Quick Answer

Yes, Cloverdale Foods is known to hire individuals with felony convictions for certain positions. As a fourth-generation family-owned meat processor specializing in bacon, sausage, and premium pork products with approximately 250-400 employees, Cloverdale Foods operates its manufacturing facility and corporate headquarters in Mandan, North Dakota. 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/fraud (due to inventory and cash handling), violence (workplace safety concerns in an environment with sharp tools), and drug offenses (mandatory drug-free workplace in food production). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Entry-level production positions including Packing Assistant, Production Line Worker, Sanitation Technician, and Meat Snack Assistant offer the best opportunities for applicants with records. As a family-owned company in North Dakota's tight labor market, Cloverdale emphasizes employee longevity and offers competitive benefits including a starting wage of $18/hr.

Table of Content

1. Quick Answer

2. Felon-Friendly Scorecard

3. Eligibility Checklist

4. Critical Regulatory Information

5. Company Overview

6. Hiring Policy Analysis

7. Background Check Process

8. Application Strategy

9. Tips for Applicants with Records

10. Benefits Overview

11. Frequently Asked Questions

12. Alternative Second Chance Employers

13. Conclusion

14. Disclaimer

Felon-Friendly Scorecard

Eligibility Checklist

Before applying, honestly assess whether you meet these baseline requirements:

• No Blanket Exclusion: Must be aware that the company is not allowed to automatically exclude you solely for being a felon. EEOC guidelines require individualized assessment based on the Green Factors.

  
  

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

  
  

• Physical Requirements: Must be able to stand for extended periods, lift up to 50 pounds, work in refrigerated environments, and perform repetitive tasks in a fast-paced production setting.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test. Cloverdale Foods maintains a drug-free workplace policy as required in food manufacturing. Testing is typically a urine screening.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked after conditional offer. Lying is an automatic disqualifier and can result in termination if discovered later.

  
  

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

  
  

• Food Safety Commitment: Must be willing to adhere to strict USDA/FDA food safety protocols including hygiene requirements, sanitation procedures, and quality control standards.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Cloverdale Foods operates primarily in North Dakota, which has enacted Ban the Box legislation for both public and private employers with four or more employees. The company must comply with federal EEOC guidelines nationwide, as well as USDA food safety regulations that govern meat processing operations.

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, Cloverdale Foods must comply with the Fair Credit Reporting Act (FCRA) adverse action procedures:

(1) Provide pre-adverse action notice with a copy of the report and summary of FCRA rights;

(2) Allow reasonable time to dispute inaccuracies;

(3) Provide final adverse action notice if decision stands after review.

State-Specific Considerations

North Dakota enacted a statewide Ban the Box law in 2019 (N.D. Century Code § 12.1-33-05.1) that applies to both public and private employers with four or more employees. This law prohibits asking about criminal history on initial employment applications. Employers may only inquire about criminal records after the candidate has been selected for an interview or receives a conditional job offer. North Dakota allows sealing of misdemeanor records after three years and felony records after five years, though violent and sex offenses cannot be sealed. Under federal FCRA, non-conviction records can only be reported for seven years, while convictions can be reported indefinitely unless sealed.

Food Manufacturing-Specific Considerations

The meat processing industry involves USDA-inspected food production, which has specific regulatory considerations. Cloverdale Foods operates under USDA Federal Meat and Poultry Inspection and must maintain strict Hazard Analysis Critical Control Points (HACCP) plans and Sanitation Standard Operating Procedures (SSOPs). While there are no specific statutory bars for employment based on criminal history in meat processing, companies scrutinize applicants whose records suggest disregard for rules, hygiene, or safety. Drug-free workplace policies are standard in food manufacturing. Positions involving financial responsibilities, inventory management, or supervisory duties face additional scrutiny.

Company Overview

Cloverdale Foods Company is a fourth-generation family-owned business specializing in premium pork products, particularly bacon and sausages. Founded in 1915 when Hoy Russell started Mandan Creamery in Mandan, North Dakota, the company initially earned a reputation for quality dairy products before transitioning to premium pork products. Headquartered at 3015 34th Street NW in Mandan, the company operates its manufacturing plant and corporate offices at this location. The company employs approximately 250-400 employees and generates annual revenue estimated between $25-50 million.

