Quick Answer

Yes, General Mills hires individuals with felony convictions for certain positions. As a leading global food manufacturer producing beloved brands including Cheerios, Nature Valley, Betty Crocker, Pillsbury, Old El Paso, and Häagen-Dazs, General Mills employs approximately 33,000 people worldwide with manufacturing facilities across the United States. Employment decisions are conditional upon passing a background check and are subject to Fair Chance Hiring principles and EEOC guidelines.

The law prohibits companies from having a blanket policy excluding all felons. Instead, they must conduct an individualized assessment of the conviction to determine if it is job-related and consistent with business necessity.

The greatest barriers are created by felonies related to theft, fraud, and embezzlement (due to high-value food inventory access), violence and weapons offenses (due to workplace safety requirements), and drug manufacturing or distribution (due to FDA food safety regulations and drug-free workplace policies).

Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Production Operator, Packaging Specialist, and Warehouse Associate positions offer the most accessible entry points due to high-volume hiring needs. General Mills operates plants across Minnesota, Ohio, Missouri, Illinois, Tennessee, and Georgia, providing geographically diverse opportunities.

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, nature of job).

  
  

• Physical Requirements: Food manufacturing requires standing for extended periods, repetitive motions, lifting up to 50 pounds, and working in temperature-controlled environments. Must meet physical demands of production floor work.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test. General Mills maintains a drug-free workplace policy. Testing is typically urinalysis. Some locations may not test for cannabis in states where it is legal, but policies vary by facility.

  
  

• 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.

  
  

• Food Safety Compliance: Must comply with Good Manufacturing Practices (GMP) including no jewelry, no perfume, proper attire, and strict hygiene protocols required in food production environments.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. General Mills operates manufacturing facilities across multiple states with varying fair chance hiring laws but must comply with federal EEOC guidelines nationwide. The company is headquartered in Golden Valley, Minnesota, a state with strong Ban the Box protections for both public and private employers.

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 disparate impact guidelines.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, General Mills 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. The FCRA also establishes a 7-year lookback limit for reporting most non-conviction adverse information.

State-Specific Considerations

Minnesota (headquarters state) has strong fair chance protections. The state's Ban the Box law (effective 2014) prohibits criminal history inquiries on initial job applications for both public and private employers. Employers may only inquire after interview selection or conditional job offer. Minnesota's Clean Slate Act (effective January 2025) allows automatic expungement of qualifying convictions. A 7-year lookback period applies, and employers cannot base decisions on older convictions unless directly job-related. Ohio, Illinois, Missouri, Tennessee, and Georgia where General Mills operates facilities have varying fair chance protections.

Food Manufacturing-Specific Considerations

The food manufacturing industry involves FDA and USDA regulatory oversight. General Mills must maintain strict food safety standards under the Food Safety Modernization Act (FSMA). While there are no federal laws specifically prohibiting felons from food manufacturing, positions involving food safety compliance or quality control face additional scrutiny. Drug-related convictions receive attention due to drug-free workplace requirements. Theft and fraud convictions are scrutinized due to high-value inventory. Production floor positions have fewer regulatory barriers than compliance or management roles.

Company Overview

General Mills, Inc. is an American multinational manufacturer and marketer of branded consumer foods sold through retail stores worldwide. Founded in 1866 in Minneapolis, the company originally gained fame as a flour miller before expanding into diverse food categories. Headquartered in Golden Valley, Minnesota, General Mills has grown into one of the world's largest food companies with operations in more than 100 countries.

The company operates through four primary segments: North America Retail (cereals, snacks, baking products, meals), International (global food products), Pet (Blue Buffalo pet food brand acquired in 2018), and North America Foodservice (products for restaurants, schools, and other institutions). General Mills employs approximately 33,000 people globally and generated revenue of approximately $19.9 billion in fiscal 2024.

Company Fast Facts

• Founded: 1866 (Minneapolis, Minnesota)

• Headquarters: Golden Valley, Minnesota

• Employees: Approximately 33,000 worldwide

• Revenue: $19.9 billion (FY2024)

• Stock Exchange: NYSE: GIS

• CEO: Jeffrey L. Harmening

• Major Brands: Cheerios, Nature Valley, Betty Crocker, Pillsbury, Old El Paso, Häagen-Dazs, Blue Buffalo, Totino's, Annie's, Yoplait

• Major U.S. Facilities: Wellston (OH), Hannibal (MO), Belvidere (IL), Murfreesboro (TN), Cedar Rapids (IA), Buffalo (NY), Covington (GA)

Hiring Policy Analysis

General Mills has been identified as a felon-friendly employer with policies that align with fair chance hiring principles. The company conducts individualized assessments as required by EEOC guidelines and complies with state-specific Ban the Box laws. Background checks are conducted after a conditional offer of employment. Employee reports indicate that convictions older than 7 years with documented rehabilitation receive favorable consideration. The hiring process averages approximately 21 days, with background checks taking 1-2 weeks.

