Quick Answer

Yes, Cash Wise Foods (part of Coborn's, Inc.) hires individuals with felony convictions for various positions. As a regional employee-owned grocery retailer with 19 Cash Wise stores across Minnesota and North Dakota, the company operates under Minnesota's strong Ban the Box law which applies to private employers. Coborn's, Inc. employs nearly 10,000 employees across 77 grocery stores and 135+ retail locations. Employment decisions are subject to EEOC guidelines requiring individualized assessment.

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. Under Minnesota's Ban the Box law, employers cannot ask about criminal history until after an interview or conditional offer.

The greatest barriers are created by felonies related to theft, larceny, and fraud (due to cash handling and inventory access), violent crimes (customer and employee safety), and drug offenses (workplace safety concerns). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Best opportunities exist in Warehouse/Distribution positions (specifically noted as common hiring points for felons), Night Stocking, and Store Clerk roles. As an employee-owned company (ESOP), Cash Wise offers unique ownership benefits where workers become co-owners of the company, making it an attractive option for those seeking stable, long-term employment with growth potential.

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 Cash Wise Foods is not allowed to automatically exclude you solely for being a felon. EEOC guidelines require individualized assessment using the Green Factors.

  
  

• Job-Related Assessment: Must be prepared for the company to evaluate whether your felony is related to the job duties. Theft convictions face higher scrutiny for cash-handling positions; violent crimes for customer-facing roles.

  
  

• Physical Requirements: Many positions require standing, walking, lifting, and physical stamina. Warehouse roles may require lifting up to 50+ pounds and extended periods on feet. Stock clerks frequently lift and bend.

  
  

• Drug Screen: Must pass pre-employment drug screening. Cash Wise maintains drug-free workplace policies. Minnesota has legalized recreational marijuana, but employers may still test and make employment decisions based on results.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked (after interview or conditional offer per Minnesota law). 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.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Cash Wise Foods operates primarily in Minnesota, which has one of the strongest Ban the Box laws in the nation covering private employers. The company also operates in North Dakota, which has more limited protections.

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 on protected groups.

FCRA Requirements

If a third party conducts the background check and employment is denied based on the report, Cash Wise 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. You must provide written consent before any background check is conducted.

State-Specific Considerations

Minnesota has strong Ban the Box protections covering private employers (Minn. Stat. § 364.021, effective January 2014). Employers cannot ask about criminal history on initial applications or until after an interview has been conducted. If there is no interview, inquiry must wait until after a conditional job offer. Employers may notify applicants that certain backgrounds may disqualify from specific positions. Violations carry fines of $500 to $2,000. North Dakota, where some Cash Wise stores operate, has Ban the Box for public employers only, meaning private employer protections are limited to federal EEOC guidelines.

Grocery/Retail-Specific Considerations

The grocery retail industry involves cash handling, inventory management, and customer interaction. Theft and fraud convictions face heightened scrutiny due to cash register access and high-value inventory. Violence convictions are scrutinized for customer-facing and public-contact positions. Warehouse and night stocking positions typically have lower barriers due to reduced customer contact and cash handling. Pharmacy positions within stores have additional regulatory requirements and higher barriers. Liquor store positions may require additional licensing checks.

Company Overview

Cash Wise Foods is a banner of Coborn's, Inc., a 104-year-old employee-owned grocery retailer headquartered in St. Cloud, Minnesota. Cash Wise operates as a "big box" food store format focused on low prices, variety, and value. The brand emphasizes efficiency to deliver maximum value to customers. Currently, there are 19 Cash Wise Foods stores located throughout Minnesota and North Dakota, with the flagship store in Waite Park, MN being the top-performing store in the entire Coborn's organization.

Coborn's, Inc. became employee-owned in 2006 through an Employee Stock Ownership Plan (ESOP), meaning employees at all levels—including entry-level workers—become co-owners of the company. This ownership structure creates a unique culture of accountability and pride, with share values more than doubling since the ESOP began. The company has been recognized as a Great Place to Work (2024), Midwest Retailer of the Year (2021), and Top 10 Regional Grocer by Progressive Grocer (2023).

