Quick Answer

Yes, Coors Brewing Company (Molson Coors Beverage Company) is known to hire individuals with felony convictions for certain positions. As one of the world's largest brewers with approximately 16,800 employees globally (over 10,000 in the United States), Molson Coors operates major brewing facilities in Golden, Colorado and Milwaukee, Wisconsin, plus distribution operations across North America. 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, or embezzlement (access to inventory, equipment, and financial systems), violent crimes (manufacturing safety concerns and workplace security), and drug trafficking or distribution (beverage industry regulations and workplace safety). Recent offenses within the past 2-3 years face the highest scrutiny regardless of type.

Entry-level production, warehouse, and packaging positions offer the most accessible opportunities for Second Chance applicants due to high-volume hiring needs, strong union representation, and the company's historical reputation for providing opportunities to workers with backgrounds.

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.

  
  

• 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 perform physically demanding work including standing for extended periods, lifting up to 50 lbs, working in manufacturing environments with varying temperatures, and following strict safety protocols.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test. Molson Coors maintains a drug-free workplace policy. Testing is typically a 7-panel 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.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Molson Coors operates in multiple states with varying fair chance hiring laws, but must comply with federal EEOC guidelines nationwide. Colorado and Wisconsin, where major facilities are located, both have strong fair chance protections.

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, Molson Coors 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

Colorado (Golden headquarters and major brewery) has strong Fair Chance protections. The Colorado Chance to Compete Act (2019) prohibits employers from asking about criminal history on initial job applications and from advertising that people with criminal records cannot apply. Colorado limits criminal record reporting to 7 years for positions under $75,000 salary. The Clean Slate Act provides automatic sealing of eligible criminal records. Wisconsin and Illinois, where Molson Coors also operates, have similar Ban the Box protections delaying criminal history inquiries until later in the hiring process.

Beverage Industry-Specific Considerations

The beverage manufacturing industry involves alcohol production and distribution, which has specific regulatory considerations. Positions involving commercial driving (CDL) require DOT compliance including MVR checks and drug/alcohol testing. DUI/DWI convictions are particularly scrutinized for any driving-related positions. Positions involving alcohol sales may require state-specific licensing that could be affected by certain convictions. However, production and warehouse roles generally face fewer industry-specific barriers compared to retail alcohol sales positions.

Company Overview

Molson Coors Beverage Company is one of the world's largest brewers, formed in 2005 through the merger of Molson of Canada and Coors of the United States. The company became the third-largest brewer globally after acquiring Miller Brewing Company in 2016. Headquartered in Chicago, Illinois with major brewing operations in Golden, Colorado (the historic Coors Brewery, the world's largest single-site brewery) and Milwaukee, Wisconsin, the company produces iconic brands including Coors Light, Miller Lite, Molson Canadian, Blue Moon, and Leinenkugel's. The company employs approximately ~16,800 workers globally, with over 10,000 in the United States.

Molson Coors is committed to workplace diversity and has received recognition for its inclusive hiring practices. The company emphasizes employee development through its First Choice Learning Center, offering in-person and online training programs. Strong union representation at production facilities provides job security and standardized advancement opportunities. The company invests significantly in employee benefits, spending approximately $23,000 per employee annually on benefits packages.

Company Fast Facts

• Founded: 1873 (Coors Brewing Company, Golden, Colorado)

• Headquarters: Chicago, Illinois (320 S. Canal Street)

• Employees: ~16,800 globally (10,000+ in United States)

• Industry Rank: Third-largest brewer globally

• Major Operations: Golden, CO (brewery); Milwaukee, WI (brewery); Chicago, IL (headquarters); 46 locations globally

• Stock Exchange: NYSE (TAP)

• CEO: Gavin Hattersley (retiring December 2025); Rahul Goyal (incoming CEO)

• Business Model: Beer and beverage manufacturing, marketing, and distribution

• Revenue: $11.6 billion (trailing 12 months)

Hiring Policy Analysis

Molson Coors has historically been recognized as a felon-friendly employer, with the company historically offering opportunities to individuals with criminal backgrounds through various programs. The company conducts individualized assessments as required by EEOC guidelines and complies with state-specific Ban the Box laws in Colorado, Wisconsin, and Illinois where major facilities are located. Background checks are conducted after extending a conditional job offer, giving applicants the opportunity to demonstrate their qualifications before their criminal history is reviewed. The company's hiring process typically includes online application, phone screening, interview(s), conditional offer, background check and drug test, and final hiring decision. Union-represented positions at production facilities follow negotiated hiring procedures that provide additional structure and protections.

