Quick Answer

Yes, Giant Food is known to hire individuals with felony convictions for certain positions. As a major regional supermarket chain with approximately 20,000 employees across 166 stores in Maryland, Virginia, Delaware, and Washington D.C., Giant Food operates as a subsidiary of Ahold Delhaize. 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, larceny, and fraud (due to cash handling and inventory access), violence and assault (due to customer and employee contact), and drug trafficking (due to pharmacy operations). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Entry-level positions such as Stocker, Night Crew Clerk, General Clerk, and Deli Associate offer the best opportunities for individuals with criminal backgrounds. Giant Food's high turnover and constant hiring needs create ongoing opportunities, and the company's union representation through UFCW provides additional job protections.

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.

  
  

• 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: Must be able to stand for extended periods, lift up to 50 pounds, and work in various temperature environments including refrigerated areas.

  
  

• Drug Screen: Generally no pre-employment drug test for most positions. CDL drivers for delivery positions require DOT 5-panel urine testing. Random testing policy exists but is rarely enforced for store positions.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked (after interview per Maryland law). 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.

  
  

• Union Membership: Most positions are represented by UFCW Local 400 or Local 27. Union dues will be required after initial probationary period, but union membership provides job security and grievance procedures.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Giant Food operates primarily in Maryland, Virginia, Delaware, and Washington D.C., each with varying fair chance hiring laws. Maryland and D.C., where most stores are located, have strong fair chance 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.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, Giant Food 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.

State-Specific Considerations

Maryland: Strong Ban the Box protections effective February 2020. Employers with 15+ employees cannot ask about criminal history before the first in-person interview. Montgomery County and Prince George's County (where Giant headquarters is located) have additional protections requiring inquiry delay until after conditional offer.

Washington D.C.: Fair Criminal Record Screening Amendment Act (2014) provides strongest protections. Employers with 11+ employees cannot inquire about criminal history until after making a conditional offer of employment. Applicants may request records if offer is withdrawn.

Virginia: Ban the Box applies only to public employers statewide. However, localities including Alexandria, Richmond, and Fairfax County have enacted local fair chance ordinances. Private employers can still ask about criminal history on applications in most areas.

Delaware: No statewide Ban the Box law for private employers. Criminal history inquiries are permitted at any point in the hiring process.

Retail Grocery Industry-Specific Considerations

The retail grocery industry involves cash handling, inventory management, customer interaction, and for some stores, pharmacy operations. Theft and fraud convictions receive heightened scrutiny due to daily handling of cash, gift cards, and high-value merchandise. Pharmacy positions face additional regulatory barriers through state pharmacy board requirements. However, entry-level positions in stocking, night crew, and back-of-store operations have fewer barriers as they involve minimal cash handling and customer contact.

Company Overview

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Giant Food operates primarily in Maryland, Virginia, Delaware, and Washington D.C., each with varying fair chance hiring laws. Maryland and D.C., where most stores are located, have strong fair chance 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.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, Giant Food 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.

State-Specific Considerations

Maryland: Strong Ban the Box protections effective February 2020. Employers with 15+ employees cannot ask about criminal history before the first in-person interview. Montgomery County and Prince George's County (where Giant headquarters is located) have additional protections requiring inquiry delay until after conditional offer.

Washington D.C.: Fair Criminal Record Screening Amendment Act (2014) provides strongest protections. Employers with 11+ employees cannot inquire about criminal history until after making a conditional offer of employment. Applicants may request records if offer is withdrawn.

Virginia: Ban the Box applies only to public employers statewide. However, localities including Alexandria, Richmond, and Fairfax County have enacted local fair chance ordinances. Private employers can still ask about criminal history on applications in most areas.

Delaware: No statewide Ban the Box law for private employers. Criminal history inquiries are permitted at any point in the hiring process.

Retail Grocery Industry-Specific Considerations

The retail grocery industry involves cash handling, inventory management, customer interaction, and for some stores, pharmacy operations. Theft and fraud convictions receive heightened scrutiny due to daily handling of cash, gift cards, and high-value merchandise. Pharmacy positions face additional regulatory barriers through state pharmacy board requirements. However, entry-level positions in stocking, night crew, and back-of-store operations have fewer barriers as they involve minimal cash handling and customer contact.

