Quick Answer

Yes, Crete Carrier Corporation does hire individuals with felony convictions for certain positions, though the trucking industry involves significant regulatory barriers. As one of the nation's largest privately-held trucking companies with approximately 5,400 tractors and over 6,000 employees operating from 20+ terminals nationwide, Crete Carrier Corporation provides transportation services across the lower 48 states. Employment decisions are conditional upon passing a comprehensive background check and mandatory DOT drug and alcohol testing.

Federal law prohibits companies from having a blanket policy excluding all felons. Instead, employers 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 drug manufacturing or distribution using a commercial vehicle (permanent CDL disqualification), DUI/DWI convictions (strict DOT scrutiny), and theft or fraud (cargo security concerns). Recent offenses within the past 5-10 years face the highest scrutiny regardless of type.

Best entry points exist through office and shop positions that are not subject to DOT/FMCSA regulations. Customer service representatives, administrative assistants, billing coordinators, tire technicians, and diesel mechanics face significantly lower barriers than driving positions. For those seeking driving positions, felonies older than 10 years that do not involve commercial motor vehicles or federally disqualifying offenses may still be considered on a case-by-case basis. The company's emphasis on individualized assessment means that rehabilitation evidence, time since conviction, and clean driving records can positively influence hiring decisions.

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: Crete Carrier is not allowed to automatically exclude you solely for having a felony conviction. EEOC guidelines require individualized assessment of each candidate.

  
  

• Job-Related Assessment: 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 sought).

  
  

• CDL Status (For Driving Positions): Must possess a valid Class A Commercial Driver's License with no federally disqualifying offenses. Using a CMV to commit a drug felony results in permanent disqualification.

  
  

• Physical Requirements: Driving positions require passing a DOT physical examination. Shop positions may require lifting up to 50 pounds and working in various conditions.

  
  

• Drug Screen: Must pass mandatory pre-employment drug testing. Crete Carrier uses both urine and hair follicle testing. DOT positions require random testing throughout employment.

  
  

• 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.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Crete Carrier Corporation is headquartered in Nebraska and operates terminals across the country. The trucking industry faces unique regulatory requirements through the Department of Transportation (DOT) and Federal Motor Carrier Safety Administration (FMCSA) that create additional barriers beyond standard employment background checks.

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, Crete Carrier 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

Nebraska, where Crete Carrier is headquartered, has a Ban the Box law that applies to public employers only. Private employers like Crete Carrier are not required to follow Ban the Box provisions in Nebraska. However, the company operates terminals in many states, including those with stronger protections such as California, Illinois, and Minnesota. Applicants in these states may benefit from additional fair chance protections that delay criminal history inquiries until after a conditional offer.

Trucking Industry-Specific Considerations

The trucking industry is heavily regulated by the Department of Transportation (DOT) and Federal Motor Carrier Safety Administration (FMCSA). These regulations create mandatory disqualifications for certain offenses that override company discretion:

• Permanent CDL Disqualification: Using a commercial motor vehicle in the commission of a felony involving manufacturing, distributing, or dispensing controlled substances results in lifetime disqualification with no possibility of reinstatement.

  
  

• Major Offense Disqualifications: DUI/DWI, leaving the scene of an accident, using a CMV in a felony, or driving with a revoked/suspended CDL result in 1-year disqualification for first offense (3 years if hauling hazmat), lifetime for second offense.

  
  

• Drug/Alcohol Clearinghouse: All CDL holders are tracked in the federal clearinghouse. Positive drug tests, refusals, and alcohol violations are recorded and must be resolved before returning to safety-sensitive positions.

Company Overview

Crete Carrier Corporation is one of the largest privately-held trucking companies in the United States, founded in 1966 by Duane Acklie in Crete, Nebraska. Headquartered in Lincoln, Nebraska at 400 Northwest 56th Street, the company operates as a holding company for three trucking divisions: Crete Carrier (dry van freight), Shaffer Trucking (temperature-controlled cargo), and Hunt Transportation (flatbed and specialized freight). The company serves customers throughout the lower 48 states from approximately 20+ terminals strategically located across the country, with major hubs in the Midwest and Southeast regions.