Position-Specific Barriers

Barrier levels are determined by access to inventory and equipment, safety sensitivity, supervisory responsibilities, and licensing requirements.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company job postings. Actual compensation varies by location (Colorado typically pays higher), shift, experience, and union status.

Career Path Examples

Molson Coors emphasizes internal advancement and offers development programs through the First Choice Learning Center. Many leadership positions are filled through internal promotion.

Production Track: Production Worker ($20-$26/hr) → Machine Operator ($23-$30/hr) → Lead Operator ($28-$35/hr) → Production Supervisor ($55-$75K/yr). Advancement requires demonstrated reliability, safety record, and technical skills development.

Warehouse/Distribution Track: Warehouse Worker ($22-$26/hr) → Forklift Operator ($22-$28/hr) → Warehouse Lead ($28-$34/hr) → Warehouse Supervisor ($50-$70K/yr). Strong organizational skills and reliability support advancement.

Maintenance Track: Entry Maintenance ($24-$30/hr) → Maintenance Technician ($26-$38/hr) → Senior Technician ($35-$45/hr) → Maintenance Supervisor ($70-$90K/yr). Technical certifications and training enhance advancement opportunities.

Background Check Process

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

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; education verification for positions requiring specific credentials; drug screening (mandatory for all positions); Motor Vehicle Record (MVR) for driving positions.

Lookback Period: Standard 7-year criminal lookback in Colorado (for positions under $75,000 salary) and Wisconsin. Employment verification typically extends 7-10 years. Serious violent felonies may be considered beyond standard lookback for safety-sensitive positions. DUI/DWI convictions carry extended scrutiny for any driving-related positions.

Timeline: The hiring process averages approximately 28 days from application to hire based on employee reports. Background checks typically take 1-2 weeks to complete after conditional offer. Some positions may take longer depending on complexity and volume of applications.

Process Flow: Application submitted → Phone screening → Interview(s) conducted → 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: Theft, embezzlement, or fraud convictions (access to inventory and assets); violent felonies including assault and weapons offenses (manufacturing safety); drug trafficking or distribution (workplace safety); DUI/DWI for driving positions (DOT requirements); recent convictions within 2-3 years regardless of type.

Lower Risk (Case-by-Case): Non-violent property crimes older than 7 years; drug possession (non-distribution) with demonstrated recovery; minor offenses unrelated to manufacturing, theft, or violence; offenses clearly 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. Reasonable time to respond.

  
  

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

  
  

• Ban the Box: In Colorado and Wisconsin, employers cannot ask about criminal history on initial applications. Criminal history inquiry occurs after conditional offer.

  
  

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

Application Strategy

1. Target Entry-Level Production Positions: Focus on Production Worker, Packaging Specialist, and Warehouse Worker 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 management, finance, security, and CDL positions initially if your record is recent or includes relevant offenses.

   
   

2. Apply Through Official Channels: Submit your application through jobs.molsoncoors.com. Molson Coors posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as production positions are posted frequently. Consider applying to both Golden, CO and Milwaukee, WI locations to maximize opportunities.

   
   

3. Prepare for the Interview: Be ready to discuss your work ethic, reliability, safety awareness, and ability to work in a team-oriented manufacturing environment. Research the company's brands and history. Emphasize stability, commitment to safety, flexibility on shifts, and willingness to learn.

   
   

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 or expungement. Colorado's Clean Slate Act provides automatic sealing for eligible misdemeanors after 7 years and felonies after 10 years. Contact Colorado Legal Services or your local Public Defender's office 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 2-3 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: Beverage manufacturing has consistent turnover in production roles. Molson Coors operates large-scale facilities requiring substantial workforces. Don't be discouraged by individual rejections—keep applying.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at Molson Coors begin in entry-level production and warehouse positions. Prove reliability by showing up on time, working safely, and being a team player. The First Choice Learning Center provides training for advancement into higher-paying positions.

   
   

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. Industry-Specific Preparation: Manufacturing environments require strict adherence to safety protocols. Demonstrate understanding of workplace safety, quality standards, and teamwork. Consider obtaining OSHA safety certifications to stand out from other applicants.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. Molson Coors requires pre-employment drug testing for all positions. Testing is typically a 7-panel urine screening. THC may not be included for Colorado locations based on employee reports, but verify current policy.

