Quick Answer

Yes, Harris Teeter hires individuals with felony convictions for many positions. As a major regional grocery retailer and wholly owned subsidiary of The Kroger Co. with approximately 26,000 employees across over 250 stores in seven states and the District of Columbia, Harris Teeter operates under EEOC guidelines requiring individualized assessment. A felony conviction is not an automatic disqualifier; the company evaluates each applicant on a case-by-case basis.

The law prohibits companies from having a blanket policy excluding all felons. Instead, Harris Teeter must conduct an individualized assessment of each conviction to determine if it is job-related and consistent with business necessity. Employment is conditional upon passing a background check conducted after a conditional offer is extended.

The greatest barriers are created by felonies related to theft/fraud (due to cash handling and inventory access), violence (due to customer and coworker contact), and drug offenses (particularly for pharmacy positions). Recent offenses within the past 7 years face the highest scrutiny regardless of type. Entry-level positions such as Stocker, Grocery Clerk, and Night Crew offer the most accessible pathways for Second Chance applicants due to high-volume hiring needs and less direct customer interaction.

Table of Content

1. Quick Answer

2. Felon-Friendly Scorecard

3. Eligibility Checklist

4. Critical Regulatory Information

5. Company Overview

6. Background Check Process

7. Benefits Overview

8. Frequently Asked Questions

9. Alternative Second Chance Employers

10. Conclusion

Felon-Friendly Scorecard

Eligibility Checklist

Before applying, honestly assess whether you meet these baseline requirements:

• No Blanket Exclusion: Must be aware that Harris Teeter is not allowed to automatically exclude you solely for being a felon. EEOC guidelines require individualized assessment of each conviction.

  
  

• Job-Related Assessment: Must be prepared for the company to evaluate whether your felony is related to the job duties using the Green Factors: nature of crime, time elapsed, and nature of job.

  
  

• Physical Requirements: Must be able to lift up to 50 pounds, stand for extended periods, and perform physical tasks associated with grocery operations including stocking, lifting, and moving merchandise.

  
  

• Drug Screen: Must pass a pre-employment drug test. Harris Teeter uses oral swab or urine testing. Marijuana may be excluded in states with legalized cannabis, but this varies by location.

  
  

• 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.

  
  

• Minimum Age: Must be at least 16 years old for most positions. Some positions involving equipment operation or alcohol sales may require age 18 or 21.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Harris Teeter operates in multiple states with varying fair chance hiring laws and must comply with federal EEOC guidelines nationwide. North Carolina, where the company is headquartered, has limited state-level fair chance protections, but federal guidelines still apply.

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.

FCRA Requirements

When using a third-party consumer reporting agency to conduct background checks, Harris Teeter must comply with the Fair Credit Reporting Act (FCRA) adverse action procedures:

(1) Provide written notice and obtain consent before conducting the background check;

(2) Provide pre-adverse action notice with a copy of the report and summary of FCRA rights if considering denial;

(3) Allow reasonable time to dispute inaccuracies;

(4) Provide final adverse action notice if decision stands after review.

State-Specific Considerations

Harris Teeter operates in North Carolina, South Carolina, Virginia, Georgia, Florida, Maryland, Delaware, and the District of Columbia. Each jurisdiction has different fair chance hiring protections. Virginia prohibits public employers from asking about criminal history on initial applications. The District of Columbia has strong Ban the Box laws delaying criminal history inquiry. Maryland prohibits criminal history inquiry until after first interview. North Carolina has limited state-level protections but follows federal EEOC guidelines.

Retail Industry-Specific Considerations

The grocery retail industry involves cash handling, inventory management, and customer interaction, which creates specific considerations for hiring individuals with criminal records. Positions involving cash registers, safes, or financial transactions face higher scrutiny for theft and fraud offenses. Pharmacy positions are subject to additional state licensing requirements and DEA regulations that may create absolute bars for certain drug-related convictions. Delivery and driver positions require clean driving records and may be subject to DOT regulations.

Company Overview

Harris Teeter is a regional supermarket chain headquartered in Matthews, North Carolina. Founded in 1960 through the merger of Harris Super Markets and Teeter's Food Marts, the company has grown to operate over 250 stores across seven states and the District of Columbia. In January 2014, Harris Teeter became a wholly owned subsidiary of The Kroger Co. following a $2.4 billion acquisition, though it continues to operate under its own brand and maintain its Matthews headquarters.

