Quick Answer

Yes, Georgia-Pacific does hire people with felonies in 2025. As one of America's largest paper and building products manufacturers, Georgia-Pacific evaluates candidates individually based on conviction type, time passed, and job requirements. Production worker and warehouse positions pay $17-$25 per hour with excellent benefits and are highly accessible. Manufacturing facilities need reliable workers constantly, and the company values work ethic and safety over perfect backgrounds.

Georgia-Pacific offers union jobs at many plants, good wages, and clear advancement paths, making them an outstanding option for people with various criminal backgrounds seeking stable manufacturing careers.

Table of Contents

1. Quick Answer

2. About Georgia-Pacific

3. Does Georgia-Pacific Hire People with Felonies?

4. Available Jobs at Georgia-Pacific

5. Best entry point

6. Background Check Process

7. Application Tips

8. Frequently Asked Questions

9. Similar Felon-Friendly Companies

10. Final Thoughts

About Georgia-Pacific

Georgia-Pacific is one of the world's leading manufacturers of paper products, building materials, and packaging. They produce familiar brands like Brawny paper towels, Dixie cups, Quilted Northern toilet paper, and various construction materials. The company operates over 150 manufacturing facilities across the United States, employing tens of thousands of workers in production, maintenance, and logistics roles.

For people with felonies, Georgia-Pacific presents exceptional opportunities. Their manufacturing plants need workers constantly due to the physical nature of work and industry turnover. These are real industrial jobs with competitive wages, health benefits, retirement plans, and union representation at many facilities.

Georgia-Pacific is owned by Koch Industries, one of the largest private companies in America. Koch has made public commitments to second-chance hiring and reducing barriers for people with criminal backgrounds. They actively participate in national fair chance hiring initiatives and partner with workforce development programs specifically to recruit people with records.

The company understands that manufacturing excellence requires reliable workers who show up and work safely, not perfect backgrounds. This philosophy creates opportunities for people with felonies to build genuine careers.

Does Georgia-Pacific Hire People with Felonies?

Georgia-Pacific does not have a blanket policy against hiring people with felony convictions. They evaluate each applicant individually based on the nature of the offense, time since conviction, the position applied for, and overall qualifications. This case-by-case approach gives you real chances.

In practice, Georgia-Pacific regularly hires people with various types of criminal backgrounds, especially for production, warehouse, and maintenance positions. The company follows EEOC guidelines, ban-the-box principles, and actively practices fair chance hiring as part of Koch Industries' corporate values.

The type of conviction affects chances somewhat, but less than you might expect in manufacturing environments. Drug convictions are extremely common among Georgia-Pacific employees and rarely prevent hiring if you can pass drug tests now. Many people in recovery have found stable, well-paying employment at Georgia-Pacific plants. The company understands substance abuse issues and focuses on current reliability.

Violent felonies are evaluated case-by-case but don't automatically disqualify you. Manufacturing plant work involves physical labor with machinery rather than vulnerable populations, reducing concerns compared to customer-facing industries. If your violent conviction was several years ago and you've maintained clean records since, most Georgia-Pacific facilities will give you strong chances.

Theft convictions are less problematic at Georgia-Pacific than in retail environments. You're working with raw materials, pulp, paper products, or building materials rather than finished consumer goods or cash. Many people with theft backgrounds work successfully in Georgia-Pacific plants.

Sexual offenses are evaluated carefully but don't automatically disqualify you from all positions. Manufacturing environments are different from customer-facing roles. However, facilities may have specific policies depending on location and circumstances.

Time since conviction matters significantly. Convictions older than 7 years often don't appear on standard background checks in many states. Even if they appear, old convictions carry much less weight. Clean records for 3-5 years since your last conviction demonstrate positive change and significantly improve chances.

The position you apply for is important. Production workers, material handlers, and warehouse positions have the most flexible hiring standards—focusing on physical ability, reliability, and willingness to work hard. Maintenance technician positions value trade skills over criminal history. Sanitation crew positions are often very accessible. Quality control and administrative roles may face slightly more scrutiny but are still possible.

Location affects opportunities. Georgia-Pacific facilities in rural areas often have difficulty finding workers and may be particularly flexible about backgrounds. Plants in states with ban-the-box laws must follow fair chance hiring procedures. Facilities with union representation often have structured hiring processes protecting against discrimination.

The bottom line is that Georgia-Pacific needs reliable workers more than perfect backgrounds. If you can show up consistently, work hard, follow safety rules, and be a team player, you have strong chances regardless of criminal history.