Crete Carrier is a debt-free company that prides itself on financial stability and driver retention. The company operates over 5,400 tractors and 13,000 trailers, handling commodities including food products, paper goods, and consumer products for some of the best-known names in American business. Drivers are known to stay with Crete three times longer than industry average, which the company attributes to its commitment to driver-focused policies, competitive compensation, and family-oriented culture. The company emphasizes family values as a privately-held business and offers profit-sharing to employees, having contributed over $103 million to employee retirement accounts since 2018, including $11.5 million in 2025 alone.

The company maintains high safety standards and requires its drivers to exceed CSA score standards set by the U.S. Department of Transportation. Crete Carrier has earned recognition for its commitment to safety and driver welfare, including the ATA safe driving award program for qualifying drivers. Veterans make up nearly 30% of the employee population, and the company actively supports military service members through its Patriot Fleet program and military leave policies.

Company Fast Facts

• Founded: 1966 (Crete, Nebraska)

• Headquarters: Lincoln, Nebraska

• Employees: 6,000+ (drivers, office, and shop staff)

• Fleet Size: 5,400+ tractors, 13,000+ trailers

• Terminals: 20+ locations nationwide

• Ownership: Privately-held, family-owned

• CEO: Tonn Ostergard

• Business Model: Truckload carrier - dry van, refrigerated, and flatbed freight transportation

Hiring Policy Analysis

Crete Carrier Corporation has been identified as a trucking company that considers applicants with criminal backgrounds, though driving positions face significant regulatory barriers. The company conducts individualized assessments as required by EEOC guidelines. For driving positions, Crete requires one year of verifiable tractor-trailer experience, a clean driving record with no major preventable accidents in the past five years, and no DUI/DWI convictions or positive drug screens in the past five years. Background checks are conducted after a conditional offer is extended. The hiring process typically takes 3-8 days from application to orientation.

Position-Specific Barriers

Barrier levels are determined by DOT/FMCSA regulatory requirements, cargo security concerns, and position-specific safety considerations.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company job postings. Actual compensation varies by location, experience, and fleet type. Driver pay is based on practical miles.

Career Path Examples

Crete Carrier emphasizes internal advancement and long-term career development. Many management positions are filled through internal promotion, and the company offers tuition reimbursement for employees pursuing additional education.

Office Track: Customer Service Rep ($15-$18/hr) → Operations Associate ($20-$24/hr) → Operations Supervisor ($50K-$60K/yr) → Fleet Manager ($55K-$75K/yr). Advancement based on performance and company tenure.

Shop Track: Tire Technician ($18-$23/hr) → Diesel Mechanic ($22-$30/hr) → Lead Technician ($28-$35/hr) → Shop Supervisor ($55K-$70K/yr). Technical certifications increase advancement opportunities.

Driver Track: OTR Driver ($0.61-$0.64/mile) → Regional Driver → Dedicated Fleet Driver → Driver Trainer → Fleet Manager. Million Mile Club recognition for long-term safe drivers.

Background Check Process

Understanding Crete Carrier's background check process helps you prepare mentally and practically for what to expect. Background checks are conducted after a conditional offer is extended, giving applicants the opportunity to demonstrate qualifications before criminal history is reviewed. The company handles employment verification internally through its HR department rather than using third-party verification services, which can provide more personalized handling of applicant records.

• What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; identity verification through SSN trace and address history; 10-year employment history verification; Motor Vehicle Record (MVR) for driving positions; Pre-Employment Screening Program (PSP) for DOT positions showing inspection and crash history; DOT Drug and Alcohol Clearinghouse query; DOT physical examination for CDL holders. For shop positions, drug testing may also be required depending on the role's safety-sensitive classification.

