Quick Answer

Yes, DuPont and Chemours hire individuals with felony convictions. However, employment is highly conditional and subject to strict mandatory site security requirements for anyone needing access to their chemical facilities, including plants, laboratories, and offices. Both companies are headquartered in Wilmington, Delaware and together employ approximately 30,000 workers globally.

The greatest barriers are created by any non-dismissed felony or misdemeanor conviction within the past seven years, which triggers mandatory Site Security review. Convictions involving dishonesty and integrity violations are particularly scrutinized due to the companies' rigorous Code of Conduct requirements. Violence and weapons offenses face heightened scrutiny due to safety concerns in industrial chemical settings.

For candidates hired directly by DuPont or Chemours, the process involves an individualized assessment with opportunity to explain circumstances and demonstrate rehabilitation. For candidates hired through suppliers or contractors, the final decision on facility access rests solely with DuPont/Chemours Site Security. Best entry points include corporate office positions, remote roles, and positions at non-regulated facilities, with hourly rates ranging from $20 to $40 per hour depending on role and experience.

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 Recent Non-Dismissed Charges: For facility access positions, you must NOT have a felony or misdemeanor crime that was not dismissed, nolled, or resulted in a not guilty verdict during the prior seven-year period. This is a mandatory requirement for site access.

  
  

• Site Security Authorization (Mandatory): If your criminal record history or reportable criminal charges may lawfully be the basis for an employment action, you cannot be assigned to work at any DuPont or Chemours facility without their prior authorization from Site Security.

  
  

• No Blanket Exclusion: Both companies are prohibited from adopting a blanket policy excluding all individuals with felonies. Each case receives individualized assessment based on the nature of the offense, time elapsed, and evidence of rehabilitation.

  
  

• Honesty and Full Disclosure: You must be prepared to provide complete and accurate information about your criminal history if requested. Honesty is paramount, and falsification can result in immediate disqualification or termination.

  
  

• Work Authorization: You must be legally authorized to work in the United States. Suppliers must validate work authorization through I-9 and E-Verify systems.

Critical Regulatory Information

The key barrier at DuPont and Chemours is site access authorization. Even if a hiring manager offers you a position, the final authority for facility entry rests with Site Security based on their strict background investigation requirements. Understanding these regulatory frameworks is essential before applying.

Ban-the-Box Laws

Delaware's Ban-the-Box law (House Bill 167, effective 2014) applies only to public employers and does not bind DuPont or Chemours as private companies. However, the state law restricts lookback periods for what employers can consider: felony convictions are limited to ten years and misdemeanor convictions to five years under Delaware state law when conducting background checks for employment purposes. This provides some protection for older offenses, though the companies' own seven-year site access requirement remains the primary barrier.

EEOC Guidelines

Both DuPont and Chemours must comply with EEOC guidance requiring individualized assessment before making adverse employment decisions based on criminal history. If your record falls within the seven-year scope and involves a non-dismissed charge or conviction, you must be given opportunity to: dispute the accuracy of the criminal record reported, explain the facts or circumstances surrounding the offense, provide evidence of rehabilitation including post-conviction work history, and submit employment or character references demonstrating fitness for the position.

FCRA Compliance

All background investigations conducted by DuPont, Chemours, and their suppliers must comply with the federal Fair Credit Reporting Act. This requires written disclosure that a background check will be conducted, your written authorization before the check is performed, pre-adverse action notice with a copy of the report and summary of rights if negative action is being considered, and reasonable time to dispute inaccurate information before final adverse action. The FCRA limits reporting of certain adverse information to seven years, though criminal convictions have no federal time limit.

Drug Testing Policy

Both companies conduct mandatory drug screening using urine tests. Pre-employment drug testing is required for all candidates, and random drug screens are conducted on an ongoing basis, reportedly monthly at some facilities. Substances tested typically include marijuana, cocaine, opiates, amphetamines, PCP, and other controlled substances. Note that Delaware law does not protect medical marijuana users from employer drug testing policies. Failure of a drug test during the hiring process will prevent employment, and failure by current employees may result in termination.