   
   

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 dependability.

   
   

7. Network and Use Employee Referrals: Current Molson Coors 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 Shifts: Willingness to work nights, weekends, holidays, or less desirable shifts increases your chances significantly. Production facilities operate 24/7, and flexibility on scheduling demonstrates commitment. Many positions offer shift differentials for evenings and nights.

Benefits Overview

Molson Coors offers a comprehensive benefits package, with the company spending approximately $23,000 per employee annually on benefits. Benefits begin on day one of employment for full-time and eligible part-time employees (24+ hours per week).

Compensation: Entry-level production positions start at $20-$26/hr depending on role and location. Skilled positions earn $26-$38/hr. Professional roles range from $93,800-$160,000+ annually. Short-term incentive bonuses of 15-20% are available for many positions.

401(k) and Retirement: 401(k) with 4% company match plus annual Profit Share contribution. Some employees report total retirement contributions equivalent to 13% of base pay when combining match and profit sharing. Employees can change elections at any time.

Health Benefits: Multiple medical plan options including HSA-eligible plans with company deposit or match. Coverage begins on day one. Free preventive generic medications for certain categories. Dental with orthodontia options. Vision coverage. Health plan incentives for wellness participation.

Time Off: Paid time off (vacation, personal, sick). 10+ paid holidays annually. 16 weeks fully paid maternity leave. 4 weeks fully paid paternity leave. Bereavement, jury duty, and military leave.

Additional Benefits: Company-paid life and AD&D insurance. Employee Assistance Program (EAP). On-site gym at some locations. Employee discounts on products. Gratis beer allowance for employees. Tuition reimbursement programs. Access to on-site bar and hospitality events for employee networking.

Employee Perspectives

Pros: Excellent 401(k) with profit sharing; comprehensive health benefits from day one; strong job security with union representation; competitive pay; career advancement opportunities through First Choice Learning Center; iconic brands and company culture; good work-life balance in many roles; free beer perk.

Cons: Large organization can feel bureaucratic; shift work can be demanding; some departments have high workloads; changes since Miller merger have affected some operations; parking challenges at some facilities; limited flexibility in manufacturing roles.

Frequently Asked Questions

1. Does Coors Brewing Company (Molson Coors) hire people with felonies?

   Yes, Molson Coors has historically been known as a felon-friendly employer and considers applicants with felony convictions through individualized assessment. As an employer complying with Fair Chance laws in Colorado and Wisconsin, Molson Coors evaluates applicants based on the nature of the offense, time elapsed, and relevance to the job. Best opportunities are in entry-level production, packaging, and warehouse positions. Non-violent offenses, older convictions (7+ years), and demonstrated rehabilitation improve chances significantly.

   
   

2. What is the background check process at Coors Brewing Company?

   Molson Coors conducts comprehensive background checks after extending a conditional job offer. The process includes criminal history verification (county, state, federal), identity verification via SSN trace, employment verification, and mandatory drug screening. You must provide written consent before the check begins. If adverse information is found, FCRA procedures apply—you'll receive a pre-adverse action notice with a copy of the report and your rights, allowing time to dispute inaccuracies before a final decision.

   
   

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

   Criminal background checks typically look back 7 years in Colorado (for positions under $75,000 salary) and follow similar guidelines in Wisconsin. Employment verification may extend 7-10 years. Serious violent felonies may be considered beyond the standard lookback for safety-sensitive positions. DUI/DWI convictions carry extended scrutiny for driving-related positions due to DOT requirements.

   
   

4. What types of convictions make hiring more difficult at Coors Brewing Company?

   The most challenging convictions include: (1) Theft, fraud, or embezzlement—inventory and asset access concerns; (2) Violent crimes including assault and weapons offenses—manufacturing safety; (3) Drug trafficking or distribution—workplace safety; (4) DUI/DWI for any driving positions—DOT compliance; (5) Recent convictions within 2-3 years regardless of type face highest scrutiny. Non-violent offenses older than 7 years with demonstrated rehabilitation have better outcomes.

   
   

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

   The best entry-level positions for applicants with records are:

   Production Worker ($20-$26/hr)—brewery operations with high volume hiring; Packaging Specialist ($21-$28/hr)—bottling and packaging; Warehouse Worker ($22-$26/hr)—inventory and distribution support; Janitorial/Facilities ($18-$24/hr)—facility maintenance. These roles have lower regulatory barriers and consistent hiring needs.

