Quick Answer

Yes, Festival Foods is known to hire individuals with felony convictions for certain positions. As Wisconsin's leading family- and employee-owned grocery chain with over 8,000 associates across 42 supermarkets, Festival Foods operates exclusively within the state of Wisconsin. 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. Wisconsin's Fair Employment Act specifically requires employers to demonstrate a "substantial relationship" between the conviction and the job duties before disqualifying a candidate.

The greatest barriers are created by felonies related to theft, larceny, and fraud (due to cash handling and inventory management), violence and assault (due to customer and employee safety), and alcohol-related offenses (for Wine & Spirits department positions). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Entry-level positions such as Stocker, Bagger, Cart Runner, and General Clerk represent the best pathways for applicants with records. Festival Foods' high-volume hiring needs and employee-focused culture create genuine opportunities for second chance employment, particularly during seasonal hiring periods when staffing demands increase significantly.

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 and Wisconsin's Fair Employment Act require individualized assessment using the "substantial relationship" test.

  
  

• 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). Wisconsin law requires the conviction to be "substantially related" to job duties.

  
  

• Physical Requirements: Must be able to stand for extended periods, lift up to 50 pounds, and perform repetitive tasks. Many positions involve stocking shelves, operating equipment, and customer service requiring mobility.

  
  

• Drug Screen: Based on employee reports, Festival Foods does not typically conduct pre-employment drug testing for most positions. However, policies may vary by location and position, and random or reasonable suspicion testing may apply.

  
  

• 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. Wisconsin values integrity highly.

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

  
  

• Age Requirements: Minimum age varies by department: Guest Services 14+, Meat 15+, Wine & Spirits 18+. Most entry-level positions require minimum age of 16.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Festival Foods operates exclusively in Wisconsin, which has some of the strongest fair employment protections for individuals with criminal records in the nation. The Wisconsin Fair Employment Act (WFEA) extends protections to criminal record as a prohibited ground for adverse action, making it one of only a handful of states with such comprehensive coverage.

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 under Title VII.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, Festival 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. Under FCRA, non-conviction information is generally limited to a seven-year lookback period.

State-Specific Considerations

Wisconsin has strong Fair Employment protections. The Wisconsin Fair Employment Act (WFEA) prohibits employers from refusing to hire based on either a pending charge or a conviction unless they are "substantially related" to the job. Wisconsin law specifically prohibits consideration of arrests that did not result in conviction. The state's 2016 Ban the Box law (Act 150) prohibits public sector employers from asking about criminal history on applications. While this applies primarily to public employers, private employers like Festival Foods must still comply with the WFEA's substantial relationship test. Madison and Milwaukee have local Ban the Box ordinances that may provide additional protections.

Grocery Industry-Specific Considerations

The grocery retail industry involves cash handling, inventory management, customer interaction, and alcohol/tobacco sales, which has specific considerations for applicants with records. Positions involving cash register access may face heightened scrutiny for theft-related convictions due to the substantial relationship to job duties. Wine & Spirits department positions require applicants to be 18+ and may face additional scrutiny for alcohol-related offenses. Positions in Deli, Bakery, and Food Service require food safety compliance but do not typically require special licensing. Entry-level positions in Stocking, Cart Running, and Bagging face fewer industry-specific barriers.

Company Overview

Festival Foods is Wisconsin's leading family- and employee-owned grocery chain, operating 42 full-service supermarkets exclusively throughout the state. Founded in 1946 by Paul and Jane Skogen as Skogen's IGA in Onalaska, Wisconsin, with an initial investment of $500, the company began operating under the Festival Foods name in 1991. The company remained under family ownership until its acquisition by the 1939 Group (parent company of Schnuck Markets) in September 2025, though Festival Foods retains its brand name and continues operating from its Wisconsin headquarters.

Festival Foods employs approximately 8,000+ full- and part-time associates across Wisconsin. The company is recognized as a 2023 Top Disability-Friendly Employer in Wisconsin and has received multiple FMI Foundation Gold Plate Awards. Festival Foods is known for its community involvement, sponsoring the annual Turkey Trot in ten Wisconsin communities, the Green Bay Marathon, and fireworks shows in 18 Wisconsin cities.

Company Fast Facts

• Founded: 1946 (Onalaska, Wisconsin)

• Headquarters: De Pere/Onalaska, Wisconsin

• Employees: 8,000+ associates across Wisconsin

• Store Count: 42 full-service supermarkets

• Operating Area: Exclusively Wisconsin

• CEO: Mark Skogen

• Ownership: 1939 Group (as of 2025); previously family- and employee-owned

• Business Model: Full-service grocery retail with in-store bakery, deli, meat, seafood, Wine & Spirits, and Caribou Coffee locations

Hiring Policy Analysis

Festival Foods has implemented policies consistent with fair chance hiring principles, with employee reviews indicating the company is willing to hire individuals with various backgrounds. The company conducts individualized assessments as required by EEOC guidelines and complies with Wisconsin's Fair Employment Act substantial relationship test. Background checks are conducted after conditional offer, giving applicants the opportunity to demonstrate their qualifications before criminal history review. The company's hiring process typically includes an online application, phone screening, and in-person interview with the department manager. Employee reviews consistently describe the process as "straightforward" with quick turnaround times, averaging approximately 10 days from application to hire.

