Quick Answer

Yes, Cub Foods (a subsidiary of United Natural Foods, Inc. - UNFI) hires individuals with felony convictions for many positions. As Minnesota's largest regional grocery chain with approximately 107 stores across Minnesota and Illinois, Cub Foods operates under EEOC guidelines and Minnesota's Ban the Box law. Employment decisions are conditional upon passing a background check and are subject to Fair Chance Hiring principles requiring individualized assessment.

The law prohibits companies from having a blanket policy excluding all felons. Instead, Cub Foods must conduct an individualized assessment of each conviction to determine if it is job-related and consistent with business necessity.

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

Entry-level positions such as Stocker, General Clerk, and Night Stocker offer the best opportunities for individuals with records. Minnesota's strong Ban the Box protections delay criminal history inquiries until after an interview or conditional job offer, giving applicants a fair chance to demonstrate their qualifications before background information is considered.

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 Cub Foods is not allowed to automatically exclude you solely for being a felon. EEOC guidelines require individualized assessment of each applicant's criminal history.

  
  

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

  
  

• Physical Requirements: Must be able to stand for extended periods, lift up to 50 pounds regularly, and work in refrigerated environments for some positions (dairy, frozen, meat departments).

  
  

• Drug Screen: Must be prepared to pass a pre-employment drug test. Drug testing policies may vary by position and store ownership (corporate vs. franchise). Testing is typically a urine screening.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked (after interview or conditional offer per Minnesota's Ban the Box). Lying is an automatic disqualifier.

  
  

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

  
  

• Minimum Age: Must be at least 16 years old for entry-level positions. Some positions may require applicants to be 18 or older (liquor department, equipment operation).

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Cub Foods operates primarily in Minnesota, which has some of the strongest fair chance hiring protections in the nation. The company must comply with federal EEOC guidelines, state Ban the Box requirements, and the Fair Credit Reporting Act for all background screening activities.

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 and may constitute illegal discrimination.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, Cub 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. Minnesota law provides additional protections requiring written notification of specific reasons for denial.

State-Specific Considerations

Minnesota has strong Fair Chance protections through its Ban the Box law (Minn. Stat. § 364.021), which became effective for private employers on January 1, 2014. Employers cannot inquire about criminal history on job applications and must wait until after the applicant has been selected for an interview or extended a conditional offer. This law applies to all Minnesota employers, including the Minnesota operations of companies headquartered elsewhere. Effective January 1, 2025, Minnesota also enacted automatic record sealing for eligible misdemeanors after 2 years and felonies after 5 years of clean record. Violations of Ban the Box can result in fines of $500-$2,000 depending on employer size.

Grocery Retail-Specific Considerations

The grocery retail industry involves significant cash handling, inventory management, and customer interaction, which creates specific regulatory considerations. Positions with cash register access face additional scrutiny for theft and fraud-related convictions. Food handling positions require compliance with food safety regulations. Pharmacy departments are regulated separately and may have additional background requirements through the Minnesota Board of Pharmacy. Liquor department positions require employees to be 18+ and may face additional scrutiny in certain jurisdictions.

Company Overview

Cub Foods is Minnesota's dominant regional grocery chain, founded in 1968 in Stillwater, Minnesota by Charles and Jack Hooley, Robert Thueson, and Culver Davis Jr. The name "CUB" was derived from Culver Davis Jr.'s nickname, later becoming the acronym "Consumers United for Buying." Cub was one of the first total discount food stores in the United States, pioneering the warehouse-style grocery format. The company was acquired by SuperValu in 1980 and subsequently became a subsidiary of United Natural Foods, Inc. (UNFI) following UNFI's acquisition of SuperValu in October 2018.

Today, Cub operates approximately 107 stores across Minnesota (106 locations) and Illinois (1 location in Freeport). Stores range from 60,000 to 88,500 square feet and offer full-service grocery, pharmacy, deli, bakery, meat and seafood departments, and attached or nearby liquor stores. Cub Foods is the #1 grocery seller in the Minneapolis-St. Paul metropolitan area. The company operates through a mix of corporate-owned stores and franchise locations operated by Jerry's Enterprises, Inc., Haug Companies, and S & R Quisbergs, Inc. Many Cub employees are represented by unions including UFCW Local 663.

