Quick Answer

Yes, Cummins is known to hire individuals with felony convictions for certain positions. As a global power technology leader with approximately 69,600 employees worldwide, Cummins operates major manufacturing facilities across the United States. 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 violence or weapons (safety concerns in industrial environments), theft, fraud, or embezzlement (access to high-value equipment and intellectual property), and drug offenses (mandatory drug-free workplace policy). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Manufacturing Technician, Assembler, Production Operator, and Warehouse Associate positions offer the best entry points for individuals with criminal records. These high-volume roles have consistent hiring needs and lower barrier levels compared to technical or supervisory positions.

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 stand for extended periods, lift up to 50 pounds regularly, and work in an industrial environment with exposure to noise and temperature variations.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test. Cummins maintains a strict drug-free workplace policy. Testing is typically a urine screening for standard substances.

  
  

• 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.

  
  

• Safety Commitment: Must demonstrate commitment to workplace safety protocols and willingness to follow strict manufacturing safety procedures.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Cummins operates manufacturing facilities across multiple states with varying fair chance hiring laws, but must comply with federal EEOC guidelines nationwide. Indiana, where Cummins is headquartered, has limited fair chance protections for private employers, though the company follows industry best practices for 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, Cummins 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

Indiana has limited Fair Chance protections. The state's Ban the Box law (2017) applies only to public-sector employment in the Executive Branch, not private employers like Cummins. Indianapolis has local ordinances for city contractors. Other states where Cummins operates, including North Carolina, Tennessee, Minnesota, and New York, have varying levels of protection. California, where Cummins has facilities, requires individualized assessment and prohibits criminal history inquiries until after conditional offer for employers with five or more employees.

Manufacturing-Specific Considerations

The heavy manufacturing industry involves operating dangerous machinery, handling high-value components, and working in team environments. This creates specific regulatory considerations. OSHA safety requirements apply to all workers regardless of background. Drug-free workplace policies are strictly enforced due to machinery operation. Positions involving commercial driver's license (CDL) requirements fall under DOT regulations with specific disqualifying offenses. Certain government contracts may require additional security clearances that have their own conviction restrictions.

Company Overview

Cummins Inc. is a global power technology leader that designs, manufactures, and distributes diesel engines, electric vehicle components, power generation products, and related technologies. Founded in 1919 by mechanic Clessie Cummins and banker William Glanton Irwin, the company has grown into a Fortune 500 corporation. Headquartered in Columbus, Indiana, Cummins operates through five business segments: Engine, Components, Distribution, Power Systems, and Accelera by Cummins. The company employs approximately 69,600 people globally.

Cummins is committed to its Destination Zero strategy, focusing on environmental sustainability and helping customers navigate the energy transition. The company has invested significantly in research and development, allocating a record $1.4 billion to R&D in 2023. Many production positions are represented by unions including the Diesel Workers Union (DWU), which provides additional job protections and grievance procedures.

Company Fast Facts

• Founded: 1919 (Columbus, Indiana)

• Headquarters: Columbus, Indiana

• Employees: Approximately 69,600 globally

• Industry Rank: 27.4% market share in Engine & Turbine Manufacturing

• Major Operations: Columbus IN, Jamestown NY, Rocky Mount NC, Fridley MN, Charleston SC

• Stock Exchange: NYSE: CMI

• CEO: Jennifer Rumsey (Chair & CEO since 2023)

• Business Model: Manufacturing, distribution, and service of power solutions

• Revenue: $34.1 billion (2024)

Hiring Policy Analysis

Cummins has implemented fair chance hiring practices aligned with EEOC guidelines, conducting individualized assessments for applicants with criminal records. The company uses staffing agencies (such as Elwood Staffing) for many production positions, which explicitly state that conviction records will not necessarily prevent employment. Background checks are conducted after conditional offers, giving applicants the opportunity to demonstrate qualifications before criminal history is reviewed. The hiring process typically includes online application, phone screening, in-person interview, conditional offer, background check, drug test, and orientation. Many production positions are union-represented, providing additional protections through collective bargaining agreements.

Position-Specific Barriers

Barrier levels are determined by access to valuable assets, safety requirements, customer interaction, and regulatory compliance needs.

Available Positions and Pay

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

Career Path Examples

Cummins emphasizes internal advancement and offers robust training programs. Many supervisory and management positions are filled through internal promotion. Union representation provides wage progression within job classifications.

Production Track: Production Operator ($18-$22/hr) → Manufacturing Technician ($22-$28/hr) → Senior Technician ($28-$32/hr) → Production Supervisor ($55K-$75K/yr). Advancement requires demonstrated reliability, safety compliance, and skill development.

Maintenance Track: Machine Operator ($20-$26/hr) → Maintenance Technician ($25-$32/hr) → Lead Maintenance ($32-$38/hr) → Maintenance Supervisor ($60K-$80K/yr). Technical certifications and troubleshooting skills drive progression.