Position-Specific Barriers

Barrier levels are determined by cash handling responsibilities, customer interaction requirements, and access to inventory or alcohol products.

Available Positions and Pay

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

Career Path Examples

Festival Foods emphasizes internal advancement and offers development programs. Many leadership positions are filled through internal promotion, with the company promoting a "Love People" culture that supports associate growth.

Grocery Track: Bagger/Cart Runner ($11-14/hr) → Stocker ($13-17/hr) → Grocery Lead ($15-19/hr) → Assistant Manager ($18-24/hr) → Department Manager ($20-30/hr). Advancement requires reliability, product knowledge, and leadership skills.

Deli/Bakery Track: Deli Clerk ($12-17/hr) → Lead Clerk ($14-19/hr) → Assistant Department Manager ($17-23/hr) → Deli/Bakery Manager ($20-28/hr). Food safety certification and customer service excellence required.

Meat Track: Meat Clerk ($13-18/hr) → Meat Cutter ($16-22/hr) → Lead Meat Cutter ($18-24/hr) → Meat Department Manager ($22-32/hr). Cutting skills development through on-the-job training.

Background Check Process

Understanding Festival Foods' 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 through the interview process before criminal history is reviewed.

• What They Check: Criminal history (felonies and misdemeanors) at county and state levels; identity verification through SSN trace and address history; employment history verification for relevant positions. Most positions do not require credit checks. Wine & Spirits positions may have additional age verification.

  
  

• Lookback Period: Standard 7-year criminal lookback under FCRA guidelines. Wisconsin law prohibits consideration of arrests not resulting in conviction. Employment verification typically extends 3-5 years. More serious offenses may be considered beyond 7 years for management positions.

  
  

• Timeline: The hiring process averages approximately 10 days from application to hire based on employee reports. Background checks typically take 3-7 business days to complete after conditional offer. Some candidates report being hired on the spot for entry-level positions.

  
  

• Process Flow: Application submitted online → Phone screening (some positions) → In-person interview with department manager → Conditional offer extended → Background check 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 and training.

Disqualifying Factors

High Risk for Disqualification: Recent theft, larceny, embezzlement, or fraud convictions (especially within 7 years) due to cash handling responsibilities; recent violent crimes including assault, battery, or weapons offenses due to customer and employee safety concerns; sexual offenses; recent drug trafficking or distribution; DUI/OWI convictions for positions involving driving or alcohol sales.

Lower Risk (Case-by-Case): Non-violent drug possession (especially if older than 5 years); property crimes without violence; traffic offenses not involving DUI; older convictions with demonstrated rehabilitation. All subject to individualized assessment considering Wisconsin's "substantial relationship" test and 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 with the reporting agency.

  
  

• 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 must be given reasonable time (typically 5 business days) to respond with corrections or mitigating information.

  
  

• Wisconsin Fair Employment Act: You have the right to an individualized assessment. Employers cannot refuse to hire unless the conviction is "substantially related" to job duties. Arrests not resulting in conviction cannot be considered.

  
  

• Dispute Rights: You can dispute inaccurate information on background reports with the reporting agency. Check your own records beforehand through the Wisconsin Online Record Check System (WORCS) to identify any errors.

Application Strategy

1. Target Entry-Level Non-Cash Positions: Focus on Stocker, Bagger, Cart Runner, and Night Stocker positions which have the lowest barriers and highest volume hiring needs. These roles offer the best opportunity to get your foot in the door and demonstrate reliability before moving to positions with greater responsibility.

   
   

2. Apply Through Official Channels: Submit your application through careers-festfoods.icims.com. Festival Foods posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as positions are posted frequently. Consider applying to multiple locations throughout Wisconsin to maximize opportunities.

   
   

3. Prepare for the Interview: Be ready to discuss your customer service orientation, reliability, and flexibility. Research the company's "Love People" values and community involvement. Emphasize your commitment to showing up on time and being a team player. Interviews are typically described as friendly and straightforward.

   
   

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 after the conditional offer to discuss your record, as Wisconsin law protects your right not to disclose on initial applications.

   
   

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) and practice delivering it confidently.

   
   

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 Wisconsin law. Wisconsin allows expungement for certain offenses committed before age 25 if ordered at sentencing. Contact legal aid organizations like the Wisconsin State Public Defender or local law schools for assistance.

