Quick Answer

Yes, Giant Food Stores (The Giant Company) hires individuals with felony convictions for certain positions. As a regional grocery chain with approximately 35,000 employees operating 193 stores, 133 pharmacies, and 107 fuel stations across Pennsylvania, Maryland, Virginia, and West Virginia, Giant Food Stores operates under Ahold Delhaize ownership and maintains individualized hiring practices. 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 responsibilities), violent offenses (due to customer and coworker safety), and drug offenses (for pharmacy-related positions). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Entry-level positions in grocery stocking, night crew, and general clerk roles offer the best opportunities for applicants with records. According to current and former employees, Giant has hired individuals with multiple felonies when they demonstrate honesty and reliability. The company's high-volume hiring needs create consistent opportunities across all store locations. The quick hiring process, averaging just 8 days from application to start date, makes Giant an attractive option for job seekers who need employment promptly while rebuilding their careers.

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 and Pennsylvania's Criminal History Record Information Act (CHRIA) 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 (55% of shift), walk frequently (45%), and lift up to 50 pounds for stocking positions. Physical demands vary by department.

  
  

• Drug Screen: Generally not required for most entry-level positions according to employee reports. Mandatory for CDL drivers and may be required for pharmacy positions. Random testing policy exists but is rarely enforced for hourly workers.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked. Lying is an automatic disqualifier and can result in termination if discovered later. Wait until the appropriate stage to disclose your record.

  
  

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

  
  

• Flexible Availability: Must be available for varying shifts including early mornings, evenings, weekends, and holidays. Retail grocery operates seven days per week.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Giant Food Stores operates primarily in Pennsylvania with additional locations in Maryland, Virginia, and West Virginia. Pennsylvania has strong protections under the Criminal History Record Information Act (CHRIA), and Philadelphia has additional fair chance hiring protections under its Ban the Box ordinance.

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 and may constitute unlawful discrimination under Title VII.

FCRA Requirements

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

Pennsylvania's Criminal History Record Information Act (CHRIA) provides significant protections. Under 18 Pa.C.S. § 9125, employers may only consider felony and misdemeanor convictions that relate to the applicant's suitability for the position. Arrests without conviction, juvenile adjudications, and summary offenses cannot be considered. If rejected based on criminal history, the employer must notify the applicant in writing. Philadelphia's Fair Criminal Record Screening Standards Ordinance (Ban the Box) prohibits asking about criminal history until after a conditional offer and limits consideration to convictions within the past 7 years (excluding incarceration time). Pennsylvania's Clean Slate Law allows automatic sealing of certain misdemeanors after 10 years and some drug felonies after 10 years without subsequent convictions.

Retail Grocery-Specific Considerations

The retail grocery industry involves cash handling, inventory management, and direct customer interaction, which creates specific considerations for hiring. Positions involving pharmacy operations face additional scrutiny under Pennsylvania Board of Pharmacy regulations. CDL driver positions require DOT compliance including mandatory drug testing. Food safety regulations under the FDA Food Safety Modernization Act apply to all food handling positions but do not create specific barriers for criminal records. Cash handling positions (Cashier, Front End) receive closer review for financial crimes, while back-of-house roles (Stocker, Night Crew) face fewer integrity-related barriers.

Company Overview

The Giant Company (formerly Giant Food Stores) is a regional supermarket chain that has served communities since 1923 when David Javitch opened a small meat market in Carlisle, Pennsylvania. Now a subsidiary of Ahold Delhaize, the company operates under the Giant, Martin's, and Giant Heirloom Market banners across Pennsylvania, Maryland, Virginia, and West Virginia. The company is headquartered in Carlisle, Pennsylvania and employs approximately 35,000 team members supporting 193 stores, 133 pharmacies, 107 fuel stations, and over 180 online pickup hubs.

Giant Food Stores is committed to community engagement and maintains a values-driven culture emphasizing care, courage, integrity, teamwork, and humor. The company operates primarily as non-union (with limited exceptions in Lewistown and Burnham, Pennsylvania) and offers comprehensive training programs for career advancement. The company is certified as a Great Place to Work and has invested in sustainability initiatives including solar energy at its corporate headquarters. Giant sponsors local community programs, partners with the Philadelphia Phillies as their official grocer, and supports hunger relief efforts throughout its service areas.