Position-Specific Barriers

Barrier levels are determined by regulatory requirements, access to inventory, safety considerations, and customer interaction requirements.

Available Positions and Pay

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

Career Path Examples

General Mills emphasizes internal advancement and offers development programs for employees seeking career progression. Many leadership positions are filled through internal promotion, with role changes encouraged every 12-18 months.

Production Track: Production Worker ($17-$22/hr) → Production Operator ($17-$23/hr) → Machine Operator ($20-$26/hr) → Team Leader ($70K-$79K/yr). Advancement requires consistent performance, safety compliance, and cross-training completion.

Warehouse Track: General Laborer ($16-$19/hr) → Material Handler ($18-$24/hr) → Forklift Operator ($14-$35/hr) → Logistics Technician ($22-$28/hr). Forklift certification and WMS experience accelerate advancement.

Technical Track: Packaging Specialist ($19-$27/hr) → Packaging Technician ($22-$28/hr) → Quality Technician ($24-$32/hr) → Maintenance Technician ($28-$40/hr). Technical certifications and reliability drive progression.

Background Check Process

Understanding General Mills' background check process helps you prepare. The company conducts background checks after extending a conditional offer of employment, which means you'll have opportunity to demonstrate your qualifications during interviews 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 (typically 5-7 years); drug screening (mandatory for all manufacturing positions); education verification for positions requiring specific credentials.

  
  

• Lookback Period: Standard 7-year criminal lookback under FCRA guidelines. Minnesota state law further restricts consideration of convictions older than 7 years unless directly job-related. Employment verification typically extends 5-7 years. Employee reports indicate convictions beyond 7 years with documented rehabilitation receive favorable consideration.

  
  

• Timeline: The hiring process averages approximately 21 days from application to hire based on employee reports. Background checks typically take 1-2 weeks to complete after conditional offer. Some employees report receiving offers within hours of interviews, while background processing adds additional time.

  
  

• Process Flow: Application submitted → Phone screening → Interview(s) conducted → Conditional offer extended → Background check and drug test authorization signed → Background check conducted → Results reviewed using individualized assessment → Final hiring decision made → Pre-adverse or adverse action notice if applicable → Start date confirmed → Orientation and GMP training.

Disqualifying Factors

High Risk for Disqualification:

• Recent theft, fraud, embezzlement, or financial crimes (high-value inventory access concerns)

• Violence or weapons offenses (workplace safety in industrial environment)

• Drug manufacturing or distribution (FDA food safety regulations, drug-free workplace)

• Pending felony charges (employee reports indicate this is disqualifying)

• Dishonesty on application (automatic disqualifier regardless of offense type)

  
  

Lower Risk (Case-by-Case): Non-violent offenses older than 7 years, DUI without distribution charges, minor property crimes with restitution completed, drug possession (non-distribution). All subject to individualized assessment considering rehabilitation evidence and time elapsed.

Your Rights as Applicant

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

  
  

• Pre-Adverse Action Notice: Before a final decision, you must receive notice with a copy of the report and a summary of your rights. Reasonable time to respond with mitigating evidence.

  
  

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

  
  

• Ban the Box: In Minnesota and other applicable states, employers cannot ask about criminal history on initial applications. Criminal history inquiry occurs after interview selection or conditional offer.

  
  

• Dispute Rights: You can dispute inaccurate information on background reports with the reporting agency. Check your own records beforehand through a consumer reporting agency.

Application Strategy

1. Target Entry-Level Production Positions: Focus on Production Operator, Packaging Specialist, and Production Worker 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 quality assurance or management positions initially if your record is recent.

   
   

2. Apply Through Official Channels: Submit your application through careers.generalmills.com. General Mills posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as production positions are posted frequently across multiple facilities.

   
   

3. Apply to Multiple Facilities: General Mills operates manufacturing plants across multiple states including Ohio (Wellston), Missouri (Hannibal), Illinois (Belvidere, Geneva), Tennessee (Murfreesboro), and Georgia (Covington). Applying to multiple locations maximizes your opportunities.