Technical Track: Diesel Technician ($25-$35/hr) → Senior Technician ($32-$40/hr) → Field Service Engineer ($70K-$95K/yr) → Technical Advisor ($95K-$135K/yr). ASE certifications and specialized Cummins training programs required for advancement.

Background Check Process

Understanding Cummins' 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 demonstrate your qualifications and make an impression 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; drug screening (mandatory for all production positions); education verification for positions requiring specific credentials; motor vehicle records for positions requiring driving.

  
  

• Lookback Period: Standard 7-year criminal lookback in most states. Some states like California limit reporting to 7 years. Employment verification typically extends 7-10 years. Serious violent felonies may be considered beyond standard lookback periods.

  
  

• Timeline: The hiring process averages approximately 2-4 weeks from application to hire based on employee reports. Background checks typically take 3-7 business days to complete after conditional offer. Some positions may take longer depending on complexity and location.

  
  

• 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: Recent violent felonies (assault, weapons charges) due to industrial safety concerns; theft, fraud, or embezzlement due to access to valuable equipment and materials; drug trafficking or distribution due to drug-free workplace policy; felonies involving dishonesty for positions with financial responsibility; sexual offenses for all positions.

Lower Risk (Case-by-Case): Non-violent property crimes older than 5 years; drug possession (non-trafficking) with demonstrated rehabilitation; DUI/DWI for non-driving positions; older non-violent felonies with stable work history since conviction. 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 is required.

  
  

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

  
  

• State Protections: In states with Ban the Box laws (California, New York, etc.), 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 Operator, Assembler, and Material Handler 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 technical or supervisory positions initially if your record is recent.

   
   

2. Apply Through Official Channels: Submit your application through cummins.jobs or the official Cummins careers website. Cummins also uses staffing agencies like Elwood Staffing for production positions. Check both channels regularly as production roles are posted frequently.

   
   

3. Prepare for the Interview: Be ready to discuss your mechanical aptitude, reliability, and commitment to safety. Research Cummins' products and Destination Zero sustainability initiative. Emphasize teamwork and your ability to follow detailed procedures.

   
   

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. Indiana allows expungement for many non-violent offenses after specified waiting periods. Contact Indiana Legal Services or a reentry organization for assistance.

   
   

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

Tips for Applicants with Records

1. Manufacturing Has Constant Hiring Needs: Heavy manufacturing has consistent turnover in production positions. Cummins operates multiple shifts at large facilities. Don't be discouraged by individual rejections—keep applying to different locations and shifts.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at Cummins begin in entry-level production roles. Prove reliability by showing up on time, following safety protocols, and maintaining quality standards. Cummins provides training for advancement into higher-paying skilled 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. Manufacturing-Specific Preparation: Manufacturing environments require standing for long periods and physical stamina. Demonstrate understanding of workplace safety. Consider obtaining forklift certification or basic manufacturing credentials to stand out from other applicants.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. Cummins requires pre-employment drug screening for all positions. Testing is typically urine-based. Indiana does not have recreational marijuana, and THC will disqualify you.

   
   

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

   
   

7. Network and Use Employee Referrals: Current Cummins 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 Shift: Willingness to work second or third shift increases your chances significantly. Many openings are on 2nd and 3rd shifts. Shift differentials provide additional pay for non-day shifts.

Benefits Overview

Cummins offers a comprehensive benefits package that is consistently rated highly by employees. Benefits begin after a waiting period for full-time employees.

• Compensation: Entry-level production positions start at $18-$22/hr with regular wage progression. Overtime pay at time-and-a-half after 40 hours. Double time for hours over 48 in a week (when working through staffing agency). Shift differentials for 2nd and 3rd shift.

  
  

• 401(k) and Retirement: 401(k) with company match of 50% up to 6% of salary. Pension plan for eligible employees. Company-paid retirement benefit in addition to 401(k). Employee Stock Purchase Plan (ESPP) available.

  
  

• Health Benefits: Multiple medical plan options with varying premium levels. Dental and vision coverage. Health Savings Account (HSA) and Flexible Spending Accounts (FSA). Telehealth services and mental health support. Wellness programs with potential premium discounts.

  
  

• Time Off: 2 weeks PTO for first 5 years, increasing to 3 weeks (5-15 years), 4 weeks (15-25 years), and 5 weeks (25+ years). Paid holidays. Parental leave. Bereavement leave.

  
  

• Additional Benefits: Life insurance and accidental death coverage. Short-term and long-term disability. Tuition reimbursement and student loan assistance. Employee Assistance Program (EAP). Legal services plan. Pet insurance. Employee discounts. Adoption reimbursement.

  
  

• Employee Perspectives - Pros: Strong benefits package; good retirement options; opportunities for advancement; stable employment; overtime availability; training programs.

  
  

• Employee Perspectives - Cons: Physical demands of production work; mandatory overtime during peak periods; some facilities have older equipment; shift work can be challenging; recent layoffs at some locations.