   
   

8. Follow Up Professionally: After applying, follow up with the store's HR if you don't hear back within 1-2 weeks. If you receive a pre-adverse action notice, respond promptly with rehabilitation documentation. Persistence and professionalism demonstrate the qualities Festival Foods values.

Tips for Applicants with Records

1. Grocery Retail Has Constant Hiring Needs: The grocery industry experiences consistent turnover in entry-level positions. Festival Foods operates 42 stores across Wisconsin with over 8,000 employees, creating regular openings. Don't be discouraged by individual rejections—keep applying to different locations.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at Festival Foods begin as Baggers or Stockers. Prove reliability by showing up on time, completing tasks efficiently, and maintaining a positive attitude. The company promotes from within, with employee stories of advancement from entry-level to management.

   
   

3. Run Your Own Background Check First: Know what will appear before the employer sees it. Order your own criminal background check through Wisconsin's WORCS system ($7 online). Dispute any errors or outdated information in advance to avoid surprises.

   
   

4. Leverage Wisconsin's Strong Protections: Wisconsin's Fair Employment Act is among the strongest in the nation for protecting applicants with records. Know your rights under the "substantial relationship" test—employers must show your conviction directly relates to job duties to disqualify you.

   
   

5. Consider Seasonal Hiring Periods: Festival Foods increases hiring during holiday seasons and offers seasonal positions. These temporary roles can serve as a foot in the door, allowing you to demonstrate your work ethic before applying for permanent positions.

   
   

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

   
   

7. Network and Use Employee Referrals: Current Festival Foods employees can provide referrals. Employee referrals often receive priority consideration. Network through Wisconsin Job Centers or workforce development programs like Windows to Work to connect with current employees.

   
   

8. Be Flexible on Schedule: Willingness to work nights, weekends, and holidays increases your chances significantly. Night Stocker positions offer reduced customer interaction and may be more accessible. Festival Foods offers premium pay for Sundays and holidays.

Benefits Overview

Festival Foods offers a comprehensive benefits package for both full-time and part-time associates. As an employee-owned company (through ESOP), associates benefit from the company's success. Benefits eligibility varies based on hours worked and position type.

• Compensation: Weekly pay for hourly associates. Sunday premium pay ($1/hr extra for part-time, time and a half for full-time). Holiday premium pay on select holidays. Competitive starting wages ranging from $11-18/hr depending on position.

  
  

• 401(k) and Retirement: 401(k) plan with annual discretionary company match (up to 20% of first 5% contributed). Employee Stock Ownership Plan (ESOP) allows associates to benefit from company success. Must be 21+ for 401(k) eligibility.

  
  

• Health Benefits: Medical, dental, and vision insurance available based on hours worked. Full-time associates eligible for comprehensive coverage. Health Savings Account (HSA) and Flexible Spending Account (FSA) options. Quantum Health navigation assistance for claims and provider questions.

  
  

• Time Off: Paid Time Off (PTO) with accrual increasing with tenure. Paid Parental Leave (3 weeks for new parents). Paid floating holidays. Two-week advance scheduling for better work-life balance.

  
  

• Additional Benefits: Industry-leading associate discount on groceries (reportedly 5-15%). Employee Assistance Program (EAP) for associates and family. Fitness reimbursement program. DailyPay option for early wage access. Life insurance, disability, accident, and critical illness coverage. Tuition assistance and scholarship programs. Years of service recognition and awards.

  
  

• Employee Perspectives - Pros: Flexible scheduling, friendly coworkers, good training, employee discount, ESOP ownership stake, community-focused culture, advancement opportunities.

  
  

• Employee Perspectives - Cons: Pay below industry average according to some reviews, management quality varies by location, limited hours for part-time workers, strict dress code policies, understaffing in some departments.

Frequently Asked Questions

1. Does Festival Foods hire people with felonies?

   Yes, Festival Foods hires individuals with felony convictions for certain positions. As a Wisconsin employer, Festival Foods must comply with the Wisconsin Fair Employment Act, which prohibits automatic exclusion based on criminal record. The company conducts individualized assessments based on the "substantial relationship" test. Entry-level positions such as Stocker, Bagger, and Cart Runner offer the best opportunities. Positions involving cash handling or alcohol sales face greater scrutiny for relevant convictions.

   
   

2. What is the background check process at Festival Foods?

   Festival Foods conducts background checks after extending a conditional job offer. The process includes criminal history verification at county and state levels, identity verification, and employment history for relevant positions. If issues are found, you receive a pre-adverse action notice with a copy of the report and the opportunity to respond before a final decision is made. The entire process typically takes 3-7 business days.

   
   

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

   The standard lookback period is 7 years under FCRA guidelines for most positions. Wisconsin law prohibits consideration of arrests that did not result in conviction, regardless of when they occurred. Employment verification typically extends 3-5 years. Serious violent or sexual offenses may be considered beyond the standard lookback period for management positions. Sealed or expunged records should not appear on background checks.