Company Fast Facts

• Founded: 1968 (Stillwater, Minnesota)

• Headquarters: Stillwater, Minnesota

• Parent Company: United Natural Foods, Inc. (UNFI)

• Stores: Approximately 107 locations (106 in Minnesota, 1 in Illinois)

• Market Position: #1 grocery retailer in Minneapolis-St. Paul metro

• Store Format: Full-service grocery with pharmacy, deli, bakery, and liquor

• Parent Revenue: $31.68 billion (UNFI FY 2024)

• Union Representation: UFCW Local 663 at many locations

Hiring Policy Analysis

Cub Foods follows fair chance hiring practices consistent with Minnesota's Ban the Box law and EEOC guidelines. The company conducts individualized assessments as required and delays criminal history inquiries until after interview selection or conditional offer. Background checks are conducted after the conditional offer stage, giving applicants the opportunity to demonstrate their qualifications before their record is considered. The hiring process typically includes online application, phone screening, in-person interview, conditional offer, background check, drug test, and orientation. Many employees report being hired within 1-2 weeks of application. Union stores may have additional hiring considerations through collective bargaining agreements.

Position-Specific Barriers

Barrier levels are determined by cash handling responsibilities, customer interaction levels, access to controlled substances, and supervisory duties.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company job postings. Actual compensation varies by location, union status, experience, and store ownership (corporate vs. franchise).

Career Path Examples

Cub Foods emphasizes internal advancement and offers development programs. Many management positions are filled through internal promotion, with reliability and consistent performance being key factors.

Store Operations Track: Grocery Clerk ($13-$18/hr) → Stocker/Lead ($16-$20/hr) → Department Lead ($18-$22/hr) → Assistant Store Director ($40K-$55K/yr). Requires 1-2 years at each level with demonstrated reliability.

Fresh Department Track: Deli/Bakery Clerk ($14-$18/hr) → Department Associate ($16-$20/hr) → Department Manager ($20-$26/hr). Food safety certification may be required for advancement.

Meat Department Track: Meat Clerk ($15-$18/hr) → Meat Cutter ($18-$24/hr) → Meat Manager ($23-$28/hr). Skilled cutting experience increases pay and advancement opportunities.

Background Check Process

Understanding Cub Foods' background check process helps you prepare mentally and practically for what to expect. The company conducts background checks after the conditional offer stage, meaning you'll have the opportunity to interview and receive an offer before your criminal history is reviewed. This timing complies with Minnesota's Ban the Box law.

• 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 for some positions; drug screening for most positions.

  
  

• Lookback Period: Standard 7-year criminal lookback for most positions under FCRA guidelines. Minnesota law allows conviction reporting indefinitely but requires individualized assessment. Employment verification typically extends 3-5 years.

  
  

• Timeline: The hiring process averages 7-14 days from application to hire based on employee reports. Background checks typically take 3-7 business days to complete after authorization is signed.

  
  

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

Disqualifying Factors

High Risk for Disqualification: Recent theft, larceny, burglary, or fraud convictions (especially within 5 years) due to cash handling responsibilities; violent felonies involving assault, battery, or weapons due to customer/employee safety; drug trafficking or manufacturing convictions due to pharmacy proximity; any conviction involving crimes against vulnerable populations.

Lower Risk (Case-by-Case): Non-violent drug possession (especially older convictions); DUI/DWI without commercial driving duties; property crimes over 7 years old with demonstrated rehabilitation; traffic offenses for non-driving positions. All subject to individualized assessment considering rehabilitation evidence and time elapsed.

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 documentation.

  
  

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

  
  

• Minnesota Ban the Box: Employers cannot ask about criminal history on initial applications. Criminal history inquiry occurs only 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 through the Minnesota Bureau of Criminal Apprehension.

Application Strategy

1. Target Entry-Level Stock Positions: Focus on Night Stocker, Grocery Clerk, and Dairy/Frozen 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 cashier positions initially if your record includes theft-related offenses.

   
   

2. Apply Through Official Channels: Submit your application through cub.com/careers. Cub Foods posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as entry-level positions are posted frequently. Consider applying to multiple store locations to maximize opportunities.

   
   

3. Leverage Minnesota's Ban the Box: Focus on securing the interview first, knowing criminal history inquiry is delayed until after interview or conditional offer. Use this opportunity to demonstrate your qualifications and work ethic before your record is considered.

