Quick Answer

Yes, Constellium Rolled Products is known to hire individuals with felony convictions for certain positions. As a global leader in aluminum manufacturing with approximately 12,000 employees worldwide and major U.S. facilities in Ravenswood, West Virginia (1,100+ employees), Muscle Shoals, Alabama (1,250+ employees), and Bowling Green, Kentucky (151 employees), Constellium offers substantial employment opportunities. Employment decisions are conditional upon passing a background check and pre-employment drug screen, and 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.

The greatest barriers are created by felonies related to violence or weapons (due to safety risks in heavy industrial environments), theft, fraud, or embezzlement (due to high-value aluminum inventory and equipment), and drug-related offenses (due to strict drug-free workplace policies). Recent offenses within the past 7 years face the highest scrutiny.

Entry-level production operator and laborer positions offer the best pathways for applicants with records. Starting pay ranges from $17-24/hr with comprehensive benefits including health insurance from day one and up to 9% 401(k) match. The Ravenswood facility is represented by the United Steelworkers union, providing additional job protections.

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 Constellium is not allowed to automatically exclude you solely for being a felon. EEOC guidelines require individualized assessment of each applicant.

  
  

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

  
  

• Physical Requirements: Must be able to work in a factory/manufacturing environment with exposure to heat and cold conditions. Ability to lift up to 50 pounds, stand for extended periods, and operate heavy equipment.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test. Constellium maintains a strict drug-free workplace policy. Testing is typically urine screening, though some locations may use hair follicle testing.

  
  

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

  
  

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

  
  

• Schedule Flexibility: Must be able to work 12-hour shifts. New employees should anticipate being assigned to night shift initially, with opportunity to bid on different shifts after the training period.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Constellium operates major facilities in West Virginia, Alabama, and Kentucky. None of these states have statewide Ban the Box laws covering private employers, meaning Constellium may ask about criminal history on initial applications. However, federal EEOC guidelines apply nationwide, requiring individualized assessment.

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, Constellium 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

West Virginia (Ravenswood facility) has no statewide Ban the Box law for private employers. Employers may ask about criminal history on initial applications. Standard 7-year lookback applies under FCRA, though expunged records should not appear. Alabama (Muscle Shoals facility) also lacks statewide fair chance protections for private employers, though Birmingham has a local ordinance for city jobs only. The Alabama Redeemer Act allows expungement of certain records. Kentucky (Bowling Green facility) has adopted Ban the Box for state government employment but not private employers. All three states follow the standard 7-year FCRA lookback period.

Manufacturing-Specific Considerations

The aluminum manufacturing industry involves heavy industrial processes including molten metal casting, hot and cold rolling mills, and operation of overhead cranes and heavy equipment. This creates specific regulatory considerations for safety-sensitive positions. OSHA workplace safety requirements apply, and Constellium maintains rigorous safety protocols. The company's facilities are certified under the Aluminium Stewardship Initiative, demonstrating commitment to labor rights and governance standards. The United Steelworkers union represents production workers at the Ravenswood facility, providing additional employment protections and grievance procedures.

Company Overview

Constellium SE is a global leader in the development, manufacturing, and recycling of high value-added aluminum products and solutions. Publicly traded on the New York Stock Exchange (NYSE: CSTM), the company serves primarily the aerospace, automotive, and packaging markets. Major clients include Mercedes-Benz, Audi, BMW, Ford, Airbus, Boeing, and Bombardier. The company traces its roots to aluminum pioneers Pechiney, Alcan, and Alusuisse, with the current entity formed in 2011 when Rio Tinto divested Alcan Engineered Products.

Constellium employs approximately 12,000 people worldwide across 27 manufacturing sites in Europe, North America, and China. U.S. operations include major facilities in Ravenswood, WV (over 1,100 employees producing aerospace and defense plate products), Muscle Shoals, AL (approximately 1,250 employees producing packaging and automotive sheet), and Bowling Green, KY (151 employees producing automotive body sheet). The company reported revenue of approximately $7.3 billion in 2024.

Constellium is committed to sustainability and has received Aluminium Stewardship Initiative (ASI) certification for its Muscle Shoals and Bowling Green facilities. The Ravenswood facility was recently selected by the U.S. Department of Energy for up to $75 million in investment for decarbonization technology. The company emphasizes safety as a core value, with safety results consistently among the best in any industry.