The company employs approximately 26,000 team members across its retail locations, distribution centers, and corporate offices. Harris Teeter operates grocery, frozen food, and perishable distribution centers in Greensboro and Indian Trail, North Carolina, as well as the Hunter Farms dairy facility in High Point. The company is known for its focus on high-quality products, clean stores, and superior customer service, principles established by its founders over 60 years ago.

Company Fast Facts

• Founded: 1960 (Charlotte, North Carolina)

• Headquarters: Matthews, North Carolina

• Employees: Approximately 26,000

• Parent Company: The Kroger Co. (NYSE: KR)

• Stores: 250+ locations in NC, SC, VA, GA, FL, MD, DE, and DC

• President: Tammy DeBoer (since February 2022)

• Distribution Centers: Greensboro and Indian Trail, NC

• Business Model: Regional upscale grocery retailer

Hiring Policy Analysis

Harris Teeter is an Equal Opportunity Employer that provides equal opportunity for all applicants without regard to race, color, sex, disability, age, national origin, religion, sexual orientation, gender identity, genetic information, or any other protected characteristic. The company conducts individualized assessments as required by EEOC guidelines, reviewing each applicant's criminal history on a case-by-case basis rather than applying blanket exclusions. Background checks are conducted after a conditional offer is extended, giving applicants the opportunity to demonstrate their qualifications before criminal history review. The hiring process includes application review, phone screening (for some positions), in-person interview, conditional offer, and then background check and drug screening.

Position-Specific Barriers

Barrier levels are determined by degree of cash handling, inventory access, customer interaction, and specific offense type.

Available Positions and Pay

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

Career Path Examples

Harris Teeter emphasizes internal promotion and career development. The company has a reputation for promoting from within and providing opportunities for advancement. Many department managers and store leadership started in entry-level positions.

Grocery Track: Grocery Clerk ($12-$15/hr) → Lead Grocery Clerk ($14-$17/hr) → Assistant Grocery Manager ($16-$20/hr) → Grocery Manager ($40K-$55K/yr). Advancement based on performance and reliability. Typical progression: 2-4 years to management.

Front End Track: Cashier ($12-$17/hr) → Head Cashier ($14-$18/hr) → Assistant Customer Service Manager ($32K-$38K/yr) → Customer Service Manager ($40K-$50K/yr). Requires strong customer service skills.

Fresh Foods Track: Deli Clerk ($13-$17/hr) → Lead Deli Clerk ($15-$18/hr) → Assistant Deli Manager ($35K-$42K/yr) → Deli Manager ($42K-$52K/yr). Similar paths available in Bakery, Produce, and Meat departments.

Background Check Process

Understanding Harris Teeter's background check process helps you prepare for what to expect. The company conducts background checks after extending a conditional offer, which means you'll have the opportunity to interview and demonstrate your qualifications before your criminal history is reviewed.

• What They Check: Criminal background check including felony and misdemeanor convictions at county, state, and federal levels; employment verification; reference checks; drug screening (oral swab or urine test).

  
  

• Lookback Period: Standard 7-year lookback following FCRA guidelines for most positions. Some states limit reporting of older convictions. Serious violent felonies may be reportable indefinitely. Pharmacy positions may have longer lookbacks due to state licensing requirements.

  
  

• Timeline: The hiring process typically takes 1-2 weeks from application to start date. Background checks take 3-5 business days to complete after conditional offer. Some checks may take up to 2-3 weeks depending on jurisdiction response times.

  
  

• Process Flow: Application submitted → Application reviewed by store hiring team → Phone screening (for some positions) → In-person interview → Conditional offer extended → Background check consent signed → Background check conducted → Drug test (if required) → Results reviewed → Final hiring decision → Start date confirmed → Orientation.

  
  

Disqualifying Factors

High Risk for Disqualification: Recent theft, embezzlement, or fraud convictions (especially for cash-handling positions); violent felonies within 7 years; drug trafficking or distribution (especially for pharmacy positions); sexual offenses; multiple recent convictions showing pattern of criminal behavior.

Lower Risk (Case-by-Case): Non-violent property offenses older than 7 years; DUI (though may affect delivery positions); simple drug possession; offenses unrelated to job duties; single older convictions with evidence of rehabilitation. All subject to individualized assessment considering time elapsed and rehabilitation.

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 summary of your rights with reasonable time to respond.

  
  

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

  
  

• State Protections: Depending on location, you may have additional protections under state Ban the Box laws that delay criminal history inquiry.

Application Strategy

1. Target High-Volume Entry Roles: Focus on Night Stocker, Grocery Clerk, and Cart Attendant positions which have the highest hiring volume and lowest barriers. These roles offer the best opportunity to get your foot in the door.