Company Fast Facts

• Founded: 1923 (Carlisle, Pennsylvania)

• Headquarters: Carlisle, Pennsylvania

• Employees: 35,000+ across PA, MD, VA, WV

• Parent Company: Ahold Delhaize

• Store Count: 193 stores, 133 pharmacies, 107 fuel stations

• Brands: Giant, Martin's, Giant Heirloom Market

• President: John Ruane

Hiring Policy Analysis

Giant Food Stores has established fair chance hiring practices in compliance with EEOC guidelines and Pennsylvania's CHRIA requirements. According to current and former employees on Indeed, the company has hired individuals with felony convictions, including those with multiple offenses, when applicants demonstrate honesty and rehabilitation. Background checks are conducted after conditional job offers in Philadelphia locations per the Ban the Box ordinance, giving applicants the opportunity to interview and demonstrate qualifications before criminal history is reviewed. The hiring process is generally quick, with many employees reporting same-day or next-day hiring for entry-level positions. Store managers have significant discretion in hiring decisions, which means experiences may vary by location.

Position-Specific Barriers

Barrier levels are determined by cash handling requirements, customer interaction, regulatory requirements, and access to sensitive areas.

Available Positions and Pay

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

Career Path Examples

Giant Food Stores emphasizes internal advancement and offers development opportunities for team members who demonstrate reliability and strong performance.

Grocery Operations Track: Night Stocker ($13-18/hr) → Grocery Associate ($12-16/hr) → Night Crew Leader ($16-20/hr) → Grocery Manager ($45K-55K/yr).

Advancement requires consistent attendance and demonstrated leadership.

Fresh Department Track: Deli/Bakery Associate ($12-16/hr) → Senior Associate ($14-17/hr) → Assistant Manager ($15-19/hr) → Department Manager ($40K-50K/yr). Food safety certification and customer service skills required.

Front End Track: Cashier ($12-15/hr) → Checkout Coach ($14-18/hr) → Front End Supervisor ($16-20/hr) → Customer Service Manager ($45K-60K/yr). Cash handling accuracy and customer service excellence required.

Background Check Process

Understanding Giant Food Stores' background check process helps you prepare mentally and practically for what to expect. The company conducts background checks after conditional job offers in Philadelphia per Ban the Box requirements, which means you'll have the opportunity to interview and demonstrate your qualifications before your criminal history is reviewed. In other Pennsylvania locations, timing may vary.

• What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; identity verification through SSN trace and address history; employment verification for management positions; drug screening for CDL drivers and certain positions.

  
  

• Lookback Period: Philadelphia Fair Criminal Record Screening Standards Ordinance limits consideration to convictions within 7 years (excluding incarceration time). Other Pennsylvania locations follow CHRIA requirements focusing on job-relatedness without strict time limits. Expunged and sealed records should not appear.

  
  

• Timeline: The hiring process at Giant Food Stores averages approximately 8 days from application to hire based on employee reports. Many entry-level positions offer same-day hiring. Background checks typically complete within 1-2 weeks after authorization.

  
  

• Process Flow: Application submitted online or in-store → Phone call or interview scheduled (often within days) → Interview conducted → Conditional offer extended → Background check authorization signed → Background check conducted → Results reviewed using individualized assessment → Final hiring decision → Pre-adverse or adverse action notice if applicable → Start date confirmed → Orientation.

Disqualifying Factors

High Risk for Disqualification: Recent theft, embezzlement, or fraud convictions (especially within 7 years) for any cash handling position; violent felonies for customer-facing roles; drug trafficking for any position; any conviction that directly relates to job duties under CHRIA.

Lower Risk (Case-by-Case): DUI/DWI for non-driving positions; older property crimes; non-violent drug possession; offenses unrelated to job duties. All subject to individualized assessment considering rehabilitation evidence, time elapsed, and nature of position sought.

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 have reasonable time to respond with mitigating information.

  
  

• CHRIA Protection: Under Pennsylvania law, employers can only consider convictions that relate to job suitability. If rejected, you must receive written notification that the decision was based on criminal history.

  
  

• Philadelphia Ban the Box: In Philadelphia, employers cannot ask about criminal history until after conditional offer and must give you 10 days to explain why the conviction shouldn't be a barrier.

