Quick Answer

Yes, GE Appliances (a Haier company) is known to hire individuals with felony convictions for certain positions. As America's leading appliance manufacturer with approximately 15,500 employees nationwide, GE Appliances operates multiple manufacturing facilities across the United States, including its massive 750-acre Appliance Park headquarters in Louisville, Kentucky. 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 offenses (workplace safety concerns in industrial settings with heavy machinery), theft, fraud, or embezzlement (access to high-value inventory and equipment), and recent drug offenses (strict drug-free workplace policy). Offenses within the past 7 years face the highest scrutiny regardless of type.

Entry-level production and warehouse positions offer the best opportunities for applicants with records. Assembly Line Worker, Material Handler, and Production Technician roles have consistent hiring needs due to manufacturing demands. The company's union representation through IUE-CWA provides structured advancement pathways and job protections once hired.

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 of each applicant's criminal history.

  
  

• 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, and nature of job sought.

  
  

• Physical Requirements: Manufacturing roles require standing for extended periods (8-12 hour shifts), lifting up to 50 pounds, and repetitive motion tasks in a fast-paced assembly environment.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test. GE Appliances maintains a drug-free workplace policy. Testing is typically a 10-panel urine screening conducted on-site at Appliance Park or at designated clinics.

  
  

• 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.

  
  

• Schedule Flexibility: Manufacturing operations run multiple shifts including nights, weekends, and mandatory overtime during peak production periods. Flexibility significantly increases hiring chances.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. GE Appliances operates major manufacturing facilities in Kentucky, Alabama, Georgia, Tennessee, and South Carolina, each with varying fair chance hiring laws. The company must comply with federal EEOC guidelines nationwide. Louisville, Kentucky, where Appliance Park headquarters is located, has a local ban-the-box ordinance providing stronger protections.

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 as they may result in disparate impact discrimination.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, GE Appliances 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 (typically 5 business days) to dispute inaccuracies;

(3) Provide final adverse action notice if decision stands after review. You must provide written consent before any background check is conducted.

State-Specific Considerations

Kentucky has limited statewide fair chance protections. In 2017, Governor Bevin signed an executive order applying ban-the-box to state executive branch agencies, but it does not cover private employers. Louisville (where Appliance Park is located) has a local ban-the-box ordinance that applies to city contractors and vendors. Kentucky law prohibits automatic disqualification of applicants with convictions for public employment unless the conviction directly relates to the position. Alabama, Georgia, Tennessee, and South Carolina (where other GE Appliances facilities operate) have limited fair chance protections. Background check lookback periods typically follow the 7-year standard, though serious offenses may be reported beyond this timeframe.

Manufacturing-Specific Considerations

The manufacturing industry involves heavy machinery operation, forklift driving, and team-based production environments, which creates specific safety considerations. Drug-free workplace policies are standard in manufacturing due to safety requirements around heavy equipment. Violence-related offenses face heightened scrutiny due to the physical proximity of workers on assembly lines. Theft convictions are relevant due to access to valuable appliance components and finished products. GE Appliances facilities use automated guided vehicles (AGVs) and autonomous mobile robots (AMRs), requiring safety compliance awareness. Union representation through IUE-CWA provides job protections but seniority-based advancement may limit rapid promotion opportunities.

Company Overview

GE Appliances is a leading American home appliance manufacturer headquartered in Louisville, Kentucky. Acquired by Chinese appliance giant Haier in 2016 for $5.6 billion, the company manufactures products under the Monogram, Café, GE Profile, GE, Haier, and Hotpoint brands, found in approximately half of all U.S. homes.

The company's global headquarters is Appliance Park, a 750-acre industrial campus in Louisville operating since 1953 with over 6 million square feet of manufacturing space. GE Appliances employs approximately 15,500 team members nationwide, with over 8,000 at Appliance Park. Additional manufacturing sites operate in Decatur, Alabama; LaFayette, Georgia; Selmer, Tennessee; and Camden, South Carolina.

The company has invested $3.5 billion in U.S. operations since 2016, with a recently announced $3 billion investment plan. Named America's #1 Appliance Company, GE Appliances received the 2025 National Metalworking Reshoring Award. Production employees are represented by IUE-CWA union.