  
  

• Lookback Period: Standard 7-year criminal lookback for most positions following FCRA guidelines. DOT requires 10-year driving history review including MVR and PSP data. Employment verification typically extends 10 years to match DOT requirements. Certain CDL disqualifying offenses, particularly drug felonies involving commercial motor vehicles, have permanent lookback with no time limitation per federal FMCSA regulations.

  
  

• Timeline: The hiring process averages 3-8 days from application to orientation based on employee reports. Orientation typically runs 2-3 days at the nearest terminal location. Background checks typically take 2-5 business days after consent is signed, depending on the complexity of the search and responsiveness of previous employers. Drug test results usually return within 48 hours. Some positions may take longer due to additional verification requirements.

  
  

• Process Flow: Online application submitted → Recruiter phone screening → Conditional offer extended → Background check consent signed → Drug test administered (urine and hair follicle) → DOT physical (for drivers) → MVR/PSP review → DOT Clearinghouse query → Criminal background check → Employment verification → Results reviewed using individualized assessment → Final hiring decision made → Pre-adverse or adverse action notice if applicable → Orientation scheduled → Training begins (including road test for drivers).

Disqualifying Factors

Permanent CDL Disqualification: Using a commercial motor vehicle in a felony involving manufacturing, distributing, or dispensing controlled substances; using a CMV in felony involving human trafficking.

High Risk for Disqualification: DUI/DWI convictions within 5 years; any positive drug test or refusal; violent felonies; theft or fraud offenses (cargo security concern); multiple traffic violations; leaving scene of accident.

Lower Risk (Case-by-Case): Non-violent offenses older than 7-10 years; offenses unrelated to driving or cargo handling; misdemeanor convictions with documented rehabilitation. 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 with 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 through state repositories or consumer reporting agencies.

Application Strategy

1. Target Non-Driving Positions First: If your record includes recent offenses or driving-related convictions, focus on office and shop positions that are not subject to DOT regulations. These provide an entry point to prove yourself within the company.

   
   

2. Apply Through Official Channels: Submit applications through cretecarrier.com/careers or joincrete.com. The company also posts positions on Indeed, LinkedIn, and ZipRecruiter. Contact recruiters directly at terminal locations for personalized guidance.

   
   

3. Know Your CDL Status: Before applying for driving positions, verify your CDL is valid and not subject to federal disqualifying offenses. Check the FMCSA Drug and Alcohol Clearinghouse for any recorded violations.

   
   

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. The trucking industry requires extensive verification.

   
   

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, stability, and commitment to safety.

   
   

6. Document Rehabilitation: Gather evidence of positive changes since your conviction: completion of treatment programs, educational certificates, clean driving record, stable employment history, and references from employers or probation officers.

   
   

7. Check Expungement Eligibility: Research whether your offense qualifies for sealing or expungement. Sealed records may not appear on standard background checks. Contact legal aid organizations for assistance with the process.

   
   

8. Follow Up Professionally: After applying, follow up with HR or recruiters within 1-2 weeks. If you receive a pre-adverse action notice, respond promptly with rehabilitation documentation and any clarifying information.

Tips for Applicants with Records

1. Trucking Industry Needs Drivers: The trucking industry faces a persistent driver shortage estimated at 60,000-80,000 positions. This creates opportunity for qualified applicants, including those with records who can meet safety requirements.

   
   

2. Start in Non-Regulated Positions: Office and shop positions offer a pathway to build a track record within the company. Proving your reliability in these roles may open doors to driving positions later.

   
   

3. Run Your Own Background Check: Know what will appear before the employer sees it. Order your own criminal background check and driving record. Dispute any errors in advance to avoid surprises.

   
   

4. Pass the Drug Test: If you have substance issues, address them completely before applying. Crete Carrier uses both urine and hair follicle testing. A failed test will disqualify you and be recorded in the federal clearinghouse.