Application Strategy

1. Target Night Crew and Stocking Positions: Focus on Night Stocker, Overnight Associate, and Grocery Associate positions which have the lowest barriers and highest volume hiring needs. These roles minimize customer interaction while providing stable hours and advancement potential.

   
   

2. Apply Through Official Channels: Submit your application through thegiantcompany.careerswithus.com. Giant posts positions on Indeed, LinkedIn, and Glassdoor. In-store applications are also accepted at many locations. Apply to multiple stores to maximize opportunities.

   
   

3. Prepare for the Interview: Be ready to discuss your availability, customer service experience, and ability to work flexible schedules. Research Giant's values (care, courage, integrity, teamwork, humor). Dress professionally in khakis and a polo shirt or business casual attire.

   
   

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. 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. Keep it concise (30-60 seconds).

   
   

6. Document Rehabilitation: Gather evidence of positive changes: completion of programs, educational certificates, stable housing, employment history, and references from employers, probation officers, or community members.

   
   

7. Check Expungement Eligibility: Pennsylvania's Clean Slate Law allows automatic sealing of certain misdemeanors after 10 years and petition-based sealing for eligible offenses after 7 years. Contact Community Legal Services of Philadelphia for assistance.

   
   

8. Follow Up Professionally: If you don't hear back within a week, call the store to check on your application status. 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 Stores operates nearly 200 locations with consistent turnover in 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 begin as Night Stockers or Cart Attendants. Prove reliability through consistent attendance and quality work, then move into higher-paying department roles.

   
   

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

   
   

4. Retail Requires Flexibility: Grocery stores operate seven days per week, including holidays. Willingness to work early mornings, evenings, weekends, and holidays significantly increases your chances.

   
   

5. Emphasize Customer Service: Giant's interview questions focus heavily on customer service. Prepare examples of how you've helped customers, resolved problems, and worked as part of a team.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and any consistent work history. Retail employers especially value dependability and attendance.

   
   

7. Network and Use Employee Referrals: Current Giant employees can provide referrals that may receive priority consideration. Connect through local workforce development programs or LinkedIn.

   
   

8. Consider Multiple Locations: Apply to several Giant stores in your area. Different store managers have different hiring needs and may view your background differently.

Benefits Overview

Giant Food Stores offers a benefits package for eligible employees. Benefits eligibility and details vary based on full-time versus part-time status and length of employment. Part-time employees have access to some Company-paid benefits regardless of average hours, including life insurance, tobacco cessation programs, PTO, recognition programs, and development opportunities.

• Compensation: Entry-level positions range from $11-18/hr depending on role and location. Annual raises are provided, though employees report increases are typically modest. Night shift and weekend premiums may apply.

  
  

• 401(k) and Retirement: 401(k) plan available with company match for eligible employees. Employees rate the 401(k) plan 4.6 out of 5 stars.

  
  

• Health Benefits: Medical, dental, and vision insurance available for eligible full-time employees. Multiple plan options available with varying coverage levels. Part-time employees may have limited access.

  
  

• Time Off: Paid Time Off (PTO) for eligible employees. Paid holidays. Bereavement leave. Vacation time accumulates based on tenure.

  
  

• Additional Benefits: Employee discount on private label products. Life insurance. Employee Assistance Program. Credit union membership. Team Member Choice Rewards. Paid volunteer days. Take Care Fund for team members facing extreme hardship. Development and training opportunities.

  
  

• Employee Perspectives: Pros include flexible scheduling, consistent hours, good benefits for full-time employees, and supportive coworkers. Cons include modest pay compared to competitors, limited advancement opportunities at some locations, and demanding workload during peak periods.

Frequently Asked Questions

1. Does Giant Food Stores hire people with felonies? Yes. According to current and former employees, Giant Food Stores has hired individuals with felony convictions, including those with multiple offenses. The company conducts individualized assessments as required by EEOC guidelines and Pennsylvania's CHRIA. Entry-level positions in stocking and night crew offer the best opportunities. Success depends on honesty, the nature and recency of offenses, and demonstrated rehabilitation.

   
   

2. What is the background check process at Giant Food Stores? Giant conducts criminal background checks that include county, state, and federal records. In Philadelphia, background checks occur after conditional job offers per Ban the Box requirements. The check typically takes 1-2 weeks. Results are reviewed using individualized assessment considering job-relatedness under Pennsylvania's CHRIA.