   
   

6. Does Coors Brewing Company drug test, and what kind of test do they use?

   Yes, Molson Coors requires pre-employment drug testing for all positions. Testing is typically a 7-panel urine screening. Based on employee reports, THC may not be included for Colorado locations due to state legalization, but policies may vary and should be verified. Drug testing is mandatory and failed tests are automatic disqualifiers. Additional testing may occur post-accident or with reasonable suspicion.

   
   

7. When during the hiring process will Coors Brewing Company ask about criminal history?

   Molson Coors asks about criminal history AFTER extending a conditional job offer, in compliance with Colorado's Chance to Compete Act and similar laws in Wisconsin and Illinois. The application does not include criminal history questions. You'll interview and demonstrate your qualifications before your background is reviewed. This gives you the opportunity to make a positive impression based on your skills and experience before your record is considered. Never volunteer criminal history information before asked.

   
   

8. Can someone advance to management at Coors Brewing Company if they have a felony?

   Yes, advancement to management is possible with a felony conviction, though it involves increased scrutiny. Many Molson Coors supervisors and managers started in entry-level positions and advanced through demonstrated reliability, leadership skills, and training through the First Choice Learning Center. Management roles with financial or inventory oversight face stricter requirements. Strategy: Build a strong track record of reliability (2-3 years), pursue relevant training and certifications, and develop relationships with supervisors who can advocate for your advancement.

   
   

9. How long does the hiring and background check process take at Coors Brewing Company?

   The hiring process averages approximately 28 days from application to hire based on employee reports. Background checks typically take 1-2 weeks after you sign the authorization form. Some positions may take longer depending on complexity and hiring volume. Factors affecting timeline include: position type, location, volume of applications, and complexity of your background check (multiple states/counties take longer to verify).

   
   

10. What can applicants do to improve their chances of getting hired at Coors Brewing Company?

    Key strategies to improve hiring chances: (1) Target entry-level production and warehouse positions rather than management or driving roles; (2) Be completely honest—dishonesty is an automatic disqualifier; (3) Prepare a brief, professional narrative about rehabilitation; (4) Gather documentation (certificates, references, treatment completion); (5) Check expungement eligibility under Colorado's Clean Slate Act; (6) Pass the drug test—address any substance issues beforehand; (7) Show flexibility on shifts (nights, weekends, holidays); (8) Network with current employees for referrals; (9) Apply through jobs.molsoncoors.com; (10) Follow up professionally after applying.

Alternative Second Chance Employers

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

Conclusion

Coors Brewing Company (Molson Coors) offers genuine opportunities for individuals with criminal records, particularly in entry-level production, packaging, and warehouse positions. As one of the world's largest brewers with over 16,000 employees and consistent hiring needs, the organization provides a realistic pathway to stable employment with exceptional benefits. The company has a historical reputation as a felon-friendly employer and operates under strong Fair Chance protections in Colorado and Wisconsin.

The work is physically demanding in a manufacturing environment with strict safety protocols and shift work requirements. However, the compensation is competitive, starting at $20-$26/hr for entry-level positions with annual raises and shift differentials. The benefits package includes excellent 401(k) with profit sharing (up to 13% total), comprehensive health insurance from day one, generous parental leave, and the famous free beer perk. Career advancement is achievable—with strong union representation and internal promotion culture through the First Choice Learning Center, many supervisors and managers started in entry-level roles.

Key Success Factors: Target entry-level production and warehouse positions. Be completely honest about your record. Prepare a brief narrative about rehabilitation. Pass the drug test—address any substance issues beforehand. Demonstrate reliability through consistent attendance and safety awareness. Be flexible on shifts. Take advantage of Molson Coors' training programs to advance into higher-paying positions.

Biggest Barriers: Theft, fraud, violent crimes, and drug trafficking create the greatest challenges due to inventory access and manufacturing safety concerns. Management roles, finance positions, and CDL driving positions face higher scrutiny than entry-level roles. Recent convictions (2-3 years) face the highest scrutiny regardless of type. However, individualized assessment means your specific circumstances matter.

For those ready to commit to hard work in a manufacturing environment, Coors Brewing Company can be a stepping stone to long-term career stability with exceptional benefits. Start with production or warehouse positions, prove your reliability, and use internal advancement opportunities and training programs to grow your career with one of America's most iconic brewing companies.

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 Molson Coors Beverage Company.

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.molsoncoors.com