Cloverdale Foods is committed to organizational health and employee development, with many employees having worked there for over 30 years. The company emphasizes its core values and invests heavily in training and resources. As a Pride of Dakota member, Cloverdale serves foodservice and retail customers throughout the Western United States. The company is the official bacon provider for the Minnesota Twins and Target Field.

Company Fast Facts

• Founded: 1915 (Mandan, North Dakota)

• Headquarters: Mandan, North Dakota

• Employees: 250-400 (primarily in North Dakota)

• Ownership: Private, Family-Owned (Fourth Generation)

• CEO: Scott Russell

• Products: Bacon, sausages, franks, ham, ribs, bologna, deli meats, meat snacks

• Revenue: $25-50 million (estimated)

Hiring Policy Analysis

Cloverdale Foods operates as a fair chance employer consistent with North Dakota's Ban the Box law and EEOC guidelines. The company conducts individualized assessments as required and complies with state fair chance hiring laws that prohibit criminal history inquiries on initial applications. Background checks are conducted after a conditional offer of employment, giving applicants the opportunity to demonstrate their qualifications before their record is considered. The company's hiring process typically includes online application, phone screening, in-person interview, conditional offer, background check, and drug test. The interview process takes approximately one week according to employee reports.

Position-Specific Barriers

Barrier levels are determined by job responsibilities, access to inventory, supervisory duties, and food safety sensitivity.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company job postings. Actual compensation varies by shift, experience, and role complexity. Cloverdale raised its starting wage to $18/hr in 2021.

Career Path Examples

Cloverdale Foods emphasizes employee longevity with many employees having 30+ years tenure. The company promotes from within and offers training and development opportunities.

Production Track: Packing Assistant ($18-20/hr) → Production Line Leader ($20-23/hr) → Assistant Foreman ($25-32/hr) → Production Supervisor ($55K-70K/yr). Advancement requires demonstrated reliability, quality focus, and leadership skills.

Maintenance Track: Maintenance Helper ($18-20/hr) → Maintenance Technician ($22-28/hr) → Senior Technician ($28-32/hr) → Maintenance Supervisor ($60K-75K/yr). Technical certifications and equipment expertise drive advancement.

Quality Track: QA Technician ($20-25/hr) → Senior QA Tech ($25-28/hr) → QA Supervisor ($55K-65K/yr) → FSQA Manager ($70K-85K/yr). Food safety certifications and regulatory knowledge required for advancement.

Background Check Process

Understanding Cloverdale Foods' 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, which means you'll have the opportunity to interview and demonstrate your qualifications before your record 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 for all positions); education verification for positions requiring specific credentials.

  
  

• Lookback Period: Under federal FCRA, non-conviction records are limited to 7 years. North Dakota allows indefinite reporting of criminal convictions unless sealed. Felony records can be sealed after 5 years and misdemeanors after 3 years (excluding violent and sex offenses). Employment verification typically extends 5-7 years.

  
  

• Timeline: The hiring process takes approximately one week for interviews according to employee reports. Background checks typically take 3-7 business days to complete after conditional offer. Drug test results are usually available within 2-3 days.

  
  

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

Disqualifying Factors

High Risk for Disqualification: Recent violent felonies (assault, battery, weapons offenses) due to workplace safety with sharp tools and equipment; theft, fraud, or embezzlement (inventory and product integrity concerns); drug manufacturing or distribution (food safety and drug-free workplace); recent DUI for any driving positions; food safety or contamination-related offenses; sex offenses (particularly if workplace has minors).

Lower Risk (Case-by-Case): Non-violent property crimes older than 5 years; simple drug possession (not distribution); older DUI without driving responsibilities; white-collar offenses unrelated to job duties. All subject to individualized assessment considering rehabilitation evidence.

Your Rights as Applicant

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

  
  

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

  
  

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

  
  

• Ban the Box: Under North Dakota law (N.D. Century Code § 12.1-33-05.1), employers cannot ask about criminal history on initial applications. Criminal history inquiry occurs after interview selection or conditional offer.

  
  

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

Application Strategy

1. Target Entry-Level Production Positions: Focus on Packing Assistant, Sanitation Technician, and Meat Snack Assistant positions which have the lowest barriers and highest volume hiring needs. These roles offer the best opportunity to get your foot in the door. Avoid supervisory or financial positions initially if your record is recent or includes relevant offenses.