   
   

3. How far back does the background check go at Giant Food Stores—what is the lookback period? In Philadelphia, the Fair Criminal Record Screening Standards Ordinance limits consideration to convictions within 7 years (excluding incarceration time). In other Pennsylvania locations, there is no strict time limit, but employers must only consider convictions related to job suitability under CHRIA. Expunged and sealed records should not appear.

   
   

4. What types of convictions make hiring more difficult at Giant Food Stores? Theft, fraud, and embezzlement face highest scrutiny for any position involving cash or inventory. Violent offenses create barriers for customer-facing roles. Drug trafficking affects all positions. Drug-related convictions create significant barriers for pharmacy positions. Recent convictions (within 7 years) face more scrutiny than older offenses.

   
   

5. What are the best entry-level roles at Giant Food Stores for applicants with a record? Night Stocker and Overnight Associate positions ($13-18/hr) offer the lowest barriers due to limited customer interaction and no cash handling. Grocery Associate, Cart Attendant, and warehouse positions also provide good opportunities. Department positions in deli, bakery, and produce have moderate barriers.

   
   

6. Does Giant Food Stores drug test, and what kind of test do they use? According to employee reports, Giant generally does not drug test most entry-level hourly positions. Drug testing is mandatory for CDL drivers (DOT urine five-panel test). Random testing policy exists but is rarely enforced for hourly workers. Pharmacy positions may require testing. Being visibly intoxicated at work may trigger testing.

   
   

7. When during the hiring process will Giant Food Stores ask about criminal history? In Philadelphia, per the Ban the Box ordinance, Giant cannot ask about criminal history until after extending a conditional job offer. In other locations, timing may vary but typically occurs after the interview process. The application may include consent for a background check.

   
   

8. Can someone advance to management at Giant Food Stores if they have a felony? Yes, advancement is possible though management positions face more extensive background review. Start in entry-level positions, demonstrate consistent reliability and strong performance, and build tenure. Department Manager and leadership roles require proven track record. Some employees report advancement is challenging depending on store management.

   
   

9. How long does the hiring and background check process take? The hiring process at Giant averages approximately 8 days from application to hire. Many entry-level positions offer same-day or next-day hiring. Interviews typically take 10-30 minutes. Background checks complete within 1-2 weeks after authorization. Overall timeline varies by position and location.

   
   

10. What can applicants do to improve their chances of getting hired at Giant Food Stores? Be completely honest about your criminal history. Target night crew and stocking positions initially. Apply to multiple store locations. Demonstrate flexible availability. Prepare a brief rehabilitation narrative. Document positive changes since conviction. Dress professionally for interviews. Follow up after applying. Research expungement eligibility for older offenses.

Alternative Second Chance Employers

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

Conclusion

Giant Food Stores offers genuine opportunities for individuals with criminal records, particularly in night stocking, grocery, and warehouse positions. As a regional employer with approximately 35,000 team members across nearly 200 stores, the organization provides a realistic pathway to stable employment with advancement potential. The company operates under strong Pennsylvania fair chance protections and has a demonstrated track record of hiring individuals with felony convictions when they demonstrate honesty and reliability. With stores located throughout Pennsylvania, Maryland, Virginia, and West Virginia, there are numerous locations to apply and find the right fit for your circumstances.

The work is physically demanding with varying schedules including nights, weekends, and holidays. However, the compensation is competitive for retail grocery with entry-level positions ranging from $11-18/hr. The benefits package includes 401(k), health insurance for eligible employees, employee discounts, and paid time off. Career advancement is possible through demonstrated performance, though some employees report limited upward mobility depending on location and management.

Key Success Factors: Complete honesty about criminal history; targeting night crew and stocking positions initially; flexible scheduling availability; demonstrating reliability and strong work ethic; documenting rehabilitation; applying to multiple store locations.

Biggest Barriers: Recent theft, fraud, or embezzlement convictions for cash handling positions; violent offenses for customer-facing roles; pharmacy positions face additional regulatory scrutiny; lying on application is automatic disqualifier.

If you're ready to rebuild your career, Giant Food Stores represents a viable opportunity with a company that has demonstrated willingness to give qualified candidates a fair chance regardless of criminal history. Start with entry-level positions, prove your reliability, and build toward advancement within the organization.

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 Stores.

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://thegiantcompany.careerswithus.com