Company Fast Facts

• Founded: 2011 (from Alcan Engineered Products divestiture)

• Headquarters: Paris, France (U.S. corporate office in Baltimore, MD)

• Employees: Approximately 12,000 globally; 2,500+ in U.S.

• Major U.S. Operations: Ravenswood, WV; Muscle Shoals, AL; Bowling Green, KY; Van Buren, MI; Plymouth, MI

• Stock Exchange: NYSE (CSTM)

• CEO: Jean-Marc Germain

• Revenue: $7.3 billion (2024)

• Business Segments: Packaging & Automotive Rolled Products; Aerospace & Transportation; Automotive Structures & Industry

Hiring Policy Analysis

Constellium has demonstrated willingness to hire individuals with criminal records, with employee reports confirming that people with felony convictions have been successfully employed at the company. The company conducts individualized assessments as required by EEOC guidelines. Background checks are conducted after conditional offers for most positions. The hiring process typically includes online application, phone screening, in-person interview with facility tour, skills assessment, and pre-employment testing (background check, drug screen, and physical). The process averages approximately 30 days from application to hire, though it can range from 1 day to several months depending on position and location.

Position-Specific Barriers

Barrier levels are determined by safety sensitivity, access to valuable materials, and regulatory requirements.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, Salary.com, and company job postings. Actual compensation varies by location, shift, experience, and union status.

Career Path Examples

Constellium emphasizes internal promotion and offers training programs for advancement. Many leadership positions are filled from within. Employee reviews confirm the company tries to promote internally first.

Production Track: Production Operator ($17-24/hr) → Senior Operator ($22-28/hr) → Lead Operator ($26-32/hr) → Production Supervisor ($70K-85K/yr). Advancement requires demonstrating reliability, safety compliance, and willingness to train on multiple machines.

Maintenance Track: General Maintenance ($18-22/hr) → Mechanical Technician ($28-35/hr) → Senior Technician ($32-40/hr) → Maintenance Supervisor ($75K-95K/yr). Technical certifications and on-the-job training support advancement.

Quality Track: Quality Lab Technician ($22-28/hr) → Quality Specialist ($60K-75K/yr) → Quality Supervisor ($75K-90K/yr) → Quality Manager ($90K-120K/yr). Advancement requires attention to detail and understanding of manufacturing processes.

Background Check Process

Understanding Constellium's background check process helps you prepare mentally and practically for what to expect. The company conducts background checks after a conditional offer is extended, which means you'll have the opportunity to demonstrate your qualifications during the interview process before your criminal history is considered.

• What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; identity verification through SSN trace and address history; employment history verification; drug screening (mandatory for all production positions); physical/medical screening for physically demanding roles.

  
  

• Lookback Period: Standard 7-year criminal lookback in West Virginia, Alabama, and Kentucky. Employment verification typically extends 5-10 years. Serious violent offenses may be considered beyond the standard lookback period.

  
  

• Timeline: The hiring process averages approximately 30 days from application to hire. Background checks typically take 1-2 weeks to complete after conditional offer. Some applicants report receiving offers within days, while others waited months, particularly for skilled positions.

  
  

• Process Flow: Application submitted → Phone screening → In-person interview with facility tour → Skills assessment → Conditional offer extended → Background check and drug test authorization signed → Pre-employment testing 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 violent felonies (assault, battery, weapons charges) due to workplace safety concerns; theft, fraud, or embezzlement convictions (high-value inventory environment); drug manufacturing or distribution charges (strict drug-free workplace); sexual offenses; arson (fire hazards in industrial setting); any conviction involving dishonesty for positions with financial access.

Lower Risk (Case-by-Case): Non-violent drug possession (particularly if older than 5 years); DUI/DWI (unless applying for driving positions); older property crimes with demonstrated rehabilitation; first-time offenses with substantial time elapsed. 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 provide additional information.

  
  

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

  
  

• Dispute Rights: You can dispute inaccurate information on background reports with the reporting agency. Check your own records beforehand by obtaining a copy of your criminal history from state repositories.

Application Strategy

1. Target Entry-Level Production Positions: Focus on Production Operator and General Laborer roles which have the lowest barriers and highest volume hiring needs. These roles offer the best opportunity to get your foot in the door. Avoid skilled trades or supervisory positions initially if your record is recent or includes relevant offenses.