   
   

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

   Theft, larceny, embezzlement, and fraud convictions create the highest barriers due to cash handling responsibilities throughout the store. Violent crimes including assault and weapons offenses are scrutinized for customer safety reasons. DUI/OWI convictions affect eligibility for Wine & Spirits positions. Sexual offenses face significant barriers. Non-violent drug possession offenses, especially older ones, may be considered more favorably with evidence of rehabilitation.

   
   

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

   Night Stocker ($13-17/hr) offers limited customer interaction and no cash handling. Bagger ($11-14/hr) and Cart Runner ($11-14/hr) are entry-level with minimal responsibilities. Grocery Clerk positions in stocking and product organization. Produce Clerk ($12-16/hr) for those with non-theft records. Avoid cashier positions initially if you have theft-related convictions.

   
   

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

   Based on employee reports on Indeed and Glassdoor, Festival Foods does not typically conduct pre-employment drug testing for most store positions. Multiple employees report being hired without a drug screen. However, policies may vary by location or for certain positions. Random or reasonable suspicion testing may apply post-hire. Wisconsin has not legalized recreational marijuana, so THC remains a controlled substance in the state.

   
   

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

   Festival Foods conducts background checks after extending a conditional job offer, consistent with fair chance hiring practices. Wisconsin's Fair Employment Act prohibits employers from basing decisions on criminal history unless the conviction is substantially related to job duties. You should not be asked about criminal history on the initial application or during the first interview. Criminal history inquiry occurs after you've had the opportunity to demonstrate your qualifications.

   
   

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

   Yes, advancement to management is possible, though positions with supervisory responsibility face additional scrutiny. Festival Foods promotes from within, and many managers started in entry-level positions. Building a track record of reliability and demonstrating leadership skills over time can lead to advancement. The longer your positive employment history, the less weight your past conviction carries. Theft and violence convictions face the greatest barriers to supervisory roles.

   
   

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

   The average hiring process takes approximately 10 days from application to start date based on employee reports. Some candidates report being hired on the spot for entry-level positions. The typical process includes: online application (Day 1), phone screening within 2-5 days, in-person interview within 5-7 days, conditional offer, background check (3-7 business days), and orientation. Seasonal hiring periods may move faster due to increased staffing needs.

   
   

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

    Apply to multiple locations throughout Wisconsin to maximize opportunities. Target entry-level positions like Stocker or Bagger initially. Be completely honest about your record—dishonesty is an automatic disqualifier. Prepare a brief, positive narrative about your rehabilitation. Gather documentation of positive changes since conviction. Emphasize flexibility with scheduling, especially willingness to work nights and weekends. Show enthusiasm for customer service and the company's community values. Follow up professionally after applying. Consider seasonal positions as a foot in the door.

Alternative Second Chance Employers

If Festival Foods doesn't work out, consider these employers known for fair chance hiring practices in Wisconsin and the grocery/retail industry:

Conclusion

Festival Foods offers genuine opportunities for individuals with criminal records, particularly in entry-level positions such as Stocker, Bagger, and Cart Runner. As Wisconsin's leading family-owned grocery chain with over 8,000 employees across 42 supermarkets, the organization provides realistic pathways to stable employment with comprehensive benefits including ESOP ownership, 401(k) matching, and health insurance. The company's "Love People" culture and community focus create a supportive environment for those seeking second chances.

The work involves physical demands including standing, lifting, and repetitive tasks, but offers consistent scheduling, weekly pay, and premium wages for nights and weekends. Compensation for entry-level positions ranges from $11-17/hr, with advancement opportunities to management paying $20-30/hr. Festival Foods promotes from within, and many current managers started as entry-level associates.

Key Success Factors: Target entry-level non-cash positions initially; apply to multiple Wisconsin locations; be completely honest about your record; prepare a positive rehabilitation narrative; demonstrate reliability and flexibility with scheduling; leverage Wisconsin's strong fair employment protections.

Biggest Barriers: Recent theft, fraud, or embezzlement convictions face the greatest challenges due to cash handling responsibilities; violent crime convictions scrutinized for customer safety; alcohol-related offenses affect Wine & Spirits eligibility; management positions require clean record or significant time since conviction.

Wisconsin's Fair Employment Act provides some of the strongest protections in the nation for applicants with criminal records. Use these protections, apply to positions that match your background, and demonstrate your commitment to a fresh start. Festival Foods' high-volume hiring needs and employee-focused culture make it one of the more accessible grocery employers for second chance job seekers in Wisconsin.

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 Festival 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 such as the Wisconsin State Public Defender for specific legal advice about your situation.

Apply Now: https://careers-festfoods.icims.com/