Hiring Policy Analysis

GE Appliances has demonstrated a practical approach to hiring individuals with criminal records, with multiple employee reports confirming that felons are hired for manufacturing positions. The company conducts individualized assessments as required by EEOC guidelines and complies with Louisville's ban-the-box ordinance for applicable positions. Background checks are conducted after conditional offers are extended, giving applicants the opportunity to demonstrate qualifications before criminal history is reviewed. The company's constant hiring needs for production workers create ongoing opportunities for second chance applicants. Union representation ensures standardized evaluation processes and provides job protections once hired.

Position-Specific Barriers

Barrier levels are determined by safety requirements, access to valuable inventory, customer interaction, and security clearance 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 contract terms. Shift differentials typically add $1-$2/hr for second and third shifts.

Career Path Examples

GE Appliances emphasizes internal advancement and offers training programs for skill development. Union seniority affects advancement timing, but proven reliability and skills create opportunities. Many supervisory positions are filled through internal promotion.

Production Track: Assembly Line Worker ($17-$22/hr) → Production Technician ($19-$25/hr) → Team Lead ($24-$28/hr) → Production Supervisor ($55K-$75K/yr). Advancement requires consistent attendance, safety record, and demonstrated leadership.

Warehouse/Logistics Track: Warehouse Worker ($16-$19/hr) → Material Handler ($17-$20/hr) → Forklift Operator ($18-$23/hr) → Warehouse Supervisor ($50K-$65K/yr). Forklift certification opens advancement opportunities.

Maintenance Track: Production Operator ($17-$21/hr) → Maintenance Helper ($19-$23/hr) → Maintenance Technician ($24-$32/hr) → Maintenance Supervisor ($60K-$80K/yr). Technical certifications and on-the-job training provide advancement pathway.

Background Check Process

Understanding GE Appliances' background check process helps you prepare mentally and practically for what to expect. The company conducts background checks after extending conditional job offers, which means you'll have the opportunity to interview and demonstrate your qualifications 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 for past 5-7 years; drug screening (mandatory for all manufacturing positions); education verification for positions requiring specific credentials.

  
  

• Lookback Period: Standard 7-year criminal lookback for most positions. Serious violent offenses and sex offenses may be reported beyond this timeframe. Employment verification typically extends 5-7 years. Kentucky follows standard FCRA guidelines without additional state lookback restrictions.

  
  

• Timeline: The hiring process averages approximately 2-4 weeks from application to hire based on employee reports. Background checks typically take 1-2 weeks to complete after conditional offer. Drug testing is often conducted on-site at Appliance Park with same-day results.

  
  

• Process Flow: Application submitted → Phone screening → Interview(s) conducted → Conditional offer extended → Background check authorization signed → Drug test completed (on-site or at designated clinic) → 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 violent offenses (assault, battery, weapons charges) due to workplace safety in manufacturing environment; recent theft, fraud, or embezzlement due to access to valuable inventory and equipment; sex offenses especially for positions with any customer interaction; recent drug trafficking offenses due to strict drug-free workplace policy; any conviction with active parole or probation restrictions preventing employment.

Lower Risk (Case-by-Case): Older non-violent offenses (7+ years); drug possession charges (especially with documented recovery); DUI convictions (unless applying for forklift or driving positions); property crimes with demonstrated rehabilitation; white-collar offenses unrelated to manufacturing duties. 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 a background check. If denied based on the report, you're entitled to a copy of the report and the right to dispute inaccuracies with the reporting agency.

  
  

• Pre-Adverse Action Notice: Before a final decision based on background check results, you must receive notice with a copy of the report and a summary of your rights. You have reasonable time (typically 5 business days) to respond with additional information or dispute inaccuracies.

  
  

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

  
  

• Louisville Ban-the-Box: For positions at Appliance Park, Louisville's local ordinance may provide additional protections, particularly for city contractor positions. Criminal history inquiry typically occurs after initial application screening.

Application Strategy

1. Target Entry-Level Production Positions: Focus on Assembly Line Worker, Production Operator, and Warehouse Worker positions which have the highest volume hiring needs and lowest barriers. These roles offer the best opportunity to establish yourself at GE Appliances.