Hiring Policy Analysis

Giant Food has demonstrated a practical approach to hiring individuals with criminal backgrounds, operating under EEOC guidelines and complying with Maryland's Ban the Box law and D.C.'s Fair Criminal Record Screening Act. The company conducts individualized assessments as required by law and delays criminal history inquiries until after the first interview in Maryland or after conditional offer in D.C. Background checks are conducted after the interview process, giving applicants opportunity to demonstrate their qualifications first.

The company's union contracts with UFCW Local 400 and Local 27 provide additional protections for workers, including grievance procedures if employees feel they were unfairly denied employment or terminated based on criminal history. The current union contract (effective through October 2027) includes provisions for job security and due process.

Position-Specific Barriers

Barrier levels are determined by cash handling requirements, customer interaction levels, inventory access, and 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 terms.

Career Path Examples

Giant Food emphasizes internal advancement and offers development programs through union contract provisions. Many management positions are filled through internal promotion, making entry-level positions valuable stepping stones.

Store Operations Track: Night Crew Clerk ($16-$19/hr) → Stocker ($15-$19/hr) → Lead Clerk ($17-$20/hr) → Department Manager ($17-$19/hr) → Assistant Store Manager ($50K-$65K/yr). Advancement based on reliability, performance, and seniority.

Specialty Department Track: Deli/Bakery Clerk ($15-$18/hr) → Senior Clerk ($17-$19/hr) → Department Manager ($35K-$45K/yr). Requires food safety certification and customer service skills.

Front End Track: Cashier ($15-$17/hr) → Head Cashier ($16-$18/hr) → Front End Manager ($40K-$50K/yr) → Assistant Store Manager ($50K-$65K/yr). Requires clean cash handling record and customer service excellence.

Background Check Process

Understanding Giant Food's background check process helps you prepare mentally and practically for what to expect. The company conducts background checks after the interview process in compliance with Maryland and D.C. fair chance laws, giving applicants opportunity to demonstrate qualifications first.

• 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 some positions. Generally no pre-employment drug testing for store positions (CDL drivers excepted).

• Lookback Period: Standard 7-year criminal lookback for most positions, consistent with FCRA guidelines. Serious violent or sexual offenses may be considered regardless of age. Employment verification typically extends 3-5 years.

  
  

• Timeline: The hiring process averages approximately 8 days from application to hire based on employee reports. Some positions may be hired same-day. Background checks typically take 3-7 business days to complete after authorization.

  
  

• Process Flow: Application submitted → Phone screening/interview scheduled → Interview conducted → Conditional offer extended → Background check authorization signed → Background check conducted → Results reviewed using individualized assessment → Final hiring decision made → Pre-adverse or adverse action notice if applicable → Start date confirmed → Orientation.

Disqualifying Factors

High Risk for Disqualification: Recent theft, larceny, shoplifting, or embezzlement (especially within 7 years); violent felonies including assault, robbery, or weapons charges; sexual offenses; drug trafficking or distribution; fraud or forgery; multiple felony convictions; any dishonesty in the application process.

Lower Risk (Case-by-Case): Drug possession (personal use, older than 5 years); DUI for non-driving positions; older non-violent property crimes (7+ years); minor fraud charges 7+ years old. All subject to individualized assessment considering rehabilitation evidence.

Your Rights as Applicant

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

  
  

• Pre-Adverse Action Notice: Before a final decision, you must receive notice with a copy of the report and a summary of your rights. You must be given reasonable time (typically 5 business days) to respond.

  
  

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

  
  

• Maryland Ban the Box: Employers cannot ask about criminal history before the first interview. In Prince George's County and Montgomery County, inquiry must wait until after conditional offer.

  
  

• D.C. Fair Criminal Record Screening Act: Criminal history inquiry cannot occur until after conditional offer. You may request copies of all records considered and notice of your right to file a complaint if offer is withdrawn.

Application Strategy

1. Target Night Crew and Stocking Positions: Focus on Night Crew Clerk, Stocker, and Grocery Clerk positions which have the lowest barriers and highest volume hiring needs. These roles minimize customer interaction and cash handling, offering the best opportunity to get your foot in the door.

   
   

2. Apply Through Official Channels: Submit your application through giantfood.careerswithus.com. Giant Food posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as positions are posted frequently. Apply to multiple store locations to maximize opportunities.

   
   

3. Leverage Ban the Box Protections: In Maryland and D.C., focus on securing the interview first, knowing criminal history inquiry is delayed. Use this opportunity to demonstrate your qualifications and reliability before your record is discussed.

   
   

4. Be Completely Honest: Never lie about your criminal history when asked. Dishonesty is an automatic disqualifier and can result in termination even after hire if discovered later. Wait until asked or until the appropriate stage 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 references.

