Quick Answer

Yes, Fry's Food Stores hires individuals with felony convictions for certain positions. As a division of The Kroger Co. operating approximately 120 stores and 100 fuel centers throughout Arizona with over 21,000 associates, Fry's follows EEOC guidelines requiring individualized assessment of criminal records. Employment decisions are conditional upon passing a background check and are subject to Fair Chance Hiring principles.

Federal law prohibits companies from maintaining a blanket policy excluding all felons. Instead, employers must conduct an individualized assessment considering whether the conviction 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 access), violent offenses (customer and employee safety concerns), and drug-related convictions (pharmacy proximity and food safety). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Best entry points include Stocker, Courtesy Clerk, Night Crew, and General Merchandise positions. These roles offer the highest hiring volume and lowest barrier levels for applicants with criminal backgrounds seeking to demonstrate reliability and advance within the organization.

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: The company cannot automatically exclude you solely for being a felon. EEOC guidelines mandate individualized assessment considering the nature of the offense, time elapsed, and job relevance.

  
  

• Job-Related Assessment: Be prepared for evaluation of whether your felony relates to job duties using the Green Factors: nature and gravity of offense, time elapsed since conviction, and nature of the position sought.

  
  

• Physical Requirements: Many positions require standing for extended periods, lifting up to 25-50 pounds regularly, and working in refrigerated environments. Stockers and warehouse positions involve repetitive bending, lifting, and climbing.

  
  

• Drug Screen: Must pass a pre-employment drug test. Fry's maintains a drug-free workplace policy. Testing typically involves a mouth swab or urine screening for marijuana, cocaine, amphetamines, opiates, and PCP.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked. Lying is an automatic disqualifier and grounds for termination if discovered later.

  
  

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

  
  

• Age Requirement: Must be at least 16 years old for most positions. Certain roles involving equipment operation or alcohol sales require applicants to be 18 or older.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Fry's Food Stores operates exclusively in Arizona, where state law provides moderate protections. The company must comply with federal EEOC guidelines and Arizona Civil Rights Act requirements. Phoenix, Tucson, Tempe, and Flagstaff have enacted local Ban the Box ordinances that may provide additional protections depending on store location.

EEOC Guidelines

The Equal Employment Opportunity Commission advises employers not to automatically refuse consideration based on criminal records. 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 violate Title VII when they have disparate impact on protected groups.

FCRA Requirements

When a third-party consumer reporting agency conducts the background check and a job offer is denied based on the report, Fry's must comply with Fair Credit Reporting Act 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 the decision stands after review. Applicants must provide written consent before background checks are conducted.

State-Specific Considerations

Arizona has a statewide Ban the Box law that applies to state agencies but does not cover private employers like Fry's. However, the Arizona Civil Rights Act requires employers to notify candidates that prior convictions will not automatically disqualify them when conviction information is requested. Phoenix, Tucson, Tempe, and Flagstaff have enacted local ordinances prohibiting private employers from asking about criminal history until after a conditional offer of employment. Arizona background checks typically look back 7 years under FCRA guidelines. Marijuana remains testable despite medical legalization in Arizona.

Grocery Retail-Specific Considerations

The grocery retail industry involves cash handling, inventory control, customer interaction, and in many locations, pharmacy operations. Theft-related offenses face heightened scrutiny due to register access and asset protection concerns. Positions in pharmacy areas face additional barriers due to controlled substance regulations. Deli and bakery positions may have food safety considerations. Management and supervisory roles require additional trust levels and may face more extensive background review. Union representation through UFCW provides some additional employment protections.

Company Overview

Fry's Food Stores is an American supermarket chain with dominant presence in Arizona. Founded in 1954 by Donald Fry in California, the company expanded into Phoenix in 1960 and was acquired by Kroger in 1983. Today, Fry's operates as a division of The Kroger Co. (NYSE: KR), one of the nation's largest retailers.

Headquartered in Tolleson, Arizona, Fry's operates approximately 120 stores and 100 fuel centers throughout the state, employing over 21,000 associates. Store formats include Fry's Marketplace (multi-department), Fry's Signature (upscale), and Fry's Mercado (Hispanic community focus).

Company Fast Facts: Founded 1954. Headquarters: Tolleson, Arizona. Employees: 21,000+. Parent Company: The Kroger Co. (NYSE: KR). Store Count: 120 locations plus 100 fuel centers. President: Stephen M. McKinney.