The company operates its own central bakery, fresh foods commissary, and grocery warehouse and distribution center in St. Cloud, Minnesota—providing additional employment opportunities beyond retail stores. Coborn's also operates Coborn's Liquor, Cash Wise Liquor, pharmacy locations, and various other retail entities including Caribou Coffee and Ace Hardware franchises.

Company Fast Facts

• Founded: 1921 (Coborn's); Cash Wise launched 1979

• Headquarters: St. Cloud, Minnesota

• Employees: Nearly 10,000 across Coborn's, Inc.

• Cash Wise Stores: 19 locations in Minnesota and North Dakota

• Total Grocery Stores: 77 (Coborn's, Cash Wise, Marketplace Foods, Hornbacher's, Sullivan's Foods)

• Total Retail Locations: 135+ across six states

• Ownership: Employee-owned (ESOP since 2006)

• CEO: Chris Coborn (4th generation family leadership)

• Recognition: Great Place to Work 2024; Top 10 Regional Grocer; Midwest Retailer of Year 2021

Hiring Policy Analysis

Cash Wise Foods has been known to hire individuals with felony convictions, particularly for warehouse positions, which are specifically noted as common hiring points for people with records. As a Minnesota-based company, Cash Wise must comply with the state's Ban the Box law, which prohibits criminal history inquiries until after an interview or conditional offer. The company follows EEOC guidelines for individualized assessment and avoids blanket exclusion policies. The employee-owned culture emphasizes giving people opportunities to prove themselves and become co-owners of the company.

Position-Specific Barriers

Barrier levels are determined by cash handling responsibilities, customer contact, inventory access, and regulatory requirements for specific positions.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company job postings. Actual compensation varies by location, experience, and shift. Premium pay available for Sundays and holidays.

Career Path Examples

Coborn's, Inc. emphasizes internal advancement. The company states that many leadership team members started in entry-level positions like stock clerk, cashier, or bagger. As an employee-owned company, all workers have opportunity to build ownership stake over time.

Warehouse Track: Order Picker ($15-20/hr) → Lead Picker ($17-22/hr) → Warehouse Supervisor ($45K-55K/yr) → Logistics Coordinator ($50K-65K/yr). Driver Trainee program available with company-paid CDL training.

Store Operations Track: Stock Clerk ($13-16/hr) → Department Clerk ($14-18/hr) → Department Manager ($40K-55K/yr) → Assistant Store Director ($55K-70K/yr) → Store Director ($70K-100K/yr).

Front End Track: Bagger ($12-14/hr) → Cashier ($13-16/hr) → Guest Service Rep ($14-17/hr) → Front End Lead ($16-20/hr) → Front End Manager ($40K-50K/yr). Requires demonstrating trustworthiness with cash handling.

Background Check Process

Understanding Cash Wise's background check process is essential. Under Minnesota's Ban the Box law, criminal history inquiries cannot occur until after you've been selected for an interview or received a conditional job offer. This gives you the opportunity to demonstrate your qualifications before your record is considered.

• What They Check: Criminal history at county, state, and federal levels; identity verification through SSN trace; employment history verification for recent positions; drug screening. Additional checks for pharmacy positions (state board verification) and driving positions (MVR).

  
  

• Lookback Period: Standard 7-year lookback under FCRA for most positions. Employment verification typically extends 3-5 years. Serious violent or sexual offenses may be considered beyond 7 years for certain positions.

  
  

• Timeline: Background checks typically take 3-7 business days after authorization. Drug screening results usually available within 2-3 days. Total hiring timeline averages 1-3 weeks from application to start date, depending on position and location.

  
  

• Process Flow: Application submitted (no criminal history questions) → Interview scheduled → Interview conducted → Criminal history may be discussed → Conditional offer extended → Background check and drug screen authorization → Checks conducted → Results reviewed using individualized assessment → Pre-adverse or adverse action notice if applicable → Final hiring decision → Start date confirmed → Orientation.

Disqualifying Factors

High Risk for Disqualification: Recent theft, larceny, or fraud convictions (especially for cash-handling positions); violent crimes for customer-facing roles; drug distribution offenses; sex offenses; dishonesty during application process.