Frequently Asked Questions

1. Does Cummins hire people with felonies?

   Yes, Cummins hires individuals with felony convictions for certain positions. The company conducts individualized assessments as required by EEOC guidelines rather than implementing blanket exclusions. Production roles such as Assembler, Production Operator, and Material Handler offer the best opportunities. Success depends on the nature and recency of the offense, its relationship to the job, and evidence of rehabilitation. Non-violent offenses older than 5 years with demonstrated rehabilitation have the best outcomes.

   
   

2. What is the background check process at Cummins?

   Cummins conducts background checks after extending a conditional job offer. The check includes criminal history at county, state, and federal levels; SSN trace and address verification; employment history verification; and a mandatory drug screen. A third-party provider typically conducts the check. If issues arise, you'll receive a pre-adverse action notice with time to respond before any final decision is made.

   
   

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

   The standard criminal lookback period is 7 years in most states. Some states like California have legal limits on reporting. Employment verification typically extends 7-10 years. Serious violent offenses may be considered beyond the standard lookback period. The specific lookback may vary by state where you're applying due to varying state laws.

   
   

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

   The most challenging convictions include: recent violent felonies (safety concerns in industrial settings); theft, fraud, or embezzlement (access to valuable equipment); drug trafficking or distribution (strict drug-free policy); sexual offenses (disqualifying for all positions). Drug possession with demonstrated rehabilitation, non-violent property crimes older than 5 years, and DUI/DWI for non-driving positions are typically evaluated more favorably on a case-by-case basis.

   
   

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

   The best entry points are: Production Operator ($18-$22/hr) - assembly line work with shift differentials; Assembler ($19-$23/hr) - engine assembly using hand and power tools; Material Handler ($18-$21/hr) - warehouse operations with forklift opportunities; General Production Worker - high-volume hiring through staffing agencies. These positions have the lowest barriers, highest turnover, and most frequent openings.

   
   

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

   Yes, Cummins requires pre-employment drug testing for all positions. The test is typically a urine screen sent to a lab for analysis. Testing screens for standard substances including marijuana, cocaine, opioids, amphetamines, and PCP. Cummins maintains a strict drug-free workplace policy, and failure to pass is an immediate disqualifier. Random drug testing may occur during employment, and post-accident testing is standard.

   
   

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

   Cummins typically asks about criminal history after extending a conditional job offer, which is in line with fair chance hiring best practices. The background check is conducted at this stage. In states with Ban the Box laws (California, New York, etc.), criminal history inquiry is legally required to wait until after the conditional offer. This gives applicants the opportunity to demonstrate qualifications before their record is considered.

   
   

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

   Yes, advancement is possible though it may require additional review at each promotion level. Many Cummins employees start in entry-level production roles and advance to supervisory positions. Success requires demonstrating reliability, safety compliance, and skill development over time. The longer ago the offense and the more rehabilitation evidence you can show, the better your advancement prospects. Supervisory roles may involve additional background review.

   
   

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

   The complete hiring process typically takes 2-4 weeks from application to start date. This includes: application review (1-3 days); phone screening (1-2 days); interview scheduling and completion (3-7 days); conditional offer; background check (3-7 business days); drug test (1-3 days); final offer and orientation scheduling. The timeline may vary based on position, location, and background check complexity.

   
   

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

    Key strategies include:

    (1) Apply through staffing agencies like Elwood Staffing which explicitly work with individuals with records;

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

    (3) Be flexible on shift—2nd and 3rd shift positions are easier to obtain;

    (4) Prepare rehabilitation documentation before applying;

    (5) Be completely honest and prepare a concise narrative about your conviction;

    (6) Demonstrate mechanical aptitude and commitment to safety;

    (7) Obtain relevant certifications like forklift operation;

    (8) Apply to multiple locations;

    (9) Follow up professionally after applying;

    (10) Consider checking expungement eligibility before applying.

Alternative Second Chance Employers

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

Conclusion

Cummins offers genuine opportunities for individuals with criminal records, particularly in production and manufacturing positions. As a global leader in power technology with approximately 69,600 employees, the organization provides a realistic pathway to stable employment with competitive wages and comprehensive benefits. The company follows EEOC guidelines for individualized assessment and works with staffing agencies that explicitly consider applicants with records.

The work is physically demanding in an industrial environment with emphasis on safety. However, compensation starts at $18-$22/hr for entry-level positions with regular wage progression and overtime opportunities. The benefits package includes 401(k) with matching, pension contributions, health insurance, and tuition reimbursement. Career advancement is available—many supervisors and technicians started in entry-level production roles.

Key Success Factors: Apply for entry-level production roles; be flexible on shift; maintain complete honesty about your record; document rehabilitation evidence; pass the mandatory drug screen; demonstrate commitment to safety.

Biggest Barriers: Recent violent offenses; theft or fraud convictions; drug trafficking history; failed drug screens; dishonesty during the application process.

Success at Cummins requires demonstrating reliability, safety consciousness, and a genuine commitment to rebuilding your career. Start with entry-level positions, prove your value, and advance into higher-paying roles. Your past doesn't define your future—what you do going forward matters most.

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 Cummins.

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://cummins.jobs