   
   

4. Be Completely Honest: Never lie about your criminal history when asked. 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 under Minnesota's new automatic sealing law (effective January 2025). Contact legal aid organizations for assistance. Sealed records cannot be reported on background checks.

   
   

8. Follow Up Professionally: After applying, consider walking into the store to express interest. Many employees report being hired through walk-in inquiries. If you receive a pre-adverse action notice, respond promptly with rehabilitation documentation.

Tips for Applicants with Records

1. Grocery Retail Has Constant Hiring Needs: The grocery industry experiences consistent turnover in entry-level positions. Cub Foods operates over 100 stores across Minnesota with ongoing staffing needs. Don't be discouraged by individual rejections—keep applying to different locations.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at Cub begin in entry-level stocking positions. Prove reliability by showing up on time, working your scheduled shifts, and maintaining a positive attitude. Internal advancement is common for dedicated employees.

   
   

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

   
   

4. Food Retail Specific Preparation: Grocery environments require attention to food safety, customer service, and physical stamina. Demonstrate understanding of these requirements. Consider obtaining a food handler's certificate to stand out from other applicants.

   
   

5. Be Prepared for Drug Testing: Drug testing practices may vary between corporate and franchise stores. If you have substance issues, address them completely before applying. Testing is typically urine-based.

   
   

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

   
   

7. Network and Use Employee Referrals: Current Cub 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 nights, weekends, and holidays increases your chances significantly. Night stocker positions are often easier to obtain and offer shift differentials for higher pay.

Benefits Overview

Cub Foods offers a benefits package that varies by employment status (full-time vs. part-time), union membership, and store ownership (corporate vs. franchise). Benefits eligibility typically begins after a waiting period. Union employees may have different benefit structures negotiated through collective bargaining agreements.

• Compensation: Weekly pay (paid every Friday). Hourly rates range from $13-$18/hr for entry-level to $25-$31+/hr for skilled and management positions. Union stores may have progressive pay scales based on seniority.

  
  

• 401(k) and Retirement: 401(k) plan available for employee contributions. Company contributes to a separate pension plan. Some franchise locations offer employer match after one year of service.

  
  

• Health Benefits: Medical, dental, and vision insurance available. Full-time employees at some locations may receive coverage after 60 days. Union stores have negotiated health benefits. Coverage varies by store ownership.

  
  

• Time Off: Paid vacation after one year of service. Paid holidays (number varies). Personal time accrued based on hours worked.

  
  

• Additional Benefits: Employee discount on Cub brand items (typically 5-10%). Fuel rewards through Holiday stations. Flexible scheduling. Career advancement opportunities. Short-term disability insurance at some locations.

  
  

• Employee Perspectives - Pros: Weekly pay, flexible scheduling, friendly coworkers, good starting job, union protection at many stores, opportunities to advance, employee discount, fuel rewards.

  
  

• Employee Perspectives - Cons: Union dues reduce take-home pay, management varies by location, physical demands of the work, limited hours for part-time employees, pay increases tied to seniority rather than performance.

Frequently Asked Questions

1. Does Cub Foods hire people with felonies? Yes, Cub Foods considers applicants with felony convictions for most positions. As a Minnesota employer, Cub must comply with Ban the Box law and EEOC guidelines requiring individualized assessment. Entry-level positions like Night Stocker and Grocery Clerk offer the best opportunities. Hiring depends on the nature, recency, and job-relevance of the conviction.

   
   

2. What is the background check process at Cub Foods? Background checks occur after conditional offer per Minnesota's Ban the Box law. The process includes criminal history check (county, state, federal), SSN verification, and drug screening. You must provide written consent. Results take 3-7 business days. If issues arise, you receive pre-adverse action notice with opportunity to respond before final decision.

   
   

3. How far back does the background check go at Cub Foods—what is the lookback period? Standard 7-year lookback for most positions under FCRA guidelines. Minnesota law allows conviction reporting indefinitely but requires consideration of recency in individualized assessment. Older convictions (7+ years) with demonstrated rehabilitation receive less weight. Employment verification typically covers 3-5 years.

