Quick Answer

Yes, Casey's General Stores is known to hire individuals with felony convictions for certain positions. As the third-largest convenience store chain in the United States with approximately 49,000 employees across 2,900+ stores in 19 states, Casey's operates convenience stores, pizza kitchens, and three distribution centers. Employment decisions are conditional upon passing a background check and are subject to Fair Chance Hiring principles and EEOC guidelines.

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

The greatest barriers are created by felonies related to theft, larceny, and fraud (due to cash and inventory handling), violence (public-facing environment), and alcohol-related offenses (liquor sales restrictions in some states). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Best entry points include Store Team Member, Pizza Maker, and Kitchen positions at individual stores. Casey's application explicitly states that a conviction "will not necessarily disqualify applicant from employment," demonstrating openness to second chance hiring. Distribution center positions also offer opportunities with potentially less public interaction.

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. Casey's application explicitly states a conviction "will not necessarily disqualify applicant from employment.

  
  

• 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 crime, time elapsed, nature of job).

  
  

• Physical Requirements: Must be able to stand for extended periods, lift up to 50 lbs, and work in a fast-paced environment. Distribution center positions require lifting 35-70 lbs repetitively.

  
  

• Drug Screen: Some positions require a mandatory pre-employment drug test. Casey's maintains a drug-free workplace policy. Testing policies may vary by position and location.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked (after conditional offer in Ban the Box states). 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.

  
  

• Age Requirements: Must be at least 16 years old for most positions; 18+ for positions involving alcohol sales; 21+ for pizza delivery driver positions in some states.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Casey's operates in 19 states with varying fair chance hiring laws, but must comply with federal EEOC guidelines nationwide. Iowa (headquarters), Illinois, and Missouri—where major operations are concentrated—have different levels of protection that significantly impact hiring processes.

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, Casey's 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. The standard lookback period is 7 years for criminal records on positions paying under $75,000 annually.

State-Specific Considerations

Iowa: No statewide Ban the Box law for private employers, but Des Moines and Waterloo have local ordinances prohibiting criminal history inquiries until after conditional offer. Casey's headquarters in Ankeny (near Des Moines) may follow these local requirements. Illinois: Strong protections under the Job Opportunities for Qualified Applicants Act. Private employers with 15+ employees cannot ask about criminal history until after interview or conditional offer. Additionally, applicants are NOT obligated to disclose sealed or expunged records—Casey's application acknowledges this exception. Missouri: State liquor laws require licensees to report employment of convicted felons to the Division of Alcohol and Tobacco Control; however, felons CAN legally be employed by Missouri liquor licensees.

Convenience Store-Specific Considerations

The convenience store industry involves cash handling, alcohol and tobacco sales, fuel dispensing, and food preparation, which creates specific regulatory considerations. Alcohol Sales Restrictions: State liquor licensing laws may restrict individuals with certain alcohol-related convictions from directly selling alcohol. Missouri requires employees to be 18+ to handle alcohol in convenience stores, with a supervisor 21+ present if more than 50% of sales are alcohol. Cash Handling: Theft and fraud convictions receive heightened scrutiny due to direct register access. Food Service: Kitchen positions (pizza, donuts) may have fewer barriers than front-counter roles.

Company Overview

Casey's General Stores, Inc. is the third-largest convenience store chain in the United States and the fifth-largest pizza chain in the nation. Founded in 1968 in Boone, Iowa, and headquartered in Ankeny, Iowa, Casey's operates approximately 2,900 stores across 19 states. The company employs approximately 49,000 team members and generates over $15.9 billion in annual revenue. Casey's is famous for made-from-scratch pizza, fresh donuts, and sandwiches, operating three distribution centers and is publicly traded on NASDAQ (CASY).