Available Jobs at Georgia-Pacific

Georgia-Pacific offers numerous production and industrial positions suitable for people with felony convictions:

Production Worker/Operator

($17-$24/hour)

You'll work on paper or building materials production lines, operate machinery, monitor quality, and maintain equipment. Requires ability to work rotating shifts and follow safety protocols. This is the most common entry position and very accessible for people with felonies. Plants need reliable workers constantly. Many facilities are union shops with excellent benefits.

Material Handler/Warehouse Worker

($16-$22/hour)

You'll move raw materials, operate forklifts, load trucks, and maintain inventory systems. Physical work requiring forklift certification (often provided during training). These positions are highly accessible for people with records—straightforward work where reliability matters most.

Sanitation Worker

($17-$23/hour)

You'll clean production equipment, maintain facility hygiene, and ensure safety standards. Physical work often on night shifts using cleaning equipment and chemicals. These positions have particularly high acceptance rates for people with felonies because they're essential but hard to fill.

Maintenance Technician

($22-$32/hour)

You'll repair production equipment, perform preventive maintenance, troubleshoot mechanical and electrical issues. Requires technical training or experience in industrial maintenance. If you have these skills, criminal backgrounds rarely matter—skilled trades workers are in high demand and Georgia-Pacific will hire qualified technicians regardless of past convictions.

Machine Operator

($18-$26/hour)

You'll operate specific production machinery, monitor equipment performance, make adjustments, and ensure quality standards. Requires mechanical aptitude and attention to detail. Good position for people with felonies who can demonstrate reliability and willingness to learn technical skills.

Forklift Operator

($17-$23/hour)

You'll move materials, supply production lines, organize warehouse space, and maintain equipment. Requires forklift certification. Once certified, these positions pay well and having felonies rarely matters if you're safe and responsible.

Quality Control Technician

($18-$25/hour)

You'll inspect products, conduct tests, document results, and ensure manufacturing standards. Requires attention to detail and basic computer skills. Slightly more competitive than line worker positions but still accessible with right attitude and work history.

Utility Worker

($16-$21/hour)

You'll support production operations, move materials, assist various departments, and perform general labor tasks. Entry-level position providing exposure to different plant areas. Very accessible for people with backgrounds.

Best entry point

Production Worker or Sanitation Worker positions offer quickest paths to employment. They constantly need workers, have turnover, and Georgia-Pacific prioritizes filling these positions. Once you prove reliability, moving to better-paying positions within the company is very realistic.

Background Check Process

Understanding Georgia-Pacific's background check process helps you prepare appropriately and navigate hiring successfully.

Georgia-Pacific conducts background checks after making conditional job offers. This means they interview you, decide they want to hire you, and then run background checks. This approach allows you to demonstrate qualifications and personality before criminal records are reviewed.

The standard background check looks back seven years for criminal history. This is typical for production and warehouse positions. Some positions, particularly management or those requiring security clearances, may have more extensive checks. Georgia-Pacific uses professional screening companies checking federal, state, and county criminal records. They also verify employment history.

The process typically takes 5-10 business days. During this waiting period, you'll also complete drug screens. Georgia-Pacific requires pre-employment drug testing for all positions without exception. Given the safety-sensitive nature of production work with machinery and equipment, this is non-negotiable. Random drug testing after hire is also standard at most facilities.

If something appears on background checks that concerns Georgia-Pacific, federal law requires them to send pre-adverse action notices before making final decisions. You have 5-10 days to review reports, provide context, or dispute errors. This is your opportunity to explain circumstances or correct inaccuracies. Take this seriously and respond promptly.

Geographic variations matter. In ban-the-box states and cities, Georgia-Pacific cannot ask about criminal history on initial applications. Some jurisdictions have even stricter regulations about what convictions can be considered. Georgia-Pacific follows all local laws regarding fair chance hiring.

Union facilities may have additional protections. At unionized Georgia-Pacific plants, collective bargaining agreements may include provisions about hiring practices and protections against discrimination. These contracts often support second-chance hiring and provide appeal processes if initially rejected.

The manufacturing environment creates some considerations. Georgia-Pacific must comply with OSHA and other safety regulations for industrial facilities. However, these regulations primarily affect positions with specific safety responsibilities rather than general production workers. Your criminal background is evaluated in context of specific job duties.

Koch Industries' corporate commitment to fair chance hiring means Georgia-Pacific has structured processes to evaluate candidates fairly. This corporate support helps ensure individual plants follow consistent, non-discriminatory practices.

Application Tips

1. Apply online at careers.gp.com and search for manufacturing facilities in your area. Create complete profiles and apply to multiple positions to increase chances.

   
   

2. Target production worker, warehouse, and sanitation positions first. These roles have the most flexible hiring standards and constant openings due to turnover.