   
   

4. Prepare for the Interview: Be ready to discuss your commitment to food safety, reliability, and ability to work in a fast-paced production environment. Research the company's brands and values. Emphasize your physical capabilities and willingness to work varied shifts.

   
   

5. 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 in Minnesota) to discuss your record.

   
   

6. 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).

   
   

7. 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.

   
   

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

Tips for Applicants with Records

1. Food Manufacturing Has Constant Hiring Needs: Food production facilities operate continuously with consistent turnover in production roles. General Mills' multiple facilities across the country create numerous access points. Don't be discouraged by individual rejections—keep applying to different locations.

   
   

2. Start Entry-Level, Advance Within: Many successful careers begin in entry-level production positions. Prove reliability through consistent attendance and quality work. Team Leader and supervisory positions are often filled from within.

   
   

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. This prevents surprises during the hiring process.

   
   

4. Understand Food Safety Requirements: Food manufacturing environments require strict GMP compliance: no jewelry, no perfume, proper attire, and rigorous hygiene protocols. Demonstrate understanding of food safety importance. Consider obtaining ServSafe or other food handling certifications to stand out.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. General Mills requires pre-employment drug screening for all manufacturing positions. Testing is typically urinalysis. While some locations may not test for cannabis in legal states, policies vary—prepare accordingly.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and consistent work history. Food manufacturers especially value dependable attendance given 24/7 production schedules.

   
   

7. Be Flexible on Scheduling: Willingness to work 12-hour shifts, rotating schedules, nights, weekends, and overtime increases your chances significantly. Many facilities operate on rotating schedules. Flexibility demonstrates commitment.

   
   

8. Check Expungement Eligibility: Minnesota's Clean Slate Act (effective January 2025) allows automatic expungement of qualifying convictions. Research whether your offense qualifies for sealing or expungement in your state. Sealed records cannot be reported on background checks.

Benefits Overview

General Mills offers a comprehensive benefits package for employees. Benefits eligibility and specifics vary by position type and employment status. The company has received recognition for workplace culture with a 3.9/5 overall rating on Glassdoor.

• Compensation: Production roles typically start at $17-$23/hr with opportunities for overtime. Shift differentials available for nights and weekends. Annual raises reported by employees. 58% of employees report feeling fairly paid according to Indeed surveys.

  
  

• 401(k) and Retirement: General Mills offers 401(k) with company match—reports indicate dollar-for-dollar match up to 4%, then $0.50 per dollar up to 8% (so 8% employee contribution yields 6% company match). Roth 401(k) option available. Vanguard Target Retirement Funds and other investment options.

  
  

• Health Benefits: Medical, dental, and vision insurance available. Medical coverage described as solid by employees. Health Savings Account (HSA) and Flexible Spending Account (FSA) options. Telehealth services available. Employee Assistance Program (EAP) for mental health resources.

  
  

• Time Off: Paid time off starting at 15 days (negotiable for experienced hires). Paid sick days. Paid holidays. Family/parent leave described as excellent. Bereavement leave available.

  
  

• Additional Benefits: Life insurance, short-term and long-term disability insurance, tuition reimbursement, employee discounts on General Mills products, commuter benefits, financial education programs.

  
  

• Employee Perspectives - Pros: Great benefits and 401(k) match; good work-life balance when planned properly; strong safety culture; good insurance options; great people and culture; beloved brands; family-friendly policies.

  
  

• Employee Perspectives - Cons: Pay raises described as small/infrequent by some; long hours during peak seasons; mandatory overtime at some facilities; management quality varies by location; work can be physically demanding; some facilities have high turnover.

Frequently Asked Questions

1. Does General Mills hire people with felonies?

   Yes, General Mills hires individuals with felony convictions and has been identified as a felon-friendly employer. Having a criminal record is not an automatic disqualifier. The company conducts individualized assessments as required by EEOC guidelines. Entry-level production positions offer the best opportunities. Employee reports indicate that convictions older than 7 years with documented rehabilitation receive favorable consideration, though recent offenses involving theft, violence, or drug distribution face higher scrutiny.

   
   

2. What is the background check process at General Mills?

   General Mills conducts background checks after extending a conditional offer of employment. The process includes criminal history searches at county, state, and federal levels; SSN trace; employment verification for 5-7 years; and mandatory drug screening for manufacturing positions. The company uses FCRA-compliant third-party screening and must provide adverse action notices if considering withdrawal of an offer based on criminal history.