Company Fast Facts

• Founded: 1968 (Boone, Iowa)

• Headquarters: Ankeny, Iowa

• Employees: Approximately 49,000 across 19 states

• Stores: 2,900+ locations (3rd largest US convenience chain)

• Industry Rank: 3rd largest convenience store chain; 5th largest pizza chain

• Distribution Centers: Ankeny IA, Terre Haute IN, Joplin MO

• Stock Exchange: NASDAQ: CASY

• Revenue: $15.9 billion (FY 2024)

Hiring Policy Analysis

Casey's has demonstrated receptiveness to hiring individuals with criminal records, with their application explicitly stating that a conviction "will not necessarily disqualify applicant from employment." This language indicates compliance with EEOC guidelines requiring individualized assessment. The company conducts background checks after initial hiring consideration and complies with state-specific Ban the Box laws in Illinois, Des Moines (IA), and Waterloo (IA). Employee reports on Indeed confirm that Casey's has hired individuals with felony records, with one employee specifically noting they "appreciate the equal opportunity I was given since I'm a felon.

Position-Specific Barriers

Barrier levels are determined by degree of cash handling, public interaction, alcohol sales involvement, and driving requirements.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company job postings. Actual compensation varies by location, shift, experience, and state minimum wage laws.

Career Path Examples

Casey's emphasizes internal advancement and cross-training across all store functions. Many management positions are filled through internal promotion.

Store Operations Track: Store Team Member ($11-$16/hr) → Shift Lead ($14-$18/hr) → Assistant Store Manager ($15-$19/hr) → Store Manager ($40K-$65K/yr) → District Manager ($60K-$90K/yr). Requires demonstrated reliability, leadership skills, and clean recent work history.

Kitchen Specialist Track: Pizza Maker/Donut Baker ($11-$15/hr) → Kitchen Lead ($14-$18/hr) → Kitchen Manager ($15-$19/hr) → Store Manager. Focus on food quality, speed, and team leadership.

Distribution Center Track: Light Duty Team Member ($16-$20/hr) → Heavy Duty Team Member ($17-$22/hr) → Team Lead ($20-$25/hr) → Supervisor. Physical work with clear advancement path.

Background Check Process

Understanding Casey's background check process helps you prepare for what to expect. The company conducts background checks after conditional offer in Ban the Box states, giving you opportunity to demonstrate qualifications first.

• What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; identity verification; employment history for management roles; drug screening (varies by position); motor vehicle records for delivery positions.

  
  

• Lookback Period: Standard 7-year criminal lookback under FCRA for positions under $75,000. Illinois has stricter limitations. Serious violent offenses may be considered beyond 7 years.

  
  

• Timeline: Hiring averages 1-2 weeks from application to hire. Background checks take 3-7 business days after conditional offer.

  
  

• Process Flow: Application submitted → Phone screening (some positions) → Interview conducted (in-store or virtual) → 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 and training.

Disqualifying Factors

High Risk for Disqualification: Recent theft, robbery, burglary, embezzlement, or fraud convictions (cash handling concerns); violent offenses including assault, battery, weapons charges (public safety); alcohol-related offenses if applying for positions with liquor sales in restrictive states; recent drug offenses (drug-free workplace); DUI/traffic offenses for delivery or transport positions; any offense within past 2-3 years regardless of type.

Lower Risk (Case-by-Case): Non-violent offenses older than 5+ years; drug possession (not trafficking) with evidence of rehabilitation; offenses unrelated to job duties; convictions with documented rehabilitation programs completed. All subject to individualized assessment considering Green Factors and 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. Reasonable time to respond and dispute information.

  
  

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

  
  

• State-Specific Rights: In Illinois, employers cannot ask about criminal history until after interview or conditional offer. Illinois applicants are NOT required to disclose sealed or expunged records. Des Moines and Waterloo (Iowa) have similar local protections.

  
  

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

Application Strategy

1. Target Entry-Level Kitchen Positions: Focus on Pizza Maker, Donut Baker, and Kitchen Team Member roles which have lower barriers and less direct cash handling. These positions offer the best opportunity to get your foot in the door and demonstrate reliability before seeking advancement.

   
   

2. Apply Through Official Channels: Submit your application through www.caseys.com/careers. Casey's also posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as store positions are posted frequently. Apply to multiple nearby locations to maximize opportunities.

   
   

3. Prepare for the Interview: Be ready to discuss your customer service abilities and willingness to work flexible schedules. Research Casey's famous pizza and community involvement. Emphasize reliability, teamwork, and enthusiasm for serving guests.

   
   

4. Be Completely Honest: Never lie about your criminal history. Dishonesty is an automatic disqualifier and can result in termination even after hire if discovered later. Wait until asked or until the appropriate stage (after conditional offer in Ban the Box states) 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. Illinois has expanded sealing options for many felonies. Sealed or expunged records cannot be reported on background checks, and Illinois applicants are not obligated to disclose them.

