH Industrial emphasizes internal advancement and offers training programs. Many supervisors and managers started in entry-level production roles. UAW seniority provisions provide structured advancement opportunities.

Production Track: Production Worker ($19-22/hr) → Assembly Technician ($22-26/hr) → Senior Assembler ($24-28/hr) → Team Lead ($26-32/hr) → Production Supervisor ($66K-80K/yr). Typically 3-5 years per advancement level.

Skilled Trades Track: Entry-Level ($18-20/hr) → Apprentice Welder ($20-23/hr) → Certified Welder ($23-27/hr) → Senior Welder/Fabricator ($26-32/hr) → Trades Supervisor ($70K-90K/yr). Certification and on-the-job training.

Maintenance Track: Material Handler ($18-22/hr) → Maintenance Helper ($20-24/hr) → Maintenance Technician ($25-32/hr) → Senior Maintenance Tech ($30-38/hr) → Maintenance Supervisor ($75K-95K/yr). Technical certifications valued.

Background Check Process

Understanding CNH Industrial's background check process helps you prepare. The company conducts background checks after conditional job offers, giving you opportunity to interview and demonstrate your qualifications first. Wisconsin's substantial relationship test provides additional protections at the Racine facility.

What They Check: Criminal history at county, state, and federal levels; identity verification through SSN trace; employment history verification; drug screening (mandatory pre-employment); education verification for positions requiring specific credentials.

Lookback Period: Standard 7-year lookback under FCRA for non-conviction information. Criminal convictions may be reported indefinitely but must be assessed using individualized assessment. Wisconsin requires substantial relationship to job duties.

Timeline: Background checks typically take 5-10 business days after authorization. Drug screening results usually available within 2-3 days. Total hiring timeline averages 2-4 weeks from application to start date for production positions.

Process Flow: Application submitted → Phone screening → Interview(s) → Conditional offer extended → Background check and drug test authorization → Checks conducted → Results reviewed using individualized assessment → Pre-adverse or adverse action notice if applicable → Final hiring decision → Start date confirmed → Orientation and safety training.

Disqualifying Factors

High Risk for Disqualification: Recent violent crimes or weapons offenses (co-worker safety in industrial environment); failed drug test (zero tolerance); theft, fraud, or embezzlement (high-value equipment access); dishonesty during application process.

Position-Specific Concerns: Driving positions: DUI/DWI, license suspensions. Forklift operation: recent safety-related violations. Financial roles: fraud, embezzlement. Supervisory positions: any conviction receives heightened scrutiny due to authority over others.

Case-by-Case Consideration: Older offenses (7+ years); non-violent crimes unrelated to manufacturing duties; offenses with demonstrated rehabilitation; minor drug possession (though drug test still required). Wisconsin law requires conviction be "substantially related" to job duties.

Your Rights as Applicant

• Wisconsin Fair Employment Act: Criminal record is a protected category. Employers cannot refuse to hire based on conviction unless it is "substantially related" to job duties. This is one of the strongest protections in the nation for applicants with records.

  
  

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

  
  

• Right to Respond: If employer makes preliminary decision to withdraw offer based on criminal history, you must be notified and given opportunity to respond with evidence challenging accuracy or demonstrating rehabilitation.

  
  

• UAW Protections: At union-represented facilities, UAW contract may provide additional protections and grievance procedures if you believe you were unfairly denied employment based on criminal record.

Application Strategy

1. Target Entry-Level Production Positions: Focus on Production Worker, Assembler, and Material Handler positions which have the highest hiring volume and lowest barriers. These roles offer the best opportunity to demonstrate reliability before advancing.

   
   

2. Apply Through Official Channels: Submit applications through careers.cnh.com. CNH Industrial also posts positions on Indeed, LinkedIn, and Glassdoor. Apply to multiple locations (Racine, Burlington, Wichita, Fargo) to maximize opportunities.

   
   

3. Highlight Relevant Skills: Emphasize any manufacturing experience, trade skills (welding, machine operation), forklift certification, or mechanical aptitude. Physical fitness and ability to stand for extended periods are valued.

   
   

4. Emphasize Safety Commitment: Manufacturing employers prioritize safety. Highlight any safety certifications (OSHA 10/30), previous safety record, and commitment to following protocols. Demonstrate you understand industrial safety requirements.

   
   

5. Prepare Your Narrative: Have a brief, honest explanation ready: acknowledge the offense without excuses, describe what you learned, explain how you've changed. Focus on reliability, work ethic, and commitment to being a productive team member.