   
   

2. Apply Through Official Channels: Submit your application through careers.geappliances.com. GE Appliances also posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as production positions are posted frequently, especially during peak hiring seasons.

   
   

3. Prepare for the Interview: Be ready to discuss your reliability, attendance record, and ability to work in a fast-paced manufacturing environment. Emphasize physical fitness, attention to detail, and commitment to workplace safety. Research GE Appliances products and demonstrate genuine interest in the company.

   
   

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 work readiness. 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.

   
   

7. Check Expungement Eligibility: Research whether your offense qualifies for expungement under Kentucky law. Kentucky has expanded expungement eligibility for certain felonies. Contact Kentucky Legal Aid for assistance with the expungement process.

   
   

8. Be Flexible on Scheduling: Manufacturing operations run multiple shifts. Willingness to work second shift (afternoon/evening), third shift (overnight), weekends, and overtime significantly increases your chances. Many positions offer shift differentials of $1-$2/hr additional pay.

Tips for Applicants with Records

1. Manufacturing Has Constant Hiring Needs: GE Appliances operates massive production facilities with consistent turnover in entry-level positions. The company recently announced $490 million in new investments and 800 new jobs at Appliance Park. Don't be discouraged by individual rejections—keep applying.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at GE Appliances begin on the assembly line. Prove reliability through consistent attendance, safety compliance, and quality work. The union structure provides clear advancement pathways based on seniority and skills.

   
   

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 to ensure accuracy.

   
   

4. Emphasize Safety Awareness: Manufacturing environments prioritize safety above all else. Demonstrate understanding of workplace safety, willingness to follow protocols, and commitment to protecting yourself and coworkers. This matters more than perfect production speed.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. GE Appliances requires pre-employment drug testing for all manufacturing positions. Testing is typically a 10-panel urine screen. Be clean and prepared.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation (Appliance Park is accessible by TARC bus), and any consistent work history—even informal work shows you can be counted on. Manufacturing employers especially value punctuality and attendance.

   
   

7. Consider Staffing Agencies: Temporary staffing agencies sometimes place workers at GE Appliances facilities. Agencies like Kelly Services, Express Employment Professionals, and ResourceMFG work with individuals with records and can provide a pathway to direct hire.

   
   

8. Leverage Employee Referrals: Current GE Appliances employees can provide referrals. Employee referrals often receive priority consideration. Network through LinkedIn, local workforce development programs, or reentry organizations to connect with current employees.

Benefits Overview

GE Appliances offers a comprehensive benefits package that has earned recognition as a Great Place to Work (2024 certification) and was named to Fortune's Best Workplaces in Manufacturing & Production. Benefits begin within 30-60 days of hire for eligible employees.

• Compensation: Production roles start at $17-$22/hr with shift differentials for evening/night shifts. Union contract provides structured wage progression. Overtime opportunities available during peak production periods.

  
  

• 401(k) and Retirement: 401(k) plan with company match reported at up to 8% of contributions. No traditional pension plan for new hires. Employee stock purchase options may be available.

  
  

• Health Benefits: Medical, dental, and vision insurance options. On-site health clinics and nurse practitioners at Appliance Park. WellWithin preventive health program for all employees. Employee Assistance Program (EAP) for mental health support.

  
  

• Time Off: Starts with 2 weeks vacation plus 3 personal days for new hires, increasing with tenure. 12 paid holidays. Paid parental leave up to 12 weeks for new parents. Sick days and bereavement leave included.

  
  

• Additional Benefits: Life insurance and disability coverage. Tuition assistance for continuing education. On-site gym at Appliance Park. Employee discounts on GE Appliances products. Volunteer time off for community service. Fertility assistance and adoption assistance programs.

  
  

• Employee Perspectives - Pros: Good benefits package; stable employment with major company; union representation provides job security; on-site health facilities; advancement opportunities with seniority; competitive pay for manufacturing.

  
  

• Employee Perspectives - Cons: Fast-paced, physically demanding work; mandatory overtime during peak periods; short breaks reported (20 minutes); union seniority system can slow advancement; warehouse not always temperature controlled; some management concerns noted.