Hiring Policy Analysis

Fry's Food Stores, as part of The Kroger Co., has been recognized as a fair chance employer willing to hire individuals with criminal records. Approximately 10-15% of Kroger's 450,000+ employees nationwide have prior felony convictions. The company conducts individualized assessments as required by EEOC guidelines and complies with local Ban the Box ordinances in Phoenix, Tucson, Tempe, and Flagstaff. Background checks are conducted after a conditional offer is extended, giving applicants the opportunity to interview and demonstrate their qualifications first. UFCW union representation at many locations provides additional employment protections and structured grievance procedures.

Position-Specific Barriers

Barrier levels are determined by cash handling responsibilities, customer interaction level, inventory access, and department-specific regulatory requirements.

Available Positions and Pay

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

Career Path Examples

Fry's emphasizes internal advancement and promotes from within whenever possible. The company's CEO, Rodney McMullen, began as a stock associate in 1978. Many leadership positions are filled through internal promotion.

Grocery Track: Courtesy Clerk ($15-$17/hr) → Grocery Associate ($16-$18/hr) → Grocery Lead ($18-$20/hr) → Assistant Grocery Manager ($45K-$50K/yr). Advancement based on reliability, performance, and willingness to take additional training.

Specialty Department Track: Deli/Bakery Clerk ($16-$19/hr) → Department Specialist ($18-$21/hr) → Department Lead ($20-$23/hr) → Department Manager ($45K-$55K/yr). Food safety certifications and customer service excellence drive advancement.

Store Operations Track: Night Stocker ($17-$20/hr) → Inventory Specialist ($18-$21/hr) → Assistant Store Manager ($50K-$60K/yr) → Store Manager ($70K-$85K/yr). Requires demonstrated leadership, problem-solving skills, and operational excellence.

Background Check Process

Understanding Fry's background check process helps you prepare mentally and practically. The company conducts background checks after extending a conditional job offer, giving applicants opportunity to interview before criminal history is reviewed.

• What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; identity verification through SSN trace; drug screening (mouth swab or urine test); motor vehicle records for driving positions.

  
  

• Lookback Period: Standard 7-year criminal lookback under FCRA guidelines. Non-conviction information limited to 7 years. Convictions for serious violent or sexual offenses may be reviewed indefinitely.

  
  

• Timeline: The hiring process typically takes 1-2 weeks from application to hire for entry-level positions. Background checks generally take 2-7 days to complete after authorization is signed. Drug test results usually return within 24-48 hours for negative results.

  
  

• Process Flow: Online application submitted → Employment assessment completed → Phone or in-person interview → 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 and training begin.

Disqualifying Factors

High Risk for Disqualification: Violent felonies (assault, robbery) due to safety concerns; sexual offenses; theft, larceny, fraud (integrity concerns); drug trafficking; forgery and identity theft; any recent convictions within 2-3 years; multiple convictions; dishonesty during application.

Lower Risk (Case-by-Case): Drug possession (personal use, especially older offenses); DUI/DWI (unless applying for driving positions); property crimes not involving employer theft; older non-violent offenses (5+ years); convictions with completed sentences and demonstrated rehabilitation. All subject to individualized assessment considering rehabilitation evidence, time elapsed, and job relevance.

Your Rights as Applicant

• FCRA Protections: You must receive written notice and provide consent before any background check. If denied employment based on the report, you're entitled to receive a copy and have the right to dispute inaccuracies.

  
  

• Pre-Adverse Action Notice: Before a final decision to deny employment, you must receive notice with a copy of the background report and a summary of your FCRA rights. You have reasonable time to respond with corrections or mitigating information.

• EEOC Protection: You have the right to individualized assessment. Blanket exclusions based solely on criminal record are prohibited. The company must consider the nature of the offense, time elapsed, and job relevance.

• Local Ban the Box: In Phoenix, Tucson, Tempe, and Flagstaff, employers cannot ask about criminal history until after a conditional offer. Criminal history inquiry occurs only after you've had the opportunity to interview.

  
  

• Dispute Rights: You can dispute inaccurate or outdated information on background reports with the reporting agency. Check your own records beforehand to identify and correct errors proactively.

Application Strategy

1. Target Entry-Level Stocking and Clerk Positions: Focus on Night Stocker, Courtesy Clerk, and Grocery Associate 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 and pharmacy positions initially if your record includes theft or drug offenses.

   
   

2. Apply Through Official Channels: Submit your application through jobs.frysfood.com or the Kroger Family Careers portal. Positions are also posted on Indeed, LinkedIn, and Glassdoor. Check regularly as entry-level positions are posted frequently. Consider applying to multiple locations.

   
   

3. Prepare for the Interview: Be ready to discuss your customer service orientation, reliability, and willingness to work various shifts. Research the company's values and Zero Hunger | Zero Waste initiative. Emphasize flexibility, dependability, and positive attitude.

   
   

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 receiving a 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 character references from employers, probation officers, or community members.