   
   

2. Apply Through Official Channels: Submit your application through cloverdalefoods.com/careers. Cloverdale Foods posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as production positions are posted frequently.

   
   

3. Prepare for the Interview: Be ready to discuss your commitment to food safety, reliability, and ability to work in a fast-paced environment. Research the company's products and history. Emphasize teamwork, attention to detail, and willingness to work various shifts.

   
   

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) 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 under North Dakota law. Misdemeanors can be sealed after 3 years, felonies after 5 years (excluding violent and sex offenses). Contact North Dakota Legal Services for assistance. Sealed records cannot be reported on background checks.

   
   

8. Follow Up Professionally: After applying, follow up with HR if you don't hear back within 2 weeks. If you receive a pre-adverse action notice, respond promptly with rehabilitation documentation. Persistence and professionalism demonstrate the qualities employers value.

Tips for Applicants with Records

1. Food Manufacturing Has Constant Hiring Needs: Meat processing has consistent turnover in production roles. Cloverdale operates year-round with multiple shifts. Don't be discouraged by individual rejections—keep applying and consider different shift options.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at Cloverdale begin in entry-level production positions. Prove reliability by showing up on time, following safety procedures, and maintaining quality standards. The company promotes from within and values employee longevity.

   
   

3. Run Your Own Background Check First: Know what will appear before the employer sees it. Order your own criminal background check from a consumer reporting agency. Dispute any errors or outdated information in advance.

   
   

4. Food Safety Preparation: Food manufacturing environments require strict hygiene and safety protocols. Demonstrate understanding of food safety principles. Consider obtaining a food handler's certification to stand out from other applicants.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. Cloverdale Foods requires pre-employment drug screening. Testing is typically urine-based. North Dakota has not legalized recreational marijuana, so THC will disqualify you.

   
   

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

   
   

7. Network and Use Employee Referrals: Current Cloverdale employees can provide referrals. Employee referrals often receive priority consideration. Network through LinkedIn or local workforce development programs in Bismarck-Mandan area.

   
   

8. Be Flexible on Scheduling: Willingness to work overnight shifts, weekends, and overtime increases your chances significantly. Production operates multiple shifts and flexibility demonstrates commitment.

Benefits Overview

Cloverdale Foods offers a comprehensive benefits package. Benefits begin after eligibility requirements are met for full-time employees.

• Compensation: Starting wage of $18/hr for entry-level production positions. Pay-for-performance merit increases available. Shift differentials for overnight work.

  
  

• 401(k) and Retirement: 401(k) plan with employer match. Employee reviews note "great employer match to 401k.

  
  

• Health Benefits: Medical, dental, and vision coverage. Life insurance included.

  
  

• Time Off: Paid time off (PTO). Paid holidays.

  
  

• Additional Benefits: Weekly massage reimbursement; monthly gym allowance; tuition/scholarship assistance for employees and family members; employee

  product discounts; relocation assistance and temporary housing support for recruits.

  
  

• Employee Perspectives - Pros: Family-owned culture with supportive management; employee longevity (many 30+ year employees); advancement opportunities; good benefits package; competitive pay for the region; collaborative work environment.

  
  

• Employee Perspectives - Cons: Fast-paced work environment; long hours during peak production; physical demands of production work; cold working environment in some areas.

Frequently Asked Questions

1. Does Cloverdale Foods hire people with felonies?

   Yes, Cloverdale Foods considers applicants with felony convictions for most positions. As required by North Dakota's Ban the Box law and EEOC guidelines, the company conducts individualized assessments rather than applying blanket exclusions. Entry-level production positions like Packing Assistant and Sanitation Technician offer the best opportunities. Success depends on the nature of the offense, time elapsed, job relevance, and evidence of rehabilitation.

   
   

2. What is the background check process at Cloverdale Foods?

   Cloverdale Foods conducts background checks after extending a conditional offer of employment. The check includes criminal history at county, state, and federal levels, identity verification, employment verification, and drug screening. Under North Dakota's Ban the Box law, criminal history cannot be asked on the initial application. If issues arise, the company must follow FCRA adverse action procedures before making a final decision.