Position-Specific Concerns: Pharmacy positions: controlled substance offenses, theft. Driving positions: DUI/DWI, license suspensions. Management: financial crimes, embezzlement. Liquor positions: may have state licensing disqualifiers.

Case-by-Case Consideration: Older offenses (7+ years); non-violent crimes unrelated to job duties; offenses with demonstrated rehabilitation; minor drug possession (depending on position). All subject to individualized assessment under EEOC guidelines.

Your Rights as Applicant

• Minnesota Ban the Box: Employers cannot ask about criminal history on the application or before interview. Questions can only come after you've been selected for an interview or after a conditional offer. Violations may be reported to Minnesota Department of Human Rights.

  
  

• 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 of the report and the right to dispute inaccuracies before final decision.

  
  

• EEOC Protection: You have the right to individualized assessment using the Green Factors. Blanket exclusions based solely on criminal record may violate Title VII if they have disparate impact.

  
  

• Dispute Rights: You can dispute inaccurate information on background reports with the reporting agency. Request your own criminal record from Minnesota Bureau of Criminal Apprehension beforehand to know what will appear.

Application Strategy

1. Target Warehouse Positions First: Warehouse Order Picker and related positions at the St. Cloud Distribution Center are specifically noted as common hiring points for individuals with records. These roles have minimal customer contact and offer good starting pay with advancement opportunities.

   
   

2. Apply Through Official Channels: Submit applications through careers.cobornsinc.com. Search for Cash Wise Foods positions or filter by location. The company actively recruits on Indeed and other job boards. Apply to multiple locations to increase opportunities.

   
   

3. Leverage Minnesota's Ban the Box: Your criminal history will not be asked until after the interview. Use this opportunity to make a strong first impression based on your qualifications, work ethic, and enthusiasm. Let them see your potential before discussing your past.

   
   

4. Prepare Your Interview Narrative: Have a brief, honest explanation ready for when criminal history is discussed: acknowledge the offense without excuses, describe what you learned, explain how you've changed, and focus on your commitment to the opportunity. Keep it concise (30-60 seconds).

   
   

5. Write a Strong Cover Letter: Use your cover letter to highlight your qualifications, work ethic, and enthusiasm. You may choose to briefly address your record and rehabilitation, emphasizing what you've learned and your commitment to being a reliable employee. Focus on why you're a good fit.

   
   

6. Document Your Rehabilitation: Gather evidence of positive changes: completion of treatment programs, educational certificates, stable employment history (even informal work), volunteer work, character references from employers, probation officers, or community members.

   
   

7. Be Completely Honest: When asked about your criminal history (after interview), be truthful. Lying will be discovered through the background check and will result in automatic disqualification. Honesty demonstrates the integrity Cash Wise values.

   
   

8. Check Expungement Eligibility: Minnesota has expanded expungement options. Research whether your offense qualifies for sealing or expungement. Contact Minnesota Legal Aid or visit mncourts.gov for information. Expunged records generally cannot be reported on background checks.

Tips for Applicants with Records

1. Grocery Retail Has Constant Hiring Needs: The grocery industry operates 24/7 with consistent turnover in entry-level positions. Cash Wise and Coborn's stores are frequently hiring. Don't be discouraged by individual rejections—keep applying to different locations and positions.

   
   

2. Start Entry-Level, Prove Yourself: Begin with lower-barrier positions like warehouse, night stocking, or cart pushing. Demonstrate reliability, positive attitude, and strong work ethic. Many company leaders started as stock clerks, cashiers, or baggers.

   
   

3. Run Your Own Background Check First: Know exactly what will appear before employers see it. Request your Minnesota criminal record from the Bureau of Criminal Apprehension. Dispute any errors before applying. This preparation shows initiative.

   
   

4. Emphasize the ESOP Opportunity: As an employee-owned company, Cash Wise offers ownership stake over time. Express genuine interest in building a career and becoming a co-owner. This long-term perspective can help overcome concerns about your past.

   
   

5. Be Flexible on Schedule: Willingness to work nights, weekends, and holidays significantly increases your chances. Overnight stocking shifts have premium pay and less competition for positions. Holiday and Sunday premium pay is available.