   
   

4. What types of convictions make hiring more difficult at Cub Foods? Highest barriers: Recent theft, fraud, or larceny convictions (cash handling concerns); violent offenses (customer/employee safety); drug trafficking (pharmacy proximity). Moderate barriers: Property crimes over 5 years old; non-violent drug possession. Lower barriers: Traffic offenses; older non-violent convictions with rehabilitation evidence.

   
   

5. What are the best entry-level roles at Cub Foods for applicants with a record? Night Stocker ($16-$22/hr) offers limited customer contact and cash handling. Grocery Clerk ($13-$18/hr) involves stocking and inventory. Dairy/Frozen Stocker ($15-$24/hr) works in refrigerated areas. These positions have high turnover and consistent openings. Avoid cashier positions initially if theft-related offenses are on your record.

   
   

6. Does Cub Foods drug test, and what kind of test do they use? Drug testing policies vary by store ownership. Corporate stores typically conduct pre-employment drug screening. Testing is usually urine-based. Practices may differ at franchise locations (Jerry's Enterprises, Haug Companies, etc.). If substance issues exist, address them before applying.

   
   

7. When during the hiring process will Cub Foods ask about criminal history? Under Minnesota's Ban the Box law, Cub cannot ask about criminal history on the application. They can inquire only after selecting you for an interview or extending a conditional job offer. This allows you to demonstrate qualifications before your record is considered.

   
   

8. Can someone advance to management at Cub Foods if they have a felony? Yes, advancement is possible though management positions face increased scrutiny due to greater responsibilities. Build a track record of reliability, demonstrate good judgment, and allow time to pass since your conviction. Many department leads and managers started in entry-level positions. Advancement typically requires 1-2 years of consistent performance at each level.

   
   

9. How long does the hiring and background check process take? Total process typically takes 7-14 days from application to hire. Phone screening (if applicable) within 2-3 days of applying. Interviews scheduled within 1 week. Background check takes 3-7 business days after authorization. Many employees report being hired within 1-2 weeks. Walk-in applications sometimes result in same-day interviews.

   
   

10. What can applicants do to improve their chances of getting hired at Cub Foods? Key strategies:

    (1) Apply to multiple locations;

    (2) Target night stocker or stocking positions;

    (3) Walk in to express interest after applying online;

    (4) Be flexible with scheduling;

    (5) Prepare honest explanation of your record;

    (6) Gather rehabilitation documentation;

    (7) Check for record sealing eligibility;

    (8) Follow up professionally;

    (9) Demonstrate reliability and positive attitude in interview.

    
    

Alternative Second Chance Employers

If Cub Foods doesn't work out, consider these employers known for fair chance hiring practices in grocery retail and related industries in Minnesota:

Conclusion

Cub Foods offers genuine opportunities for individuals with criminal records, particularly in entry-level stocking, warehouse, and clerk positions. As Minnesota's dominant regional grocer with over 100 stores, the organization provides a realistic pathway to stable employment with competitive benefits. Minnesota's strong Ban the Box protections give applicants a meaningful advantage by delaying criminal history inquiries until after interview or conditional offer.

The work is physically demanding and fast-paced, requiring stamina for standing, lifting, and working in various environments including refrigerated areas. However, the compensation is competitive for entry-level retail ($13-$22/hr depending on position and shift), with weekly pay and opportunities for overtime. The benefits package includes health insurance options, 401(k), employee discounts, and fuel rewards. Career advancement is achievable—many department managers and supervisors started as entry-level clerks and stockers.

Key Success Factors: Target night stocker or stocking positions initially; leverage Minnesota's Ban the Box protections; be completely honest about your record when asked; prepare rehabilitation documentation; demonstrate reliability and flexibility with scheduling; apply to multiple locations.

Biggest Barriers: Recent theft or fraud convictions create significant challenges for cash-handling positions; violent offenses face scrutiny due to customer interaction; drug trafficking convictions are problematic due to pharmacy operations. Consider starting in positions with less cash responsibility and customer contact.

If you're committed to rebuilding your career and willing to start with entry-level work, Cub Foods represents a viable opportunity in a stable industry with room for growth. The combination of Minnesota's protective employment laws and Cub's consistent hiring needs creates favorable conditions for Second Chance applicants who approach the process strategically and professionally.

Disclaimer

This guide provides general information and should not be considered legal advice. Hiring policies vary by position, location, store ownership (corporate vs. franchise), 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 Cub 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.cub.com/careers