Company Overview

DuPont de Nemours, Inc. is one of America's oldest and most storied corporations, founded in 1802 by French-American chemist Éleuthère Irénée du Pont near Wilmington, Delaware. Originally established as a gunpowder manufacturer, DuPont grew to become a global leader in chemical innovation, developing iconic products including nylon (1938), Teflon, Kevlar, Lycra, Mylar, and countless other materials that transformed modern life. The company has been a component of the Dow Jones Industrial Average since 1935.

The Chemours Company was created in July 2015 as a spin-off of DuPont's Performance Chemicals business. The name combines 'chemistry' and 'Nemours' (a reference to DuPont's full historic name). Chemours inherited DuPont's titanium dioxide, fluoroproducts, and chemical solutions businesses, including the manufacturing of Teflon and refrigerant gases. Today, Chemours operates approximately 29 manufacturing sites across more than 40 countries.

Both companies maintain their global headquarters in Wilmington, Delaware, continuing a legacy of over 220 years of chemical manufacturing in the First State. DuPont now focuses on specialty products for healthcare, electronics, and industrial applications, while Chemours concentrates on titanium technologies, thermal and specialized solutions, and advanced performance materials. Together, they remain among the largest chemical employers in the Delaware Valley region.

Company Fast Facts

• DuPont Founded: 1802 in Wilmington, Delaware by Éleuthère Irénée du Pont

• Chemours Founded: July 1, 2015 (spin-off from DuPont)

• DuPont Employees: Approximately 24,000 globally

• Chemours Employees: Approximately 6,600 globally

• Headquarters: Both headquartered in Wilmington, Delaware

• DuPont Stock: NYSE: DD (Public company)

• Chemours Stock: NYSE: CC (Public company)

• Industry: Specialty chemicals, advanced materials, industrial solutions

Hiring Policy Analysis

Official Policy

Neither DuPont nor Chemours has signed the Fair Chance Business Pledge or publicly implemented a formal second-chance hiring program. However, both companies are bound by their supplier criminal background investigation requirements which explicitly prohibit blanket exclusions. The documented policy states that criminal history must be evaluated on an individualized basis considering the nature of the offense, time elapsed, and evidence of rehabilitation. Actual hiring practices indicate that employment is possible for individuals with criminal records, though facility access remains the primary barrier.

Key Regulatory Constraints

• Site Security Requirements: Mandatory seven-year lookback period and final approval by Site Security for facility access at all plants, laboratories, and offices.

  
  

• DHS Screening: Security-regulated sites require additional Department of Homeland Security Terrorist Screening Database (TSDB) checks.

  
  

• Chemical Facility Regulations: Chemical manufacturing sites are subject to heightened security requirements under federal Chemical Facility Anti-Terrorism Standards (CFATS).

  
  

• FCRA Compliance: All background investigations must comply with Fair Credit Reporting Act requirements for disclosure, authorization, and dispute processes.

  
  

Factors in Hiring Decisions

Site Security evaluates candidates with criminal history based on several factors:

• Nexus to Site Safety/Security: The connection between the type of crime and the safety requirements of a chemical facility.

• Time Elapsed: The recency of the conviction, with particular focus on whether offenses fall within the seven-year lookback period.

  
  

• Nature of Offense: Whether the offense involved dishonesty, violence, weapons, or substances that could pose risks in an industrial setting.

  
  

• Rehabilitation Evidence: Documentation of stable post-conviction employment, training, education, or community involvement.

  
  

• Work History: Evidence of performing similar work post-conviction with no incidents of criminal conduct.

  
  

• Honesty in Disclosure: Complete and accurate reporting of criminal history throughout the application process.

  
  

Position-Specific Barriers

Available Positions and Pay

The following salary data is compiled from Glassdoor, Indeed, and company sources as of December 2025. Pay ranges vary by location, experience, and specific role requirements.

Career Path Examples

• Operations Track: General Operator ($20/hr) → Production Operator ($25/hr) → Chemical Operator ($34/hr) → Shift Supervisor → Operations Manager

  
  

• Maintenance Track: Maintenance Helper ($18/hr) → Maintenance Technician ($30/hr) → Lead Technician → Maintenance Supervisor → Maintenance Manager

  
  

• Administrative Track: Administrative Assistant ($22/hr) → Executive Assistant → Office Manager → Administrative Manager → Corporate Support Director

Background Check Process

What They Check

• Criminal History: Comprehensive seven-year minimum search including county courthouse records in all jurisdictions where you have lived and worked, plus multi-state and national criminal database searches. Records checked include convictions, pending charges, and non-dismissed criminal charges.