   
   

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

   Under federal FCRA, non-conviction records (arrests without conviction) are limited to 7 years. However, North Dakota allows indefinite reporting of criminal convictions unless they have been sealed. Felony records can be sealed after 5 years and misdemeanors after 3 years (excluding violent and sex offenses). Employment verification typically covers 5-7 years.

   
   

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

   The most challenging convictions are: violent offenses (workplace safety concerns with sharp tools and equipment); theft, fraud, or embezzlement (inventory and product integrity); drug manufacturing or distribution (food safety and drug-free workplace); recent DUI (for any driving positions); and any food safety or contamination-related offenses. Recent convictions (within 5-7 years) face more scrutiny regardless of type.

   
   

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

   The best entry points are: Packing Assistant ($18-20/hr) handling labeling, weighing, and stacking; Sanitation Technician ($18-21/hr) performing cleaning duties with overnight shifts available; and Meat Snack Assistant ($18-20/hr) working in the growing meat snacks product line. These positions have the highest turnover and hiring volume, making them most accessible.

   
   

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

   Yes, Cloverdale Foods requires pre-employment drug testing for all positions as part of their drug-free workplace policy required in food manufacturing. Testing is typically a urine-based screening. North Dakota has not legalized recreational marijuana, so THC will result in disqualification. Results are usually available within 2-3 days.

   
   

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

   Under North Dakota's Ban the Box law (N.D. Century Code § 12.1-33-05.1), Cloverdale Foods cannot ask about criminal history on initial job applications. The company may inquire about criminal records only after the candidate has been selected for an interview or has received a conditional offer of employment. This allows you to demonstrate your qualifications before your record is considered.

   
   

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

   Yes, advancement is possible. Cloverdale Foods emphasizes employee longevity and internal promotion. Many employees have 30+ years tenure. However, supervisory positions like Assistant Foreman and Production Supervisor face additional scrutiny due to personnel and inventory responsibilities. Building a strong track record of reliability, quality work, and following procedures improves advancement prospects regardless of background.

   
   

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

   The interview process takes approximately one week according to employee reports. Background checks typically take 3-7 business days to complete after conditional offer. Drug test results are usually available within 2-3 days. Total time from application to start date is typically 2-3 weeks for production positions.

   
   

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

    Key strategies include:

    (1) Target entry-level production positions with highest hiring volume;

    (2) Apply through official company careers page;

    (3) Be completely honest about your record;

    (4) Prepare a brief rehabilitation narrative;

    (5) Document positive changes through certificates, references, and stable work history;

    (6) Check expungement eligibility under North Dakota law;

    (7) Pass the drug test;

    (8) Be flexible about shifts and scheduling;

    (9) Demonstrate food safety awareness;

    (10) Follow up professionally after applying.

Alternative Second Chance Employers

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

Conclusion

Cloverdale Foods offers genuine opportunities for individuals with criminal records, particularly in entry-level production positions. As a fourth-generation family-owned company with approximately 250-400 employees in Mandan, North Dakota, the organization provides a pathway to stable employment with competitive benefits in a tight labor market. The company has been recognized for employee longevity with many workers having 30+ years tenure, demonstrating opportunities for long-term career development.

The work is physically demanding in a fast-paced, temperature-controlled environment. However, the compensation is competitive with a starting wage of $18/hr and comprehensive benefits including health insurance, 401(k) with employer match, and unique perks like massage reimbursement. Career advancement is realistic—the company promotes from within and values demonstrated reliability over credentials.

Key Success Factors: Target entry-level production roles; demonstrate commitment to food safety and reliability; be completely honest about your record; document rehabilitation efforts; pass the drug test; be flexible on scheduling; and persist through the application process.

Biggest Barriers: Recent violent offenses (workplace safety with sharp tools); theft or fraud (inventory and product integrity); drug manufacturing (food safety compliance); failed drug tests (mandatory drug-free workplace); and dishonesty during the application process.

North Dakota's Ban the Box law and EEOC guidelines ensure you'll have the opportunity to demonstrate your qualifications before your record is considered. With preparation, honesty, and persistence, Cloverdale Foods can be a stepping stone to stable employment and career advancement.

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 Cloverdale Foods.

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.cloverdalefoods.com/careers/