Frequently Asked Questions

1. Does GE Appliances hire people with felonies?

   Yes, GE Appliances hires individuals with felony convictions, particularly for manufacturing positions. Employee reports confirm felons are hired regularly—one noted "they hire ex convicts—there were several in my orientation." The company conducts individualized assessments per EEOC guidelines. Best opportunities are in assembly line, production operator, and warehouse roles. Violent offenses, recent theft, and drug trafficking face greatest scrutiny.

   
   

2. What is the background check process at GE Appliances?

   After receiving a conditional offer, you authorize a background check including federal, state, and county criminal history, identity verification, and employment history. You'll also complete a drug test, typically on-site at Appliance Park or at designated clinics. If adverse information is found, you receive a pre-adverse action notice with the report and time to respond before final decision.

   
   

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

   GE Appliances typically follows a 7-year lookback period for criminal convictions. Employment verification extends 5-7 years. Serious violent offenses and sex offenses may be reported beyond standard timeframes. Kentucky does not have additional lookback restrictions beyond federal FCRA requirements.

   
   

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

   Violence and weapons offenses face highest scrutiny due to workplace safety concerns. Theft, fraud, and embezzlement are problematic due to inventory access. Drug trafficking conflicts with drug-free workplace policy. Sex offenses create barriers for customer-facing positions. Recent convictions (within 5 years) face greater scrutiny. Non-violent property crimes and older drug possession charges are viewed more favorably.

   
   

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

   Assembly Line Worker ($17-$22/hr) offers the best entry point with high volume hiring. Production Operator ($17-$21/hr) operates equipment in team environments. Warehouse Worker ($16-$19/hr) handles picking, packing, and inventory. These positions have consistent hiring needs. Material Handler and Forklift Operator offer higher pay but may require certification.

   
   

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

   Yes, pre-employment drug testing is mandatory for all manufacturing positions. Testing is typically a 10-panel urine screen conducted on-site at Appliance Park or designated clinics with same-day results. The company maintains a strict drug-free workplace policy. Random testing may occur after workplace incidents.

   
   

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

   Background checks occur after conditional job offers are extended, consistent with Louisville's ban-the-box ordinance. You'll complete application, screening, and interviews before criminal history is reviewed. Don't volunteer record information until asked, but never lie if directly questioned.

   
   

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

   Yes, advancement is possible for employees who demonstrate reliability and skills. Union seniority provides structured pathways. Team Lead and Supervisor positions are filled through internal promotion. Management roles with financial responsibilities may face additional scrutiny. Building a strong internal track record is key.

   
   

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

   The complete process typically takes 2-4 weeks from application to start. Phone screening and interviews occur within 1-2 weeks. Background checks take 1-2 weeks after conditional offer. Drug testing often occurs on-site with same-day results. Once cleared, orientation scheduling follows quickly.

   
   

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

    Target entry-level production positions. Demonstrate flexibility for any shift including nights and weekends. Pass the drug test. Gather rehabilitation documentation. Be honest about your record when asked. Emphasize safety awareness and reliability. Consider staffing agencies. Network for employee referrals. Apply to multiple facilities.

Alternative Second Chance Employers

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

Conclusion

GE Appliances offers genuine opportunities for individuals with criminal records, particularly in manufacturing roles at its Louisville facilities. With 15,500 employees and constant hiring needs, the company provides a realistic pathway to stable employment with competitive wages, comprehensive benefits, and union-backed job protections.

The work is physically demanding with 8-12 hour shifts, repetitive tasks, and mandatory overtime. However, compensation is competitive ($17-$22/hr for entry-level with shift differentials), and benefits include health insurance, 401(k) with up to 8% match, 12 paid holidays, and vacation time. Career advancement is possible through union seniority with pathways from assembly line to supervisor.

Key Success Factors: Target entry-level production positions; demonstrate scheduling flexibility; pass drug test; be honest about record; prepare rehabilitation documentation; emphasize safety awareness and reliability.

Biggest Barriers: Recent violent offenses; theft and fraud convictions; drug trafficking charges; convictions preventing schedule compliance.

Employee reports confirm GE Appliances hires felons, and massive production operations create ongoing opportunities. With proper preparation and honest disclosure, a second chance is achievable. Continued billion-dollar investments ensure employment opportunities will remain strong.

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 GE Appliances.

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://careers.geappliances.com