   
   

2. Apply Through Official Channels: Submit applications through harristeeter.com/careers or the Harris Teeter Taleo portal. You can also visit stores directly and speak with hiring managers. Harris Teeter posts positions on Indeed and other job boards.

   
   

3. Prepare for the Interview: Research the company's history and values (high-quality products, clean stores, superior service). Emphasize customer service skills, reliability, and willingness to work flexible hours.

   
   

4. Be Completely Honest: Never lie about your criminal history. The background check will reveal it. Dishonesty is an automatic disqualifier and destroys any trust you've built during the hiring process.

   
   

5. Prepare Your Narrative: Have a brief, honest explanation ready: acknowledge the offense without making excuses, describe what you learned, explain how you've changed, and focus on your commitment to reliable employment. Keep it to 30-60 seconds.

   
   

6. Document Rehabilitation: Gather evidence of positive changes: completion of programs, educational certificates, stable housing, work history (even informal), community involvement, and references from employers, counselors, or community members.

   
   

7. Check Expungement Eligibility: Research whether your conviction qualifies for expungement in your state. NC, VA, and other states have various expungement procedures. Contact legal aid for assistance.

   
   

8. Apply to Multiple Locations: Different stores may have different hiring needs and managers. Applying to multiple locations increases your chances. Consider stores in higher-turnover areas.

Tips for Applicants with Records

1. Grocery Retail Has Constant Hiring Needs: Harris Teeter operates over 250 stores with consistent turnover in entry-level positions. The retail grocery industry has high hiring volume. Don't be discouraged by individual rejections—keep applying to different locations.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at Harris Teeter begin as Night Stockers or Grocery Clerks. Prove reliability through perfect attendance, strong performance, and positive attitude. The company promotes 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.

   
   

4. Consider Night Shift: Night Stocker positions often have less competition and minimal customer interaction. Willingness to work overnight hours demonstrates flexibility and increases your hiring chances.

   
   

5. Pass the Drug Test: Harris Teeter conducts pre-employment drug screening (oral swab or urine). Some locations may exclude marijuana in legal states. Prepare accordingly and ensure you can pass before applying.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and any consistent work history. Grocery retail especially values dependability for shift coverage and consistent attendance.

   
   

7. Focus on Customer Service: Harris Teeter was founded on superior customer service. Demonstrate your commitment to helping customers, maintaining a positive attitude, and contributing to the team.

   
   

8. Be Flexible on Scheduling: Willingness to work evenings, weekends, and holidays significantly increases your chances. Grocery stores operate seven days a week with peak staffing needs during busy periods.

Benefits Overview

Harris Teeter offers a comprehensive benefits package to eligible associates. Benefits become available after 90 days of continuous employment, with benefit levels determined by full-time, part-time, or exempt status. As a Kroger subsidiary, employees benefit from the resources of one of America's largest retailers.

• Compensation: Pay varies by position and market, generally ranging from $11-$19/hr for hourly positions. Profit sharing bonuses paid twice yearly (September and March).

  
  

• 401(k) and Retirement: 401(k) retirement plan with company match up to 5% of pay. Both pre-tax and Roth contribution options available. Part-time employees eligible after 90 days (must work 1,000 hours annually).

  
  

• Health Benefits: Medical, dental, and vision insurance available for full-time employees. Company-provided life insurance and disability coverage. Health and wellness programs offered.

  
  

• Time Off: Paid vacation for eligible employees (accrues based on tenure). Paid sick leave in applicable locations. Holiday pay for eligible associates.

  
  

• Additional Benefits: 10% employee discount on Harris Teeter brand items; free product samples monthly; tuition assistance for eligible employees; Employee Assistance Program (EAP); career development and advancement opportunities.

  
  

• Employee Perspectives - Pros: Good family atmosphere, opportunities for advancement, flexible scheduling available, employee discounts, profit sharing bonuses, promotes from within.

  
  

• Employee Perspectives - Cons: Entry-level pay is modest, management quality varies by location, limited hours for part-time workers, physically demanding work, holiday staffing requirements.

Frequently Asked Questions

1. Does Harris Teeter hire people with felonies?

   Yes, Harris Teeter hires individuals with felony convictions for many positions. The company conducts individualized assessments as required by EEOC guidelines, considering the nature of the offense, time elapsed, and relationship to the job. Entry-level positions like Night Stocker and Grocery Clerk offer the best opportunities. Theft and fraud convictions face more scrutiny for cash-handling roles.