   
   

6. Pass the Drug Test: Absolutely mandatory. Address any substance issues before applying. While Minnesota has legalized recreational marijuana, employers can still test and make decisions based on results. Be completely clean.

   
   

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

   
   

8. Use Employee Referrals: Current Cash Wise or Coborn's employees can provide referrals. Employee referrals often receive priority consideration. Network through LinkedIn, local workforce development programs, or community connections.

Benefits Overview

As an employee-owned company, Cash Wise Foods (Coborn's, Inc.) offers unique ownership benefits alongside traditional compensation packages. Benefits vary by full-time (36+ hours/week) and part-time status.

ESOP (Employee Stock Ownership Plan): All employees become co-owners after meeting eligibility requirements. Company contributes shares of stock to employee accounts at no cost. Share value has more than doubled since 2006. Enhances retirement benefits and creates pride of ownership.

Health Insurance: Medical, dental, and vision insurance available for full-time employees. Health Savings Account (HSA) and Flexible Spending Account (FSA) options. Coverage eligibility after meeting requirements.

Retirement: 401(k) savings plan with company match in addition to ESOP. Multiple paths to retirement security as employee-owner.

Insurance Coverage (Full-Time): Company-paid Term Life Insurance, Accidental Death & Dismemberment Insurance, Short-Term and Long-Term Disability Insurance for full-time team members.

Paid Time Off: PTO/Vacation accrual. Holiday pay for major holidays (New Year's Day, Memorial Day, July 4th, Labor Day, Thanksgiving, Christmas). Premium pay for Sundays and holidays worked. Paid Family Caregiver Leave available for full-time.

Education Benefits: Tuition reimbursement program for degree programs related to career opportunities. Scholarship programs available. Leadership development programs for advancement.

Additional Benefits: 10% employee discount on store purchases. Discount on company-owned coffee shop beverages. DailyPay option for accessing earned wages early. Flexible scheduling. Employee Assistance Program with counseling and legal/financial services. Wellness program with app. BenefitHub discount marketplace.

Employee Perspectives

Pros: Employee ownership/ESOP; flexible scheduling; employee discounts; family atmosphere; advancement opportunities; Great Place to Work recognition; stable company.

Cons: PTO accrual rates can be slow; pay below some competitors; limited benefits for part-time; understaffing in some locations; vacation rollover limitations; compensation rated 2.6-2.7/5 on review sites.

Frequently Asked Questions

1. Does Cash Wise Foods hire people with felonies?

   Yes, Cash Wise Foods (Coborn's, Inc.) hires individuals with felony convictions, particularly for warehouse positions, which are specifically noted as common hiring points for people with records. The company must comply with Minnesota's Ban the Box law and EEOC guidelines requiring individualized assessment rather than blanket exclusions. Best opportunities exist in warehouse, night stocking, and stock clerk positions.

   
   

2. What is the background check process at Cash Wise Foods?

   Under Minnesota's Ban the Box law, Cash Wise cannot ask about criminal history on the application or until after you've been selected for an interview (or after a conditional offer if there's no interview). Background checks are conducted after the interview stage and include criminal history, identity verification, and drug screening. FCRA-compliant adverse action procedures apply if denial is based on background results.

   
   

3. How far back does the background check go at Cash Wise Foods—what is the lookback period?

   Standard 7-year lookback under FCRA for most positions. Employment verification typically extends 3-5 years. Convictions are assessed based on EEOC's recency and relevance standards. Older offenses (beyond 7 years) receive more favorable consideration, especially with demonstrated rehabilitation.

   
   

4. What types of convictions make hiring more difficult at Cash Wise Foods?

   Theft, larceny, and fraud convictions face highest scrutiny due to cash handling and inventory access. Violent crimes are scrutinized for customer-facing roles. Drug offenses, especially distribution, raise workplace safety concerns. Recent offenses (within 7 years) and offenses directly related to job duties create the greatest barriers. Dishonesty during the application process is an automatic disqualifier.