   
   

8. Follow Up Professionally: After applying, follow up with the store manager if you don't hear back within 1-2 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. Convenience Stores Have Constant Hiring Needs: Casey's operates nearly 3,000 stores with high employee turnover typical of the industry. With 49,000+ employees and continuous expansion, there are always positions available. Don't be discouraged by individual rejections—keep applying to different locations.

   
   

2. Start in the Kitchen, Advance Within: Many successful careers at Casey's begin in pizza or donut preparation. Prove reliability by showing up on time, working hard, and maintaining a positive attitude. Cross-training in all store functions opens doors to 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. Convenience Store Skills Transfer: Food preparation, customer service, cash handling, and inventory management skills apply across the industry. If Casey's doesn't work out, experience transfers to other convenience chains.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. Casey's maintains a drug-free workplace policy. Some positions require pre-employment drug testing.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and any consistent work history—even informal work shows you can be counted on. Convenience store employers especially value dependability for covering shifts.

   
   

7. Network and Use Employee Referrals: Current Casey's 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 early mornings (donut baking), late nights, weekends, and holidays increases your chances significantly. Many positions offer shift differentials for less desirable hours.

Benefits Overview

Casey's offers benefits based on position and hours worked. Full-time Team Members work 35+ hours per week, Limited Full-time work 30-34 hours, and Part-time work 29 hours or less.

• Compensation: Store Team Members earn $11-$16/hr; Kitchen/Shift Leads $14-$18/hr; Store Managers $40K-$65K salary with bonuses. DailyPay provides access to earned wages before scheduled paycheck.

  
  

• 401(k) and Retirement: All Team Members 21+ with 90 days of service eligible. Casey's matches 100% of the first 6% contributed in company stock. Immediate vesting.

  
  

• Health Benefits: Medical, dental, and vision insurance for full-time employees. HSA options. Employee Assistance Program (EAP).

  
  

• Additional Benefits: 50% employee discount on food (while on clock); life insurance; short/long-term disability; flexible scheduling; cross-training; employee stock purchase plan; career development opportunities.

  
  

• Employee Perspectives: Pros include flexible scheduling, friendly environment, advancement opportunities, and 401(k) match. Cons include limited part-time hours, fast-paced environment, and variable manager quality.

Frequently Asked Questions

1. Does Casey's hire people with felonies?

   Yes, Casey's hires individuals with felony convictions. Their application explicitly states that a conviction "will not necessarily disqualify applicant from employment." Employee testimonials confirm hiring of people with records, with one Indeed reviewer specifically noting they appreciated the "equal opportunity" given despite being a felon. Best opportunities are in entry-level store positions, kitchen roles, and distribution centers. Recent theft, violence, or fraud convictions face the highest scrutiny due to cash handling and customer safety concerns.

   
   

2. What is the background check process at Casey's?

   Casey's conducts background checks after extending a conditional offer in states with Ban the Box laws (Illinois, Des Moines, Waterloo). The check includes criminal history at county, state, and federal levels, identity verification, and for some positions, drug screening and driving record review. Results are reviewed using individualized assessment as required by EEOC guidelines. If issues arise, applicants receive pre-adverse action notice with opportunity to respond before final decision.

   
   

3. How far back does the background check go at Casey's—what is the lookback period?

   The standard lookback period is 7 years for criminal records under FCRA guidelines for positions paying under $75,000 annually. Illinois has additional protections limiting consideration of older convictions. Some serious violent offenses may be considered beyond 7 years depending on severity and job relatedness. Employment verification typically covers 3-5 years. Sealed or expunged records should not appear, and Illinois applicants are not required to disclose them.

   
   

4. What types of convictions make hiring more difficult at Casey's?

   High-difficulty convictions include: theft, robbery, embezzlement, or fraud (cash handling concerns); violent offenses like assault or weapons charges (customer safety); recent drug offenses (drug-free workplace); DUI/traffic violations for delivery positions; and alcohol-related offenses in states with restrictive liquor laws. Lower-difficulty include: non-violent offenses older than 5 years; drug possession with completed treatment; offenses unrelated to convenience store duties. All are subject to individualized assessment.