   
   

6. Document Rehabilitation: Gather evidence: completion of treatment programs, educational certificates, trade certifications, stable employment history, character references from employers, probation officers, or community members.

   
   

7. Utilize Right to Respond: If you receive notice of preliminary decision to withdraw offer, use the opportunity to submit detailed statement and documentation of rehabilitation and mitigating circumstances. This is your chance to make your case.

   
   

8. Be Completely Honest: When asked about criminal history, be truthful.

   Dishonesty is an immediate disqualifier. In Wisconsin, only convictions "substantially related" to job duties can be used—but lying about your record has no such protection.

Tips for Applicants with Records

1. Manufacturing Has Constant Hiring Needs: Heavy manufacturing has consistent turnover in production positions. Despite recent layoffs, CNH Industrial continues hiring for core production roles. Don't be discouraged by individual rejections—keep applying.

   
   

2. Wisconsin Offers Strong Protections: If possible, target the Racine facility. Wisconsin's Fair Employment Act makes criminal record a protected category and requires "substantial relationship" between conviction and job duties—one of the strongest protections in the US.

   
   

3. Get Certifications: Welding certifications (AWS), forklift certification, OSHA safety training, or CNC operation training significantly improve your chances. Community colleges and vocational programs often offer these at low cost.

   
   

4. Pass the Drug Test: Absolutely mandatory in manufacturing. Address any substance issues completely before applying. Operating heavy machinery requires zero tolerance for impairment. Be completely clean.

   
   

5. Run Your Own Background Check: Know what will appear before employers see it. Request your criminal record from relevant state agencies. Dispute any errors or outdated information in advance.

   
   

6. Be Flexible on Shift: Willingness to work second shift, third shift, weekends, and overtime significantly increases your chances. Night shifts often have less competition for positions and premium pay.

   
   

7. Leverage the 401(k): CNH Industrial's industry-leading 401(k) with up to 12% company match is an exceptional benefit. Express genuine interest in long-term career and retirement security—this signals commitment.

   
   

8. Understand Union Benefits: UAW representation at major plants provides job security, grievance procedures, and seniority-based advancement. Once hired, the union provides additional protections for your employment.

Benefits Overview

CNH Industrial offers a comprehensive benefits package that is frequently cited as industry-leading, particularly the 401(k) program. Benefits are a major competitive advantage for attracting and retaining manufacturing talent.

• 401(k) Retirement Plan: Industry-leading program. Company contributes up to 12% match when employee contributes 10%. Employees consistently rate this as exceptional benefit. 3 years to fully vest in company match. Can accumulate significant retirement savings.

  
  

• Health Insurance: Medical, dental, and vision insurance through United Healthcare. Multiple plan options from high-deductible with HSA to comprehensive coverage with no deductibles. Premiums vary by plan selection.

  
  

• Additional Insurance: Disability insurance (short-term and long-term). Life insurance. Health Savings Account (HSA) and Flexible Spending Account (FSA) options available.

  
  

• Paid Time Off: Vacation time accrual based on tenure. Paid sick leave. Holiday pay. Bereavement leave. UAW contracts may specify additional PTO provisions at union facilities.

  
  

• Work-Life Balance: Paid parental leave available. Flexible work policies where applicable. Half-day Fridays during summer (salaried positions). Overtime available for hourly workers seeking additional income.

  
  

• Education and Development: Tuition assistance programs. Professional development opportunities. Internal training programs. Apprenticeship programs for skilled trades.

  
  

Employee Perspectives

Pros: Exceptional 401(k) match (consistently praised); competitive starting salaries; comprehensive health coverage; flexible work arrangements; overtime opportunities; good coworkers; stable company.

Cons: Rising health insurance premiums; workload fluctuations; communication issues; management challenges at some locations; recent layoffs creating uncertainty; limited advancement at some facilities.

Frequently Asked Questions

1. Does Case IH hire people with felonies?

   Yes, Case IH (CNH Industrial) hires individuals with felony convictions for manufacturing positions. The company must follow EEOC guidelines requiring individualized assessment rather than blanket exclusions. Best opportunities exist in production, assembly, and welding positions. Wisconsin facilities have additional protections under state fair employment law.

   
   

2. What is the background check process at Case IH?

   Background checks are conducted after a conditional job offer. The process includes criminal history check, identity verification, employment verification, and mandatory drug screening. You must provide written consent. If the check reveals concerns, you receive notice and opportunity to respond before final decision. The process typically takes 5-10 business days.