   
   

7. Check Expungement Eligibility: Research whether your offense qualifies for sealing or expungement in Maryland, Virginia, or D.C. Maryland Judiciary Self-Help Center and Virginia Legal Aid can provide assistance. Sealed records 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.

Tips for Applicants with Records

1. Grocery Retail Has Constant Hiring Needs: Giant Food operates 166 stores with approximately 20,000 employees and experiences regular turnover. The company is continuously hiring for entry-level positions. Don't be discouraged by individual rejections—keep applying to different locations.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at Giant Food begin in entry-level stocking or night crew positions. Prove reliability by showing up on time, working hard, and being flexible. Union seniority and internal promotion opportunities provide pathways to 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 from a consumer reporting agency. Dispute any errors or outdated information in advance.

   
   

4. Retail Environment Preparation: Grocery retail environments require standing for extended periods, lifting up to 50 pounds, and working in various temperatures. Demonstrate understanding of customer service, food safety, and teamwork during interviews.

   
   

5. Drug Testing Considerations: While most store positions do not require pre-employment drug testing, random testing policies exist. CDL drivers for delivery positions require DOT testing. Address any substance issues before applying.

   
   

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 and dependability.

   
   

7. Network and Use Employee Referrals: Current Giant Food employees can provide referrals. Employee referrals often receive priority consideration. Network through LinkedIn or local workforce development programs to connect with current employees.

   
   

8. Be Flexible on Scheduling: Willingness to work nights, weekends, and holidays increases your chances significantly. Night shift positions often have lower barriers and include shift premiums.

Benefits Overview

Giant Food offers a comprehensive benefits package through union-negotiated contracts with UFCW Local 400 and Local 27. The current contract (through October 2027) includes significant improvements in wages and maintained benefits. Benefits eligibility varies by hours worked and employment status.

• Compensation: Union contract includes average 24% pay increase over four years (2023-2027). Pay scales exceed minimum wage and progress with seniority. Night shift and weekend premiums available.

  
  

• Retirement Benefits: Pension plan through UFCW. Giant Food invested $800 million in retirement benefits for union associates. Variable Annuity Pension Plan provides future retirement benefits. Vesting after 5 years with the union.

  
  

• Health Benefits: Medical, dental, and vision insurance available for eligible employees. No increases in health care costs through October 2027 per union contract. Kaiser Permanente options available. Full-time employees typically eligible after 90 days.

  
  

• Time Off: Paid vacation after one year of service. Paid holidays. Improved minimum hours language for part-time employees in current contract.

  
  

• Additional Benefits: Employee discount on store purchases. Working Advantage discount program with up to 60% off entertainment, travel, and shopping. Free legal benefit through union membership. Education benefits including free GED classes and language courses through UFCW.

  
  

• Employee Perspectives - Pros: Union protection and job security; regular raises through union contract; flexible scheduling especially for students; good benefits after 90 days; opportunities for advancement.

  
  

• Employee Perspectives - Cons: Some employees report inconsistent scheduling; no PTO carryover; physically demanding work; management quality varies by location; union dues required.

Frequently Asked Questions

1. Does Giant Food hire people with felonies?

   Yes, Giant Food hires individuals with felony convictions for many positions. The company follows EEOC guidelines requiring individualized assessment rather than blanket exclusions. Entry-level positions in stocking, night crew, and back-of-store operations have the highest acceptance rates. Recent theft, violence, or fraud convictions face more scrutiny, especially for cash-handling positions. Union representation provides additional job protections.

   
   

2. What is the background check process at Giant Food?

   Giant Food conducts criminal background checks after the interview process, complying with Maryland Ban the Box law and D.C. Fair Criminal Record Screening Act. The check includes criminal history at county, state, and federal levels, plus identity verification. Results are reviewed using individualized assessment. If issues arise, you receive pre-adverse action notice with opportunity to respond before final decision.

   
   

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

   Giant Food typically follows a 7-year lookback period for criminal history, consistent with FCRA guidelines. However, serious violent felonies or sexual offenses may be considered regardless of age. Older, non-violent offenses pose significantly lower risk. Employment verification usually extends 3-5 years. Convictions that have been expunged or sealed should not appear on background checks.