  
  

• Drug Screening: Mandatory pre-employment urine test for controlled substances including marijuana, cocaine, opiates, amphetamines, and PCP. Random testing conducted ongoing for employees.

  
  

• Employment Verification: Confirmation of work history, dates of employment, and job titles with previous employers.

  
  

• Work Authorization: Verification of legal authorization to work in the United States through I-9 documentation and E-Verify.

  
  

• Social Security Validation: SSN verification required for all employees, with particular scrutiny at DHS-regulated sites.

  
  

• Education Verification: Confirmation of degrees and certifications for positions requiring specific credentials.

  
  

Lookback Period Summary

Timeline

The background check process typically takes one to four weeks depending on complexity. Direct hires undergo internal background screening coordinated by Human Resources. Contractor and supplier employees must complete background checks through their employer before site access can be authorized. Initial application to offer may take two to four weeks, with background check completion adding another one to three weeks. Complex records requiring Site Security review may extend the timeline further. Delays in hearing back often indicate that your record is undergoing individualized assessment rather than automatic clearance.

Disqualifying Factors

• High Risk: Any non-dismissed felony or misdemeanor within seven years automatically triggers Site Security review. Violence, weapons offenses, and crimes involving dishonesty or integrity violations face particular scrutiny given chemical facility safety requirements. Substance-related offenses are concerning given drug-free workplace policies.

  
  

• Moderate Risk: Property crimes, theft, and fraud offenses raise concerns about trust and integrity in settings with access to valuable materials and equipment. Multiple offenses even outside the seven-year window may face heightened review.

  
  

• Lower Risk: Minor traffic violations, dismissed charges, expunged records, and offenses beyond the lookback period with demonstrated rehabilitation generally receive favorable consideration through individualized assessment.

Application Strategy

1. Target Non-Access Roles: If your conviction is within seven years and was not dismissed, prioritize corporate office positions, remote roles, and administrative positions that do not require access to chemical facilities. These positions undergo standard employment background checks without the mandatory Site Security authorization process.

   
   

2. Apply Online at Official Career Sites: Submit applications through careers.dupont.com or chemours.com/careers. Both companies use online applicant tracking systems. Complete all fields accurately and thoroughly. Note that criminal history questions typically do not appear on initial applications.

   
   

3. Know the 7-Year Rule: If applying for a position requiring facility access, understand that any felony or misdemeanor conviction that was not dismissed within the last seven years will trigger mandatory Site Security review and require prior authorization before you can be assigned to work at any site.

   
   

4. Be Completely Honest About Your Record: When asked about criminal history, provide complete and accurate information. Dishonesty or omission will result in disqualification or termination. If your record triggers review, use this as an opportunity to explain circumstances and demonstrate rehabilitation.

   
   

5. Prepare Rehabilitation Documentation: Gather evidence of post-conviction employment history, completion of education or training programs, community involvement, and character references. Documentation showing you have performed similar work since your conviction with no incidents is particularly valuable.

   
   

6. Consider Contractor Pathways: Many positions at DuPont and Chemours are filled through staffing agencies and contractors. These employers conduct the background check and submit records for Site Security review. This can provide an alternative pathway to employment.

   
   

7. Check Clean Slate Eligibility: Delaware's Clean Slate Act (effective 2024) provides automatic expungement for qualifying misdemeanors after three to five years and certain felonies after ten years. Check if your records qualify for expungement through cleanslateDE.org before applying.

Tips for Applicants with Records

• Calculate Your Seven-Year Window: Count backward seven years from your expected start date. If your conviction falls outside this window and has not been expunged, it still appears on background checks but cannot trigger mandatory Site Security review for facility access.

  
  

• Understand Dismissed vs. Non-Dismissed: Only charges that were dismissed, nolled (nolle prosequi), or resulted in not guilty verdicts are excluded from the seven-year review requirement. Convictions, guilty pleas, and pending charges all trigger review regardless of offense severity.

  
  

• Research Delaware Expungement: Delaware provides both automatic expungement under the Clean Slate Act and discretionary expungement through court petition. Expunged records cannot be seen by employers or consumer reporting agencies. Investigate your eligibility before applying.