   
   

3. Don't mention your felony on applications in ban-the-box jurisdictions. Answer questions honestly if asked, but don't volunteer unnecessary information upfront.

   
   

4. Visit Georgia-Pacific facilities in person after applying online. Many plants have HR offices where you can inquire about application status and express strong interest. Making personal connections helps.

   
   

5. Be completely honest about backgrounds when asked directly. Prepare brief explanations that take responsibility, explain lessons learned, and emphasize commitment to reliable work. Practice until confident and natural.

   
   

6. Emphasize any manufacturing, warehouse, or physical labor experience. Even informal work like construction, farming, or loading trucks demonstrates relevant work ethic and physical capability.

   
   

7. Highlight your reliability and attendance record. Georgia-Pacific production facilities run on tight schedules and need workers who show up consistently. Give specific dependability examples from any context.

   
   

8. Be flexible with shift work. Most Georgia-Pacific plants run multiple shifts including nights and weekends. Willingness to work any shift dramatically increases hiring chances.

   
   

9. Get forklift certification before applying if possible. This certification is inexpensive (often free through workforce programs) and immediately makes you more valuable for material handler and warehouse positions.

   
   

10. Check if your local American Job Center or workforce development program has relationships with Georgia-Pacific. Many facilities actively partner with these programs specifically to recruit people with criminal backgrounds and provide job placement assistance.

    
    

11. Dress appropriately for interviews. While work is industrial, showing up clean and neat demonstrates professionalism. Business casual is fine—you don't need suits, but clean pants and collared shirts make good impressions.

    
    

12. Bring steel-toed boots to interviews or orientations if you have them. This shows you're prepared for jobs and understand industrial environments. Most facilities require safety boots, and having them ready demonstrates initiative.

    
    

13. Bring references from anyone who can vouch for work ethic. Former employers, supervisors from volunteer work, instructors from training programs, or even probation officers provide valuable character references.

    
    

14. Research the specific Georgia-Pacific facility you're applying to. Understanding whether it's a paper mill, building products plant, or packaging facility shows genuine interest. Ask intelligent questions about work during interviews.

Frequently Asked Questions

Will my drug conviction prevent me from working at Georgia-Pacific?

Drug convictions, including felonies, are very common among Georgia-Pacific employees and rarely prevent hiring. The company understands that substance abuse affects many capable workers. However, you must be able to pass drug tests now and remain clean while employed. Georgia-Pacific tests pre-employment and conducts random testing due to safety-sensitive production work. If your conviction was for distribution rather than possession, be prepared to discuss it honestly. Time since conviction helps significantly—if you've been clean for 2+ years, most hiring managers view this very positively. Focus on current sobriety and commitment to staying clean rather than dwelling on past mistakes. Production positions are particularly accessible even with drug felony histories.

Does Georgia-Pacific do drug testing?

Yes, Georgia-Pacific requires pre-employment drug testing for all positions without exception. Production facilities involve heavy machinery, chemicals, fast-moving equipment, and other safety hazards, making drug testing mandatory. You'll be tested after receiving conditional job offers but before starting work. Tests typically screen for marijuana, cocaine, opiates, amphetamines, and PCP. Most facilities also conduct random drug testing throughout employment. If you're in recovery and taking prescribed medications that might appear on tests, bring proper documentation to testing facilities. This is absolutely non-negotiable—be prepared to pass full drug screens.

How long should I wait after my conviction before applying to Georgia-Pacific?

You can apply to Georgia-Pacific immediately after conviction. The company doesn't require specific waiting periods before considering applicants with criminal backgrounds. However, chances do improve with time. If conviction is less than a year old, focus on entry-level production or sanitation positions. After 3 years of clean records, options expand considerably. After 7 years, many convictions won't appear on standard background checks in most states. The key is demonstrating stability since conviction—consistent work history, stable housing, staying out of trouble. Don't wait unnecessarily if you need work now. Apply and let Georgia-Pacific decide.

Can I work at Georgia-Pacific while on probation or parole?

Yes, absolutely. Many Georgia-Pacific employees work while on probation or parole. Having employment helps satisfy supervision requirements and demonstrates commitment to rehabilitation. Be upfront with hiring managers about restrictions such as curfews, travel limits, or required check-ins. Georgia-Pacific shift work usually accommodates these requirements—if you need to check in with probation officers on certain days, shifts can often be adjusted. Some facilities even coordinate with probation officers to confirm employment. Your probation officer will likely be very supportive of Georgia-Pacific employment since these are stable, well-paying manufacturing jobs.

Will violent felonies disqualify me from Georgia-Pacific?