   
   

2. What is the background check process at Harris Teeter?

   Harris Teeter conducts background checks after extending a conditional offer of employment. The process includes a criminal background check through a third-party provider, reviewing felony and misdemeanor convictions. You'll sign a consent form authorizing the check. Results typically take 3-5 business days but may take up to 2-3 weeks depending on jurisdiction.

   
   

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

   Harris Teeter generally follows the standard FCRA 7-year lookback period for most positions. Some states have additional limitations on reporting older convictions. Serious violent felonies may be reportable beyond 7 years. The company considers the age of the offense as part of its individualized assessment.

   
   

4. What types of convictions make hiring more difficult at Harris Teeter?

   Recent theft, fraud, and embezzlement convictions create the most difficulty due to cash handling requirements. Violent felonies face significant scrutiny for customer-facing roles. Drug distribution offenses can disqualify for pharmacy positions. Multiple recent convictions suggesting ongoing criminal behavior are problematic. Older, non-violent, non-theft offenses have better outcomes.

   
   

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

   Night Stocker ($12-$16/hr) offers the best opportunity due to minimal customer interaction and cash handling. Grocery Clerk ($12-$15/hr) and Cart Attendant ($11-$14/hr) are also accessible with high-volume hiring. These positions allow you to establish a positive work history before moving to other departments.

   
   

6. Does Harris Teeter drug test, and what kind of test do they use?

   Yes, Harris Teeter conducts pre-employment drug testing after a conditional offer. They typically use an oral swab (mouth swab) test or urine test. The company may exclude marijuana from testing in states with legalized cannabis, except for pharmacy and DOT-regulated positions. Random and post-accident drug tests may also occur during employment.

   
   

7. When during the hiring process will Harris Teeter ask about criminal history?

   Harris Teeter does not ask about criminal history on the initial application. Criminal background checks are conducted after a conditional offer of employment is extended, following fair chance hiring practices. You'll have the opportunity to interview and demonstrate your qualifications before your record is reviewed.

   
   

8. Can someone advance to management at Harris Teeter if they have a felony?

   Advancement to management is possible for individuals with felony records, particularly for older, non-theft offenses. Harris Teeter promotes from within and values reliable employees who demonstrate strong performance. Management positions involve cash handling and safe access, so theft and fraud convictions face additional scrutiny. Building a positive track record is essential.

   
   

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

   The overall process typically takes 1-2 weeks from application to start date for entry-level positions. Store managers review applications and schedule interviews. After a conditional offer, the background check takes 3-5 business days, though some may take up to 2-3 weeks depending on jurisdiction response times. Drug test results typically return within a few days.

   
   

10. What can applicants do to improve their chances of getting hired at Harris Teeter?

    Target Night Stocker and Grocery Clerk positions with lower barriers. Be completely honest about your record. Prepare a brief narrative explaining your past and demonstrating growth. Gather rehabilitation documentation. Be flexible on scheduling including nights, weekends, and holidays. Apply to multiple store locations. Emphasize customer service orientation, reliability, and willingness to learn. Follow up professionally after applying.

Alternative Second Chance Employers

If Harris Teeter doesn't work out, consider these employers known for fair chance hiring practices in retail and related industries:

Conclusion

Harris Teeter offers genuine opportunities for individuals with criminal records, particularly in entry-level positions like Night Stocker, Grocery Clerk, and Cart Attendant. As a major regional grocery retailer with over 250 stores and approximately 26,000 employees, the company has consistent hiring needs and conducts individualized assessments rather than blanket exclusions. The Kroger subsidiary provides a pathway to stable employment with benefits and advancement opportunities.

Entry-level grocery positions provide physical, steady work with compensation ranging from $11-$17/hr depending on role and location. The benefits package includes 401(k) with company match, health insurance for full-time employees, profit sharing bonuses, and employee discounts. Career advancement is achievable through demonstrated reliability and strong performance, with the company emphasizing internal promotion.

Key Success Factors: Target Night Stocker or Grocery Clerk positions; be completely honest about your record; prepare a brief rehabilitation narrative; demonstrate reliability and customer service orientation; be flexible on scheduling including nights, weekends, and holidays.

Biggest Barriers: Recent theft, fraud, or embezzlement convictions for cash-handling positions; violent felonies for customer-facing roles; drug distribution for pharmacy positions; multiple recent convictions. Older, non-violent offenses unrelated to job duties have the best outcomes.

For applicants with records that don't involve recent theft or violence, persistence and professionalism can lead to meaningful employment at a respected grocery retailer. Start with entry-level positions, prove your reliability, and take advantage of internal advancement opportunities.

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 Harris Teeter.

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://www.harristeeter.com/careers