   
   

2. Apply Through Official Channels: Submit your application through jobs.constellium.com. Constellium posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as production operator positions are posted frequently. Consider applying to multiple locations to maximize opportunities.

   
   

3. Prepare for the Interview: Be ready to discuss your reliability, willingness to work shifts, and commitment to safety. Research Constellium's products and customers. Emphasize physical capability and attendance reliability.

   
   

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 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. West Virginia, Alabama, and Kentucky all have expungement provisions for certain offenses. Contact local legal aid organizations for assistance. Sealed records should not appear on background checks.

   
   

8. Follow Up Professionally: After applying, follow up with HR if you don't hear back within 2-4 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. Manufacturing Has Constant Hiring Needs: Heavy industrial manufacturing consistently needs workers. Constellium operates 24/7 with 12-hour shifts. Don't be discouraged by individual rejections—keep applying to different facilities and positions.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at Constellium begin in entry-level production. Prove reliability by showing up on time, working safely, and being willing to learn. Employee reviews confirm the company promotes from within.

   
   

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. Manufacturing-Specific Preparation: Industrial environments require safety awareness and physical capability. Demonstrate understanding of workplace safety, lockout/tagout procedures, and PPE requirements. Consider obtaining forklift certification or OSHA 10 training.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. Constellium requires pre-employment drug screening. Testing is typically urine, though some locations may use hair follicle testing which detects longer histories.

   
   

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

   
   

7. Network and Use Employee Referrals: Current Constellium 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 night shifts, weekends, and overtime increases your chances significantly. New employees typically start on night shift. Manufacturing operations run continuously and need coverage.

Benefits Overview

Constellium offers a comprehensive benefits package. Benefits begin on day one for eligible employees. Employee reviews consistently rate benefits as a positive aspect of employment.

• Compensation: Competitive pay ranging from $15-42/hr depending on position and experience. Annual raises based on skill progression. Overtime available and paid. 77% of employees report receiving overtime pay.

  
  

• 401(k) and Retirement: 401(k) plan with up to 9% company match (one of the highest in manufacturing). Generous retirement benefits package.

  
  

• Health Benefits: Excellent health, dental, and vision insurance packages available from day one. Affordable insurance plans for families. On-site medical centers at some facilities for checkups and vaccinations.

  
  

• Time Off: Three weeks vacation reported. Paid holidays. Note: Employee reviews indicate point-based attendance system may apply.

  
  

• Additional Benefits: Life insurance provided. Union representation at Ravenswood facility (United Steelworkers). Skill-based progression opportunities. Training and development programs.

  
  

• Employee Perspectives - Pros: Excellent benefits from day one; high 401(k) match; good pay for the area; union protection at Ravenswood; promotes from within; laid-back supervisors; easy to learn jobs.

  
  

• Employee Perspectives - Cons: Long hours and extensive overtime; hot working conditions in summer; strict attendance points system; some management issues reported; work-life balance challenges.

Frequently Asked Questions

1. Does Constellium hire people with felonies?

   Yes, Constellium has hired individuals with felony convictions. Employee reports on Indeed confirm that people with criminal records have been successfully employed. One employee stated "Yes, I know an employee that is a convicted felon." The company conducts individualized assessments as required by EEOC guidelines. Entry-level production positions offer the best opportunities, while positions involving financial responsibility, valuable materials access, or safety-sensitive duties face higher scrutiny.

   
   

2. What is the background check process at Constellium?

   Constellium conducts background checks after extending a conditional job offer. The process includes criminal history at county, state, and federal levels; identity verification; employment verification; and drug screening. You must authorize the check in writing. If issues arise, you'll receive a pre-adverse action notice with a copy of the report and opportunity to respond before a final decision. The check typically takes 1-2 weeks.

   
   

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

   Constellium follows the standard 7-year lookback period for criminal convictions in accordance with FCRA guidelines. Employment verification typically extends 5-10 years. Serious violent felonies or certain offenses relevant to the position may be considered beyond the standard lookback period. West Virginia, Alabama, and Kentucky do not have state-mandated lookback limitations that exceed FCRA standards.