   
   

5. Maintain a Clean Driving Record: Even minor traffic violations can impact hiring decisions in trucking. Avoid speeding tickets, accidents, and any moving violations while seeking employment.

   
   

6. Highlight Safety and Reliability: Crete Carrier emphasizes safety as a core value. Demonstrate your understanding of safety protocols and commitment to following procedures.

   
   

7. Network with Current Employees: Employee referrals carry weight at Crete Carrier, and referred drivers receive bonus incentives. Connect through LinkedIn or industry forums to find potential referral sources.

   
   

8. Be Flexible on Location: With 20+ terminals nationwide, willingness to work at various locations increases your opportunities. Consider terminals in areas with higher hiring needs.

Benefits Overview

Crete Carrier Corporation offers a comprehensive benefits package for both drivers and office/shop employees. Benefits typically begin after probationary period completion.

• Compensation: Drivers earn $0.61-$0.64 per practical mile with potential for $58K-$92K annually. Office positions range from $15-$24/hr. Shop positions $18-$35/hr depending on role and experience.

  
  

• 401(k) and Retirement: 401(k) plan with company matching contributions. Profit-sharing program contributed $11.5 million in 2025 alone, with over $103 million contributed to employee retirement accounts since 2018. Eligibility after one year of service.

  
  

• Health Benefits: Health insurance through Blue Cross Blue Shield of Nebraska (PPO plan). Dental and vision coverage available. Health care and dependent care flexible spending accounts. Basic life insurance and short-term disability provided by company.

  
  

• Time Off: Paid Time Off (PTO) accrued per pay period. Vacation increases with tenure: 1 week after 1 year, 2 weeks after 3 years, 3 weeks after 10 years. Military leave provided for drill and training without using vacation.

  
  

• Additional Benefits: Tuition reimbursement for job-related education. Scholarships for employees' dependents. Driver referral bonuses ($500 plus $0.01-$0.03 per mile driven by referral). Pet policy allowing dogs/cats on trucks. National and local discount programs.

  
  

• Employee Perspectives - Pros: Stable family-owned company; profit-sharing program; good home time options; newer equipment; low driver turnover; pet-friendly policy.

  
  

• Employee Perspectives - Cons: High insurance deductibles; some report management communication issues; regional variations in miles and home time.

Frequently Asked Questions

1. Does Crete Carrier hire people with felonies?

   Yes, Crete Carrier considers applicants with felony convictions on a case-by-case basis, though driving positions face significant regulatory barriers. Non-driving positions (office and shop) offer better accessibility for those with records. Federal FMCSA regulations permanently disqualify individuals who used a commercial motor vehicle in drug manufacturing/distribution felonies. Other offenses are evaluated individually based on nature, time elapsed, and job relevance.

   
   

2. What is the background check process at Crete Carrier?

   After a conditional offer, Crete Carrier conducts comprehensive background checks including criminal history, employment verification (10 years), MVR and PSP review for drivers, DOT Drug and Alcohol Clearinghouse query, and drug testing (urine and hair follicle). Results are reviewed through individualized assessment before final hiring decisions.

   
   

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

   Standard criminal lookback is 7 years for most positions. DOT requires 10-year driving history review for CDL positions. Employment verification typically extends 10 years. Certain CDL disqualifying offenses (drug felonies involving CMV) have permanent lookback with no time limitation.

   
   

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

   Most difficult: Drug offenses involving a CMV (permanent CDL disqualification), DUI/DWI within 5 years, violent felonies, theft/fraud offenses. Moderately difficult: Recent non-violent offenses, traffic violations. Less difficult: Non-violent offenses older than 7-10 years, offenses unrelated to driving or cargo handling.

   
   

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

   Customer Service Representative ($15-$18/hr), Administrative Assistant ($16-$20/hr), Tire Technician ($18-$23/hr), and Warehouse positions offer the lowest barriers as they are not subject to DOT driver regulations. These positions allow you to build a track record within the company.