   
   

5. What are the best entry-level roles at Cash Wise Foods for applicants with a record?

   Warehouse Order Picker positions at the St. Cloud Distribution Center are specifically noted as common hiring points for felons ($15-20/hr). Night Stocker ($13-17/hr), Stock Clerk ($13-16/hr), and Cart Pusher ($12-15/hr) also have lower barriers due to reduced customer contact and limited cash handling.

   
   

6. Does Cash Wise Foods drug test, and what kind of test do they use?

   Yes, Cash Wise conducts pre-employment drug screening as a condition of employment. Testing is typically a urine panel. While Minnesota has legalized recreational marijuana, employers can still test and make employment decisions based on results. A positive drug test is typically disqualifying.

   
   

7. When during the hiring process will Cash Wise Foods ask about criminal history?

   Under Minnesota's Ban the Box law, Cash Wise cannot ask about criminal history on the initial application. Questions about criminal history can only come after you've been selected for an interview. If there is no interview process, inquiry must wait until after a conditional job offer. This gives you the opportunity to demonstrate your qualifications first.

   
   

8. Can someone advance to management at Cash Wise Foods if they have a felony?

   Yes, advancement is possible. The company states that many leadership team members started in entry-level positions like stock clerk, cashier, or bagger. Building an excellent track record, demonstrating reliability, and taking advantage of training programs can open advancement opportunities. Management positions involve increased scrutiny due to financial and hiring responsibilities, so a clean record after hire is essential.

   
   

9. How long does the hiring and background check process take at Cash Wise Foods?

   The total hiring process typically takes 1-3 weeks from application to start date. Background checks take 3-7 business days after authorization. Drug screening results are usually available within 2-3 days. Warehouse positions may have faster hiring timelines due to consistent staffing needs.

   
   

10. What can applicants do to improve their chances of getting hired at Cash Wise Foods?

    Key strategies include:

    (1) Target warehouse positions specifically noted for felon-friendly hiring;

    (2) Run your own background check first to know what appears;

    (3) Prepare a brief, honest narrative about your past and rehabilitation;

    (4) Write a strong cover letter highlighting qualifications and work ethic;

    (5) Document rehabilitation with certificates, references, and evidence of stability;

    (6) Be completely honest when asked about criminal history;

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

    (8) Express genuine interest in the ESOP and building a long-term career;

    (9) Check Minnesota expungement eligibility for older offenses;

    (10) Apply to multiple locations to increase opportunities.

Alternative Second Chance Employers

If Cash Wise Foods doesn't work out, consider these employers known for fair chance hiring practices in Minnesota and the Midwest:

Conclusion

Cash Wise Foods offers genuine opportunities for individuals with criminal records, particularly in warehouse and stocking positions. As part of Coborn's, Inc.—a 104-year-old employee-owned company with nearly 10,000 employees—Cash Wise provides not just a job but a pathway to ownership through the ESOP program. Minnesota's strong Ban the Box law ensures applicants can demonstrate their qualifications before their criminal history is considered.

The company has specifically been noted for hiring felons in warehouse positions, making the St. Cloud Distribution Center an excellent starting point. From there, internal advancement opportunities exist throughout the organization—many current leaders started in entry-level positions. The employee-owned culture creates a supportive environment where proving yourself can lead to real ownership stake.

Key Success Factors: Target warehouse/night stocking positions; leverage Minnesota's Ban the Box protections; prepare honest narrative about rehabilitation; be completely truthful when asked; demonstrate reliability and positive attitude; be flexible on schedule; express genuine interest in ESOP and long-term career.

Biggest Barriers: Recent theft/fraud convictions (especially for cash-handling positions); violent crimes (for customer-facing roles); drug offenses; dishonesty during application; failed drug test; inability to work flexible hours including nights and weekends.

For those willing to start in entry-level positions and prove their reliability, Cash Wise Foods can provide stable employment with competitive benefits, ownership opportunities, and genuine paths to advancement. The combination of Minnesota's strong fair chance laws and Coborn's employee-owned culture makes this an employer worth pursuing for Second Chance job seekers.

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 Cash Wise Foods or Coborn's, Inc.

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 Minnesota Legal Aid for specific legal advice about your situation.

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