   
   

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

   The most challenging convictions include: violent offenses (assault, battery, weapons) due to workplace safety in industrial environment; theft, fraud, or embezzlement due to high-value aluminum inventory; drug manufacturing or distribution (strict drug-free policy); arson (fire risks); and sexual offenses. Property crimes, DUIs, and non-violent drug possession are generally lower barriers, especially if older than 5 years with demonstrated rehabilitation.

   
   

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

   Production Operator ($17-24/hr) is the best entry point with high-volume hiring and lowest barriers. Other accessible positions include General Laborer, Janitor/Maintenance ($15-17/hr), and Machine Operator ($17-21/hr). These roles focus on reliability, physical capability, and willingness to work shifts rather than background. Skilled trades positions like Electrician or Millwright have higher barriers.

   
   

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

   Yes, Constellium requires mandatory pre-employment drug testing for all production and operational positions. Most locations use urine testing, though some facilities (particularly for certain positions) may use hair follicle testing which can detect substance use further back. Employee reports indicate you should "be clean" before applying. Random drug testing may occur during employment as part of the drug-free workplace policy.

   
   

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

   Since West Virginia, Alabama, and Kentucky don't have statewide Ban the Box laws for private employers, Constellium may ask about criminal history on the initial application. However, the substantive background check occurs after a conditional offer is extended. You'll have opportunity to interview and demonstrate qualifications before detailed criminal history review. Be prepared to discuss your record honestly if asked.

   
   

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

   Yes, advancement is possible. Employee reviews confirm Constellium promotes from within and tries to fill leadership positions internally. However, supervisory and management positions involve additional background scrutiny due to increased responsibility. Building a strong track record of reliability, safety compliance, and performance in entry-level roles is the pathway. Time elapsed since conviction and demonstrated rehabilitation are key factors.

   
   

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

   The average hiring process takes approximately 30 days from application to start date, though experiences vary widely. Some applicants report same-day hiring for production roles during high-demand periods, while others waited several months. Background checks typically take 1-2 weeks after conditional offer. Employee reports note the process can be lengthy, with some starting as temporary/contract employees before direct hire conversion.

   
   

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

    Key strategies include:

    (1) Apply for entry-level Production Operator positions first;

    (2) Be completely honest about your criminal history;

    (3) Prepare documentation of rehabilitation efforts;

    (4) Demonstrate reliability and willingness to work any shift;

    (5) Pass the drug test—be completely clean;

    (6) Emphasize physical capability and safety awareness;

    (7) Follow up professionally after applying;

    (8) Consider applying to multiple facility locations;

    (9) Obtain forklift certification or OSHA training;

    (10) Check for expungement eligibility for your offenses.

Alternative Second Chance Employers

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

Conclusion

Constellium Rolled Products offers genuine opportunities for individuals with criminal records, particularly in entry-level production positions. As a major aluminum manufacturer with over 2,500 U.S. employees across multiple facilities, the organization provides a realistic pathway to stable employment with excellent benefits. Employee reports confirm that individuals with felony convictions have been successfully hired, and the company complies with EEOC individualized assessment requirements.

The work is physically demanding in a heavy industrial environment with heat exposure, 12-hour shifts, and strict safety protocols. However, the compensation is competitive for manufacturing, ranging from $17-42/hr depending on position, with comprehensive benefits from day one including up to 9% 401(k) match and excellent health coverage. Career advancement is possible—many supervisors and leads started in entry-level production, and the company emphasizes internal promotion.

Key Success Factors: Target Production Operator positions; be completely honest about your record; demonstrate reliability and willingness to work any shift; pass the drug test; prepare rehabilitation documentation; follow up professionally.

Biggest Barriers: Recent violent offenses face significant barriers due to industrial safety concerns; theft/fraud convictions problematic due to high-value inventory; drug-related offenses challenging due to strict drug-free policy; states lack Ban the Box protections for private employers.

Constellium represents a solid opportunity in the manufacturing sector for second chance job seekers willing to work hard in a demanding environment. The combination of union representation (at Ravenswood), strong benefits, and internal advancement potential makes it worth pursuing despite the industrial working conditions. Stay persistent, be honest, and demonstrate your commitment to being a reliable, safety-conscious employee.

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 (Salary.com, PayScale), employment information and company policies may change without notice. Always verify current practices directly with Constellium.

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://jobs.constellium.com