   
   

5. What are the best entry-level roles at Casey's for applicants with a record?

   Best entry points include: Pizza Maker ($11-$15/hr) - kitchen focused with less cash handling; Donut Baker ($11-$14/hr) - early morning shifts, kitchen work; Store Team Member ($11-$16/hr) - entry level with cross-training; Distribution Center Light Duty ($16-$20/hr) - warehouse work with less public contact. Kitchen positions typically have lower barriers because they focus on food preparation rather than direct customer transactions and cash handling.

   
   

6. Does Casey's drug test, and what kind of test do they use?

   Casey's drug testing policy varies by position and location. The application indicates that "some positions" require pre-employment drug testing as part of a comprehensive screening. Store positions may or may not require testing depending on state and location. Distribution center and transportation positions more commonly require drug screening. Employee reports suggest testing may be conducted on a suspicion basis in some locations. Testing is typically urine-based screening for common substances.

   
   

7. When during the hiring process will Casey's ask about criminal history?

   In Illinois (with Ban the Box law), criminal history cannot be discussed until after interview or conditional offer. In Des Moines and Waterloo, Iowa (local ordinances), inquiry is delayed until after conditional offer. In states without such protections, Casey's application includes a question about criminal convictions but explicitly notes this is "not an automatic disqualifier." Regardless of state, background checks are conducted after conditional offer as part of the hiring process.

   
   

8. Can someone advance to management at Casey's if they have a felony?

   Yes, advancement is possible but faces increased scrutiny. Casey's promotes extensively from within, and many Store Managers began as Team Members. For management roles, expect more thorough background review due to increased cash handling and staff supervision responsibilities. Building a clean work history with Casey's demonstrates reliability and can support advancement. Success depends on: time since conviction, nature of offense, job performance, and demonstrated rehabilitation.

   
   

9. How long does the hiring and background check process take at Casey's?

   The typical hiring process takes 1-2 weeks from application to start date for store positions. Applications may be reviewed within days given high hiring volume. Interviews are often conducted promptly—sometimes same day for walk-in applicants. Background checks take approximately 3-7 business days after conditional offer. Some positions use virtual/recorded interviews for convenience. Distribution and transportation positions may take longer due to additional verification requirements (CDL, HAZMAT).

   
   

10. What can applicants do to improve their chances of getting hired at Casey's?

    Key strategies:

    (1) Target kitchen positions which have fewer barriers;

    (2) Apply to multiple locations simultaneously;

    (3) Offer flexible scheduling availability especially nights, weekends, holidays;

    (4) Obtain any sealed records before applying—Illinois offers expanded sealing options;

    (5) Prepare a concise, honest narrative about your conviction and rehabilitation;

    (6) Document all rehabilitation efforts including certificates, references, stable work history;

    (7) Demonstrate enthusiasm for customer service and Casey's community focus;

    (8) Follow up professionally within 1-2 weeks;

    (9) Dress appropriately and be punctual for interviews;

    (10) Be honest—dishonesty is an automatic disqualifier.

Alternative Second Chance Employers

If Casey's doesn't work out, consider these employers known for fair chance hiring practices in convenience store, retail, and food service industries:

Conclusion

Casey's General Stores offers genuine opportunities for individuals with criminal records, particularly in entry-level store and kitchen positions. As the third-largest convenience store chain with nearly 3,000 locations, the company provides a realistic pathway to stable employment. Their application explicitly acknowledges that a conviction does not automatically disqualify applicants.

The work is fast-paced requiring flexibility for various shifts. However, the company offers competitive wages ($11-$16/hr entry), excellent 401(k) match (100% of first 6%), and real opportunities for advancement through cross-training.

Key Success Factors: Target kitchen positions initially; offer flexible scheduling; be honest about your record; document rehabilitation; apply to multiple locations; emphasize reliability.

Biggest Barriers: Recent theft, fraud, or violence convictions; DUI for delivery positions; alcohol-related convictions in restrictive states; any offense within 2-3 years.

With persistence and demonstrated reliability, Casey's can be an excellent stepping stone for rebuilding your career. Start with a kitchen role, prove yourself dependable, and let your work ethic speak for you.

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 Casey's.

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://www.caseys.com/careers