   
   

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

   Standard 7-year lookback under FCRA for most non-conviction information. Criminal convictions may be reported indefinitely but are evaluated using individualized assessment considering time elapsed, offense nature, and job relevance. In Wisconsin, convictions must be "substantially related" to job duties to be used in hiring decisions.

   
   

4. What types of convictions make hiring more difficult at Case IH?

   Violent crimes and weapons offenses face highest scrutiny due to co-worker safety in industrial environments. Theft, fraud, and embezzlement are scrutinized due to access to valuable equipment and materials. Drug offenses raise workplace safety concerns. Recent offenses (within 7 years) create greater barriers than older offenses. Failed drug tests are automatic disqualifiers.

   
   

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

   Production Worker ($19-22/hr), Assembly Line Worker ($18-21/hr), and Material Handler ($18-22/hr) positions offer the best entry points. These roles have high hiring volume, lower barriers, and provide opportunity to demonstrate reliability. UAW representation at major plants provides job security once hired.

   
   

6. Does Case IH drug test, and what kind of test do they use?

   Yes, CNH Industrial requires mandatory pre-employment drug screening for all manufacturing positions. Testing is typically a urine panel testing for common substances. Zero tolerance policy—positive results are disqualifying. Additional random testing may occur during employment, especially for safety-sensitive positions.

   
   

7. When during the hiring process will Case IH ask about criminal history?

   Criminal history inquiry typically occurs after a conditional job offer has been extended. This allows you to interview and demonstrate your qualifications first. If criminal history is revealed through background check, you must receive notice and opportunity to respond before final decision is made.

   
   

8. Can someone advance to management at Case IH if they have a felony?

   Yes, advancement is possible. Building an excellent track record, demonstrating reliability, completing training programs, and gaining seniority through union provisions can open advancement opportunities. Supervisory positions involve higher scrutiny due to authority over others, so maintaining clean record after hire is essential. Many supervisors started in entry-level production roles.

   
   

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

   The total hiring process typically takes 2-4 weeks from application to start date for production positions. Background checks take 5-10 business days after authorization. Drug screening results available within 2-3 days. Orientation and safety training occur during first week of employment.

   
   

10. What can applicants do to improve their chances of getting hired at Case IH?

    Key strategies include:

    (1) Target Wisconsin (Racine) facility for strongest legal protections;

    (2) Get relevant certifications (welding, forklift, OSHA);

    (3) Prepare honest narrative about rehabilitation;

    (4) Emphasize safety commitment and manufacturing skills;

    (5) Document rehabilitation with certificates and references;

    (6) Be flexible on shift—nights and weekends increase chances;

    (7) Pass the drug test—absolutely mandatory;

    (8) Apply to multiple locations;

    (9) Use right to respond if preliminary decision is unfavorable;

    (10) Highlight reliability and strong work ethic.

Alternative Second Chance Employers

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

Conclusion

Case IH (CNH Industrial) offers genuine opportunities for individuals with criminal records in manufacturing positions. As a global leader in agricultural equipment with major US operations, the company provides stable employment with industry-leading benefits—particularly the exceptional 401(k) with up to 12% company match. Wisconsin facilities benefit from some of the strongest fair employment protections in the nation, making criminal record a protected category that requires "substantial relationship" to job duties.

Production, assembly, and welding positions offer the best entry points for Second Chance applicants. These roles have consistent hiring needs, UAW representation providing job security, and clear advancement paths to higher-paying positions. The manufacturing environment values reliability, safety commitment, and willingness to work—qualities that applicants can demonstrate regardless of past mistakes.

Key Success Factors: Target Wisconsin facilities for strongest protections; obtain relevant certifications (welding, forklift, OSHA); prepare honest narrative about rehabilitation; emphasize safety commitment; be flexible on shift schedule; pass drug test; demonstrate reliability and strong work ethic.

Biggest Barriers: Recent violent crimes or weapons offenses; failed drug test (zero tolerance); theft/fraud convictions (equipment access); dishonesty during application; inability to meet physical demands; inflexibility on schedule.

For those willing to start in entry-level production positions and prove their reliability, Case IH can provide a pathway to stable, well-compensated manufacturing career with excellent benefits. The combination of EEOC protections, Wisconsin fair employment law (at applicable facilities), and UAW representation creates multiple safeguards for Second Chance applicants seeking genuine opportunity.

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, PayScale), and salary databases, employment information and company policies may change without notice. Always verify current practices directly with CNH Industrial.

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. Recent industry conditions have led to workforce changes at some facilities.

Apply Now: https://careers.cnh.com