   
   

7. Check Expungement Eligibility: Research whether your offense qualifies for sealing or expungement under Arizona law. Certain non-violent offenses may be eligible after specific waiting periods. Contact Arizona legal aid organizations for assistance. Expunged records generally cannot be reported on background checks.

   
   

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

Tips for Applicants with Records

1. Grocery Retail Has Constant Hiring Needs: The grocery industry experiences consistent turnover in entry-level positions. Fry's operates 120+ stores across Arizona with constant staffing needs. Don't be discouraged by individual rejections—keep applying to different locations and positions.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at Fry's begin in night stocking or courtesy clerk positions. Prove reliability by showing up on time, working hard, and maintaining a positive attitude. The company promotes from within and provides training for advancement into higher-paying positions.

   
   

3. Run Your Own Background Check First: Know what will appear before the employer sees it. Order your own criminal background check and dispute any errors or outdated information in advance.

   
   

4. Retail Environment Preparation: Grocery environments require standing for extended periods, physical stamina, and customer service orientation. Demonstrate understanding of retail operations and food safety basics. Consider obtaining food handler certification to stand out from other applicants.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. Fry's conducts pre-employment drug screening, typically mouth swab or urine tests. Marijuana remains testable despite medical legalization in Arizona. Testing screens for marijuana, cocaine, amphetamines, opiates, and PCP.

   
   

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 punctuality, dependability, and flexibility.

   
   

7. Network and Use Employee Referrals: Current Fry's employees can provide referrals that often receive priority consideration. Network through LinkedIn, local workforce development programs, or reentry services to connect with current employees who can advocate for your application.

   
   

8. Be Flexible on Scheduling: Willingness to work nights, weekends, and holidays increases your chances significantly. Night stocking positions are often easier to obtain and offer competitive pay with overnight differential. Flexibility demonstrates commitment and opens more opportunities.

Benefits Overview

Fry's Food Stores, as part of The Kroger Co., offers a comprehensive benefits package. Kroger invests an average of $5.61 per hour in benefits per employee. Benefits eligibility typically begins after 6-12 months for full-time associates.

• Compensation: Average hourly pay of $16-$20/hr for entry-level positions. Night and weekend shift differentials available. Overtime opportunities during peak seasons. Union representation through UFCW at many locations provides wage protections.

  
  

• 401(k) and Retirement: Kroger matches 100% of employee contributions up to 3% and 50% of the next 2% (up to 4% total match). Contributions up to 75% of salary permitted. Some union-represented employees eligible for traditional pension benefits.

  
  

• Health Benefits: Medical, dental, and vision coverage available for full-time employees. Multiple plan options including HSA-eligible plans. Free preventive care and immunizations. Mental health support through Employee Assistance Program.

  
  

• Time Off: Full-time employees receive up to 7 days vacation after one year, 2 weeks after three years, and up to 30 days for long-term associates. Paid holidays and sick leave provided. Flexible scheduling available.

  
  

• Additional Benefits: 10% employee discount on Kroger brands. Up to $21,000 in tuition reimbursement over career. Life insurance and disability coverage. Helping Hands Fund for financial emergencies. Employee Assistance Program for counseling and support.

  
  

• Employee Perspectives - Pros: Flexible scheduling, opportunities for advancement, union representation providing job security, consistent work available, 10% employee discount, health benefits access.

  
  

• Employee Perspectives - Cons: Physical demands of the work, varying management quality by location, limited hours for part-time workers, high turnover in some positions, fast-paced environment during peak periods.

Frequently Asked Questions

1. Does Fry's Food Stores hire people with felonies?

   Yes, Fry's Food Stores does hire individuals with felony convictions. As part of The Kroger Co., approximately 10-15% of employees have prior felony convictions. The company evaluates applicants on a case-by-case basis considering offense nature, time elapsed, and job relevance. Best opportunities exist in Night Stocker, Courtesy Clerk, and Grocery Associate positions. Violent offenses, theft-related crimes, and recent convictions face significant barriers.

   
   

2. What is the background check process at Fry's Food Stores?

   Fry's conducts background checks after extending a conditional job offer. The process requires written consent and includes criminal history searches at county, state, and federal levels, SSN verification, and drug screening. Results are reviewed using individualized assessment per EEOC guidelines. If issues are found, you receive a pre-adverse action notice with a copy of the report and time to respond before any final decision.

   
   

3. How far back does the background check go at Fry's Food Stores—what is the lookback period?

   The standard lookback period is 7 years under FCRA guidelines. Non-conviction information (arrests, dismissed charges) is limited to 7 years. Convictions for serious violent or sexual offenses may be reviewed indefinitely. Employment verification typically extends 7-10 years. Offenses older than 7 years may not appear on background checks, though this varies by state reporting requirements.