   
   

4. What types of convictions make hiring more difficult at Giant Food?

   The most challenging convictions include: recent theft, larceny, shoplifting, or embezzlement (high concern for cash and inventory access); violent felonies including assault, robbery, or weapons charges; sexual offenses; drug trafficking or distribution (especially for pharmacy-adjacent positions); fraud or forgery; and multiple felony convictions. Any dishonesty during the application process is automatically disqualifying.

   
   

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

   The best opportunities are: Night Crew Clerk ($16-$19/hr) - minimal customer contact, night shift premium; Stocker ($15-$19/hr) - high-volume hiring, shelf stocking duties; Grocery Clerk ($15-$17/hr) - general store duties with union benefits; Dairy Clerk ($16-$18/hr) - back-of-store work in refrigerated areas. These positions minimize cash handling and customer interaction while providing pathways to advancement.

   
   

6. Does Giant Food drug test, and what kind of test do they use?

   Giant Food generally does not require pre-employment drug testing for most store positions. Multiple employee reports confirm no drug test during hiring. However, CDL drivers for delivery positions must complete DOT 5-panel urine testing (marijuana, cocaine, amphetamines, opiates, PCP). The company maintains a random testing policy that can be applied in cases of suspected intoxication or workplace incidents.

   
   

7. When during the hiring process will Giant Food ask about criminal history?

   In Maryland (where most stores are located), Giant Food cannot ask about criminal history until after the first in-person interview, per the state's Ban the Box law. In Washington D.C., the company must wait until after making a conditional offer of employment. In Virginia and Delaware, inquiries may occur earlier in the process. Montgomery County and Prince George's County (near headquarters) require waiting until after conditional offer.

   
   

8. Can someone advance to management at Giant Food if they have a felony?

   Yes, advancement to management is possible with a felony conviction, though it may face additional scrutiny. Union seniority provisions support internal advancement. Many department managers and assistant store managers started in entry-level positions. Key factors include: time elapsed since conviction, demonstration of reliability and integrity, clean performance record at Giant Food, and nature of original offense. Start in entry-level positions, build a strong track record, and advancement opportunities will follow.

   
   

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

   The hiring process at Giant Food averages approximately 8 days from application to hire based on employee reports. Some entry-level positions may be filled same-day. Background checks typically take 3-7 business days after authorization. Factors affecting timeline include position type, location, and volume of applicants. Following up professionally after 1-2 weeks is appropriate if you haven't heard back.

   
   

10. What can applicants do to improve their chances of getting hired at Giant Food?

    Key strategies include: Target night crew and stocking positions which have lowest barriers; apply to multiple store locations; leverage Ban the Box protections by demonstrating qualifications before record is discussed; be completely honest when asked about criminal history; prepare a brief rehabilitation narrative; gather documentation of positive changes; check expungement eligibility; demonstrate flexibility on scheduling including nights and weekends; highlight stability, reliability, and customer service skills; and follow up professionally after applying.

Alternative Second Chance Employers

If Giant Food doesn't work out, consider these employers known for fair chance hiring practices in the Mid-Atlantic retail and grocery industries:

Conclusion

Giant Food offers genuine opportunities for individuals with criminal records, particularly in entry-level positions such as Night Crew Clerk, Stocker, and Grocery Clerk. As one of the largest employers in Maryland and Washington D.C., the company provides a realistic pathway to stable employment with union-backed wages and benefits. Giant Food has demonstrated compliance with fair chance hiring laws and operates under EEOC guidelines requiring individualized assessment rather than blanket exclusions.

The work is physically demanding, requiring standing for extended periods and lifting up to 50 pounds. However, the compensation is competitive for the region, with wages ranging from $15-$19/hr for entry-level positions plus union-negotiated raises. The benefits package includes health insurance, pension benefits, and employee discounts. Career advancement is available through union seniority and internal promotion policies—many management positions are filled from within.

Key Success Factors: Target night crew and stocking positions; leverage Maryland and D.C. Ban the Box protections; be completely honest about your record; document rehabilitation efforts; demonstrate reliability and flexibility; build strong references within the company.

Biggest Barriers: Recent theft or fraud convictions (especially within 7 years) due to cash handling requirements; violent felonies due to customer and employee safety concerns; pharmacy positions due to licensing requirements; any dishonesty during the application process.

With consistent effort, honest communication, and a willingness to start in entry-level positions, Giant Food can serve as a launching pad for rebuilding your career. The union representation provides job security and advancement opportunities that many non-union retailers cannot match. Focus on demonstrating reliability, take advantage of training opportunities, and let your work ethic speak for itself.

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 Giant Food.

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://giantfood.careerswithus.com/