   
   

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

   Yes, Crete Carrier requires pre-employment drug testing for all positions. They use both urine testing and hair follicle testing. DOT positions (drivers, mechanics working on safety systems) are subject to random drug and alcohol testing throughout employment. All results are reported to the federal clearinghouse.

   
   

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

   Criminal history is typically addressed after a conditional offer is extended. The application asks about driving violations and disqualifying offenses. Detailed criminal history is obtained through the background check process. Nebraska does not require Ban the Box for private employers, but the company conducts background checks after initial screening.

   
   

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

   Advancement is possible for employees who demonstrate reliability and strong performance. Many supervisory and management positions are filled through internal promotion. Building a positive track record with the company over time may outweigh past convictions for non-regulated positions.

   
   

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

   The hiring process typically takes 3-8 days from application to orientation. Background checks take 2-5 business days after consent. Drug test results usually return within 48 hours. Driver positions may take longer due to MVR, PSP, and clearinghouse verification.

   
   

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

    Be completely honest about your record; document rehabilitation and positive changes; maintain a clean driving record; pass drug testing; apply for non-regulated positions if recent convictions; get employee referrals; be flexible on location; follow up professionally; check records for errors before applying.

Alternative Second Chance Employers

If Crete Carrier doesn't work out, consider these trucking companies known for fair chance hiring practices:

Conclusion

Crete Carrier Corporation offers conditional opportunities for individuals with criminal records, with the best pathways through office and shop positions that are not subject to DOT driver regulations. As one of the nation's largest privately-held trucking companies with over 50 years of stability and a debt-free financial position, the organization provides a genuine pathway to long-term employment with industry-leading benefits including profit-sharing that has contributed over $103 million to employee retirement accounts since 2018.

The trucking industry's regulatory environment creates significant barriers for driving positions, particularly for those with drug-related convictions or recent DUI/DWI history. Federal FMCSA regulations mandate permanent CDL disqualification for certain offenses regardless of company policy, specifically using a commercial motor vehicle in the commission of a felony involving the manufacturing, distributing, or dispensing of controlled substances. However, for applicants whose records do not include federally disqualifying offenses and who can demonstrate rehabilitation, Crete Carrier's case-by-case evaluation approach offers realistic opportunity.

The work environment at Crete Carrier emphasizes safety, family values, and long-term employment. The company's driver retention rate of three times the industry average suggests a positive workplace culture. Entry-level positions in office and shop roles provide opportunities to demonstrate reliability and build a track record that may open doors to advancement within the company.

Key Success Factors: Target non-driving positions if record is recent or includes driving-related offenses; be completely honest throughout the process; document rehabilitation efforts comprehensively; maintain a clean driving record going forward; pass drug testing without exception; be flexible on location and willing to work at various terminals; follow up professionally with recruiters; obtain employee referrals when possible.

Biggest Barriers: Drug felonies involving CMV (permanent CDL disqualification with no exception); DUI/DWI convictions within 5 years; any positive drug test or refusal (recorded in federal clearinghouse); theft or fraud offenses due to cargo security concerns; violent felonies especially recent ones; multiple traffic violations showing pattern of unsafe driving.

For those committed to rebuilding their careers in transportation, Crete Carrier's family-owned culture, comprehensive benefits package, emphasis on long-term employment, and profit-sharing program make it a worthwhile target for second chance employment. The key is targeting the appropriate positions based on your specific record and demonstrating the reliability and safety consciousness that the company values.

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 Crete Carrier Corporation.

Inclusion in this guide does not guarantee employment. Background check laws, expungement procedures, DOT regulations, and fair chance hiring requirements vary by state and should be confirmed with legal professionals. Federal FMCSA regulations regarding CDL disqualifications are subject to change. Consult with an employment attorney or legal aid organization for specific legal advice about your situation.

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