   
   

4. What types of convictions make hiring more difficult at Fry's Food Stores?

   The most challenging convictions include: violent felonies (assault, robbery) due to safety concerns; theft, fraud, and embezzlement due to cash handling and inventory responsibilities; sexual offenses; drug trafficking (especially for pharmacy-adjacent positions); and any recent convictions within 2-3 years. Multiple convictions or patterns of behavior create additional barriers. Non-violent offenses older than 5 years with demonstrated rehabilitation have better outcomes.

   
   

5. What are the best entry-level roles at Fry's Food Stores for applicants with a record?

   Night Stocker ($17-$20/hr) offers the best opportunity—minimal customer contact, high volume hiring, and overnight differential pay. Courtesy Clerk ($15-$17/hr) involves bagging, cart retrieval, and store cleanliness with high turnover creating constant openings. Grocery Associate ($16-$18/hr) involves stocking shelves with limited cash handling. Deli and Produce Clerk positions are moderate barrier options after establishing reliability.

   
   

6. Does Fry's Food Stores drug test, and what kind of test do they use?

   Yes, Fry's conducts pre-employment drug testing after a conditional job offer. The company typically uses mouth swab (saliva) tests, though urine tests may also be used. Testing screens for marijuana, cocaine, amphetamines, opiates, and PCP. Marijuana is still tested despite medical legalization in Arizona. Random and post-accident testing may occur during employment.

   
   

7. When during the hiring process will Fry's Food Stores ask about criminal history?

   In Phoenix, Tucson, Tempe, and Flagstaff (which have local Ban the Box ordinances), criminal history inquiry occurs only after a conditional job offer is extended. In other Arizona locations, the timing may vary but typically occurs after the initial interview per company policy. Background checks are conducted after you provide written consent following a conditional offer, giving you opportunity to interview first.

   
   

8. Can someone advance to management at Fry's Food Stores if they have a felony?

   Yes, advancement to management is possible with a felony conviction. Kroger's CEO began as a stock associate, demonstrating the company's promotion-from-within culture. Management positions face additional scrutiny for supervisory trust and may require clean tenure with the company. Focus on building a track record of reliability, performance, and leadership. Department Lead and Assistant Manager positions become more accessible after 1-2 years of strong performance.

   
   

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

   The complete hiring process typically takes 1-2 weeks for entry-level positions. Online application and assessment take 1-2 days. Interview scheduling within 3-7 days. Background check completion takes 2-7 days after authorization. Drug test results return within 24-72 hours.

   
   

10. What can applicants do to improve their chances of getting hired at Fry's Food Stores?

    Key strategies include:

    (1) Target night stocking and courtesy clerk positions first;

    (2) Be completely honest about your record;

    (3) Prepare a brief, positive narrative about rehabilitation;

    (4) Gather documentation of positive changes (certificates, references, stable housing);

    (5) Check expungement eligibility;

    (6) Run your own background check to identify issues;

    (7) Apply to multiple locations;

    (8) Demonstrate flexibility on scheduling;

    (9) Pass the drug test;

    (10) Follow up professionally after applying.

Alternative Second Chance Employers

If Fry's Food Stores doesn't work out, consider these employers known for fair chance hiring in Arizona:

Conclusion

Fry's Food Stores offers genuine opportunities for individuals with criminal records, particularly in Night Stocker, Courtesy Clerk, and Grocery Associate positions. As Arizona's largest grocery retailer with over 120 stores and 21,000 associates, the organization provides a realistic pathway to stable employment with competitive benefits. The company's promote-from-within culture and case-by-case evaluation align with fair chance hiring principles.

The work is physically demanding but offers consistent hours, union representation, and genuine advancement opportunities. Starting wages of $15-$20/hr are competitive, and the comprehensive benefits package—including health coverage, 401(k) with company match, and tuition reimbursement—provides value beyond the paycheck.

Key Success Factors: Complete honesty about your record; targeting overnight stocking and clerk positions first; documenting rehabilitation efforts; flexibility on scheduling; patience through the background check process; building a track record of reliability.

Biggest Barriers: Recent convictions (within 2-3 years); theft, fraud, or embezzlement convictions for cash-handling positions; violent or sexual offenses; drug convictions for pharmacy-adjacent roles; dishonesty during the application process.

Your criminal record is part of your history, but it doesn't have to define your future. Fry's Food Stores has helped thousands of individuals rebuild their careers and lives. With preparation, honesty, and persistence, you can join them.

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 Fry's Food Stores.

Inclusion in this guide does not guarantee employment. Background check laws, expungement procedures, and fair chance hiring requirements vary by jurisdiction 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: jobs.frysfood.com