Violent felonies don't automatically disqualify you from Georgia-Pacific employment. The company evaluates specific circumstances, how long ago incidents occurred, and records since then. Production work involves equipment and machinery rather than vulnerable populations, reducing concerns compared to customer-facing industries. If your violent conviction was 5+ years ago and you've maintained clean records since, most Georgia-Pacific facilities will give you strong opportunities. Be prepared to discuss what happened honestly, show evidence of positive change, and emphasize commitment to workplace safety. Many people with violent felonies work successfully at Georgia-Pacific plants.

What if I have theft or fraud convictions?

Theft and fraud convictions are less problematic at Georgia-Pacific than in retail or financial industries. Production work involves raw materials, machinery, and industrial products rather than cash or finished consumer goods. Many people with theft backgrounds work successfully in Georgia-Pacific facilities. Be honest about convictions if asked, take responsibility, and explain how you've changed. If you've had stable employment since without problems, emphasize this. Time matters—10-year-old theft convictions carry minimal weight. Production supervisor and material handler positions remain quite accessible even with theft in backgrounds.

Can I work in paper mills with a felony?

Yes, many people with felonies work in Georgia-Pacific paper mills and other manufacturing facilities. These plants need reliable workers constantly and evaluate candidates individually. The industrial nature of manufacturing work and production environments mean criminal backgrounds are less barriers than in other industries. Be prepared for physically demanding work in varying conditions—mills can be hot, loud, and require constant attention to safety. Violent convictions are evaluated but don't automatically disqualify you. Theft, drug, and other felonies are commonly represented among manufacturing workers. If you can handle physical demands and show up reliably, you have strong chances.

Are certain Georgia-Pacific facilities better for hiring people with felonies?

All Georgia-Pacific production facilities hire people with felonies regularly, but some factors make certain locations potentially easier. Rural facilities often have more difficulty finding workers and may be particularly flexible. Unionized plants have structured hiring processes protecting against discrimination. Facilities in ban-the-box states must follow fair chance hiring laws. Sanitation positions at any facility tend to have highest acceptance rates because they're hardest to fill. The best strategy is applying to multiple Georgia-Pacific facilities within reasonable distance and seeing which respond positively.

What should I do if my background check shows incorrect information?

Take immediate action if background checks contain errors. Federal law requires Georgia-Pacific to send pre-adverse action notices before making final decisions based on background check results. You typically have 5-10 business days to dispute inaccuracies. Contact both Georgia-Pacific's HR department and background screening companies to file formal disputes. Gather documentation proving errors—court records, certificates of disposition, or documents showing dismissed or expunged charges. Follow up every 2-3 days to ensure dispute processing. Don't miss these windows—they could mean differences between getting hired and losing opportunities.

Does Georgia-Pacific offer training and advancement for people with felonies?

Yes, Georgia-Pacific offers extensive training and clear advancement paths regardless of backgrounds. Once hired and proving reliability, criminal records become much less relevant. Production workers can move to machine operators, lead positions, and supervisory roles based on performance. Maintenance helpers can advance to full technicians. The company provides on-the-job training, safety certifications, and sometimes tuition assistance for additional education. Many people with felonies have built long careers at Georgia-Pacific, moving from entry-level production to leadership positions over time. Your work records with Georgia-Pacific matter much more than criminal records for internal advancement.

Similar Felon-Friendly Companies

If Georgia-Pacific doesn't work out or you want to explore similar opportunities in manufacturing, consider these companies:

International Paper: Major competitor in paper and packaging manufacturing. They actively hire people with felonies for production positions with similar pay scales and opportunities.

Weyerhaeuser: Forest products and building materials company with manufacturing facilities. Known for hiring people with criminal backgrounds in production roles.

WestRock: Packaging solutions company operating paper mills and corrugated plants. They hire people with felonies regularly for production work.

Domtar: Paper products manufacturer with mills across North America. They hire people with criminal backgrounds for production and maintenance positions.

Packaging Corporation of America: Containerboard and corrugated products manufacturer hiring people with various felony backgrounds for production positions.

Final Thoughts

Georgia-Pacific offers outstanding opportunities for people with felony convictions. Their production facilities need reliable workers constantly, and the company evaluates candidates fairly rather than using blanket bans on criminal backgrounds. The combination of good pay, excellent benefits, union representation at many facilities, and advancement opportunities makes Georgia-Pacific one of the best options for people with records seeking stable manufacturing careers.

Take action today by applying at careers.gp.com to every facility within reasonable commuting distance. Focus on production worker, warehouse, and sanitation positions for quickest entry. Check with your local workforce development program about Georgia-Pacific partnerships.

Be honest about backgrounds, emphasize reliability, and show willingness to work hard. Thousands of people with criminal backgrounds have built solid careers at Georgia-Pacific—with the right approach, you can too.