  
  

• Emphasize Safety Consciousness: Chemical manufacturing environments prioritize safety above all else. In interviews and documentation, emphasize your commitment to safety protocols, attention to detail, and ability to follow procedures precisely.

  
  

• Address Substance History Directly: Given mandatory drug testing and the nature of chemical manufacturing, any history of substance-related offenses must be addressed proactively. Demonstrate completion of treatment programs and sustained sobriety.

  
  

• Leverage Transferable Skills: Military service, prior manufacturing experience, equipment operation certifications, and technical training are highly valued. Highlight relevant skills that demonstrate your capability for the role.

  
  

• Consider Geographic Flexibility: Both DuPont and Chemours operate facilities across the United States. Different sites may have different staffing needs and contractor relationships. Being open to relocation or different locations can increase opportunities.

Benefits & Compensation

• Starting Pay: Entry-level hourly positions typically start between $18 and $25 per hour depending on role and location. Operator positions range from $20 to $40 per hour with experience. Professional positions command salaries from $60,000 to $175,000 annually.

  
  

• Shift Differentials: Both companies offer premium pay for night shifts, weekends, and holiday work. Rotating shift schedules are common in production environments, providing opportunities for additional compensation.

  
  

• Pay Increases: Annual merit increases are standard, though employee reviews note that increases have not always kept pace with inflation in recent years. Overtime opportunities are frequently available in production roles.

  
  

Benefits Package

• Health Insurance: Comprehensive medical, dental, and vision coverage available. High-deductible health plans (HDHP) are the primary option at both companies, with Health Savings Account (HSA) contributions provided by the employer.

  
  

• Retirement: 401(k) plans with 6% company match at both DuPont and Chemours. Roth IRA options available. Note that legacy pension plans have been eliminated, though some grandfathered employees may retain pension benefits.

  
  

• Paid Time Off: New hires typically receive three weeks of vacation, increasing with tenure. Purchased vacation programs allow employees to buy up to one additional week. Paid holidays and sick leave are included.

  
  

• Additional Benefits: Employee Assistance Programs (EAP) for mental health and personal support, tuition reimbursement for continuing education, life and disability insurance, flexible spending accounts, and employee discount programs.

  
  

Employee Perspectives

Pros: Competitive pay for the chemical industry, comprehensive benefits package with generous 401(k) match, strong safety culture, opportunities for overtime, historic company with stable operations, good work-life balance in many roles.

Cons: High-deductible health plans with expensive premiums reported by some employees, pension elimination affected long-term employees, rotating shift schedules can be challenging, some locations report understaffing and high workload, benefit changes during restructuring periods.

Frequently Asked Questions

1. Does DuPont/Chemours hire people with felonies?

   Yes, both DuPont and Chemours hire individuals with felony convictions, and their policies explicitly prohibit blanket exclusion of applicants based solely on criminal history. However, employment is conditional upon Site Security authorization for any position requiring facility access. The primary barrier is the mandatory seven-year lookback period for background investigations. Any non-dismissed felony or misdemeanor within this window triggers individualized review by Site Security, who makes final determination on facility access authorization.

   
   

2. What is the background check process at DuPont/Chemours?

   Background checks include comprehensive criminal history searches covering at least seven years prior to the assignment date. Investigations include county courthouse records in all jurisdictions where you have lived and worked, plus multi-state and national criminal database searches. Direct employees undergo internal screening, while contractor employees are screened by their employer with records submitted to Site Security. Pre-employment drug screening is mandatory, and random testing continues during employment.

   
   

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

   The mandatory lookback period for facility access is seven years prior to the start date of the proposed assignment. This applies to all convictions, pending charges, and non-dismissed criminal charges. Delaware state law separately limits what employers can consider to ten years for felonies and five years for misdemeanors. Records that have been sealed, expunged, dismissed, or resulted in not guilty verdicts are generally not reportable and do not trigger Site Security review.

   
   

4. What types of convictions make hiring more difficult?

   Any non-dismissed conviction within seven years triggers Site Security review. Convictions involving dishonesty or integrity violations face heightened scrutiny due to Code of Conduct requirements. Violence and weapons offenses are concerning for safety reasons in industrial settings. Substance-related offenses raise concerns given drug-free workplace policies and chemical handling responsibilities. Multiple offenses or patterns of criminal behavior may face more difficult review even with rehabilitation evidence.