   
   

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

   General Mills follows the standard FCRA 7-year lookback period for most criminal history. Minnesota state law further restricts consideration of convictions older than 7 years unless directly job-related. Employment verification typically extends 5-7 years. Employee reports indicate that convictions beyond 7 years generally require legal department approval, with documented rehabilitation being a key factor. More serious offenses may be considered beyond the standard lookback period depending on their relationship to job duties and workplace safety.

   
   

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

   The most challenging convictions include: theft, fraud, and embezzlement (high-value inventory access concerns); violence and weapons offenses (workplace safety concerns); drug manufacturing or distribution (FDA regulations and drug-free workplace); and pending felony charges. Convictions involving dishonesty are particularly scrutinized for positions with financial or inventory responsibilities. DUI, minor property crimes, and drug possession offenses generally receive more favorable consideration if older than 7 years.

   
   

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

   The most accessible positions include: Production Operator ($17-$23/hr) - entry-level production line work; Production Worker ($17-$22/hr) - general manufacturing support; Packaging Specialist ($19-$27/hr) - packaging line operation; and General Laborer ($16-$19/hr). These positions have the highest turnover, greatest hiring volume, and fewest background-sensitive requirements.

   
   

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

   Yes, General Mills requires pre-employment drug screening for all manufacturing positions. Testing is typically urinalysis. The company maintains a drug-free workplace policy. Employee reports indicate some locations in cannabis-legal states may not test for THC, but policies vary by facility. Post-accident testing applies to all employees. Failing the drug test is grounds for withdrawal of offer or termination.

   
   

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

   In Minnesota (headquarters state) and other Ban the Box states, General Mills cannot ask about criminal history on the initial application. Criminal history inquiry occurs after interview selection or after a conditional offer. The company conducts background checks only after extending a conditional offer, allowing candidates to demonstrate qualifications first.

   
   

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

   Yes, advancement to Team Leader and supervisory positions is possible for employees with felony records who demonstrate consistent performance and reliability. General Mills encourages internal advancement. Manufacturing Team Leader positions ($70K-$79K/yr) are often filled from within. Higher-level management positions involving financial oversight may face additional scrutiny. Sustained performance without incidents is essential.

   
   

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

   The complete hiring process at General Mills averages approximately 21 days from application to start date. Some candidates receive offers within hours of interviews. Background checks typically take 1-2 weeks after authorization. The interview process varies from single interviews for production roles to multiple rounds for technical positions.

   
   

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

    Key strategies include:

    (1) Target entry-level production positions at multiple facilities;

    (2) Apply through careers.generalmills.com;

    (3) Prepare rehabilitation documentation;

    (4) Be honest about your record with a concise explanation;

    (5) Demonstrate food safety knowledge;

    (6) Show scheduling flexibility;

    (7) Pass the drug test;

    (8) Check expungement eligibility;

    (9) Run your own background check first;

    (10) Respond promptly to any pre-adverse action notice.

Alternative Second Chance Employers

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

Conclusion

General Mills offers genuine opportunities for individuals with criminal records, particularly in entry-level production and warehouse positions. As a Fortune 500 company with approximately 33,000 employees, the organization provides a realistic pathway to stable employment with competitive wages ($17-$27/hr for production roles) and comprehensive benefits including 401(k) matching and health insurance.

The work is demanding—expect 12-hour shifts, rotating schedules, physical labor, and strict food safety compliance requirements. However, the compensation is competitive for the food manufacturing industry, and career advancement is achievable through internal promotion. Many leadership positions are filled from within, with the company encouraging role changes every 12-18 months.

Key Success Factors: Target Production Operator and Packaging positions at multiple facilities; demonstrate reliability through consistent attendance and quality work; be completely honest about your record and prepare rehabilitation documentation; pass the mandatory drug test; show flexibility for scheduling; understand and commit to food safety requirements.

Biggest Barriers: Recent theft, fraud, or embezzlement convictions (inventory access concerns); violence or weapons offenses (workplace safety); drug manufacturing or distribution charges (FDA regulations); pending felony charges; and dishonesty during the application process. Convictions within 7 years face the highest scrutiny across all offense types.

General Mills' Minnesota headquarters location provides strong fair chance hiring protections under state Ban the Box law. For those willing to work hard, maintain excellent attendance, and demonstrate commitment to food safety, General Mills represents a viable pathway to rebuilding financial stability and career advancement.

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 General Mills.

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: careers.generalmills.com