   
   

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

   For applicants with convictions within seven years, the best opportunities are corporate office positions, remote roles, and administrative positions that do not require facility access. These positions undergo standard employment background checks without Site Security authorization requirements. For those with older records or demonstrated rehabilitation, material handler ($15-$20/hr), warehouse worker ($24-$30/hr), and administrative assistant ($20-$28/hr) positions offer entry points with moderate barriers.

   
   

6. Does DuPont/Chemours drug test, and what kind of test do they use?

   Yes, both companies conduct mandatory drug testing using urine tests. Pre-employment drug screening is required for all candidates, and random drug tests are conducted on an ongoing basis for current employees. Testing screens for marijuana, cocaine, opiates, amphetamines, PCP, and other controlled substances. Delaware medical marijuana law does not protect employees from employer drug testing. Failure results in disqualification or termination.

   
   

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

   Criminal history inquiry typically occurs during the background check phase after initial application screening and interviews. Delaware's Ban-the-Box law applies only to public employers, so DuPont and Chemours are not legally restricted from asking earlier, though current practice generally defers criminal history questions until later in the process. For facility access positions, the background investigation and Site Security authorization occur after a conditional offer is made.

   
   

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

   Yes, advancement to management and supervisory positions is possible for employees with felony backgrounds, particularly once convictions fall outside the seven-year lookback period. Employee reviews indicate that management opportunities exist for high performers. The key factors are demonstrating competence, reliability, and trustworthiness over time. Some senior positions at DHS-regulated sites may have additional security requirements, but general management advancement is not categorically barred.

   
   

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

   The total hiring process typically takes four to eight weeks from application to start date. Initial application review and interviews may take two to four weeks. Background check completion adds another one to three weeks for straightforward records. Cases requiring Site Security review may take longer due to individualized assessment. Employee reviews indicate the interview process takes about a month on average, with background check timing varying based on complexity.

   
   

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

    Target positions that match your skills and minimize facility access requirements if you have recent convictions. Research Delaware expungement options through the Clean Slate Act. Prepare comprehensive rehabilitation documentation including post-conviction employment history, training certificates, and character references. Be completely honest about your history when asked. Emphasize safety consciousness and attention to detail. Consider contractor pathways as alternative entry points. Demonstrate stable employment and sobriety over time.

Alternative Second Chance Employers

If DuPont or Chemours does not work out due to site access restrictions, several other employers in the Delaware region are known for more accessible second-chance hiring practices. The following companies operate in sectors with generally lower barriers for applicants with criminal records.

Conclusion

DuPont and Chemours offer employment opportunities for individuals with criminal records, though navigating the strict site security requirements for facility access presents significant challenges. With an accessibility rating of two out of five stars, these chemical industry employers are more difficult to enter than many retail or service sector alternatives, but the competitive pay ($20-$40/hr for operators), comprehensive benefits including 6% 401(k) matching, and potential for career advancement make them worthwhile targets for qualified candidates.

The most effective strategy for applicants with recent convictions is to target corporate, administrative, or remote positions that do not require facility access authorization. For those with older records or strong rehabilitation evidence, chemical operator positions become viable pathways. Complete honesty throughout the application process is essential.

The biggest barriers remain any non-dismissed conviction within seven years, offenses involving violence, weapons, dishonesty, or substances, and failure of mandatory drug testing. Candidates with these factors in their background should focus on demonstrating rehabilitation, checking eligibility for Delaware Clean Slate expungement, and considering contractor pathways that may provide alternative routes to employment. With patience, preparation, and honest disclosure, employment at these historic Delaware companies remains achievable for those committed to second-chance success.

Disclaimer

This guide is provided for informational purposes only and does not constitute legal advice. Information was compiled from DuPont and Chemours official websites, corporate documents, Glassdoor, Indeed, and government sources including Delaware state law and federal FCRA regulations. Hiring policies and practices may change without notice. Salary data reflects December 2025 estimates and may vary by location, experience, and market conditions. Individual outcomes depend on specific criminal history, position requirements, and Site Security determinations. Consult with a qualified attorney for legal advice regarding your specific situation. This guide is not affiliated with, endorsed by, or sponsored by DuPont de Nemours, Inc. or The Chemours Company.

Apply Now at careers.dupont.com

Apply Now at chemours.com/careers