Quick Answer

Yes, Hasbro, Inc. hires individuals with felony convictions. Hasbro is subject to Rhode Island's Ban the Box law (R.I. Gen. Laws § 28-5-7), which prohibits employers from asking about criminal history on job applications or before the first interview. This provides significant protection for Second Chance applicants during initial screening. Founded in 1923 by the Hassenfeld Brothers in Providence, Rhode Island, Hasbro has been headquartered in Pawtucket, Rhode Island for over 60 years. The company announced in September 2025 it will relocate headquarters to Boston's Seaport District by end of 2026, with approximately 700 employees expected to transition. Hasbro employs approximately 5,000 people globally across 40+ countries, with additional U.S. locations in Renton, WA (Wizards of the Coast, 500+ employees) and other offices. Hasbro owns iconic brands including Monopoly, Nerf, Play-Doh, Transformers, My Little Pony, G.I. Joe, Magic: The Gathering, and Dungeons & Dragons. Employment offers conditional upon background check and potentially drug screening. EEOC individualized assessment required for conviction-based decisions.

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

13. Conclusion

14. Disclaimer

Felon-Friendly Scorecard

Eligibility Checklist

Before applying to Hasbro, understand these Rhode Island protections and requirements:

1. RI Ban the Box Protection: Under Rhode Island General Laws § 28-5-7, Hasbro cannot ask about arrests, charges, or convictions on the initial job application or before the first interview. This gives you opportunity to make a positive impression based on qualifications before criminal history is considered.

   
   

2. Interview Stage Disclosure: Employers in Rhode Island may inquire about criminal convictions at the first interview or thereafter. Be prepared for honest, brief disclosure after the interview process begins if asked.

   
   

3. Expunged Records Protected: Under R.I. Gen. Laws § 12-1.3-4, if your record has been legally expunged in Rhode Island, you can state to prospective employers that you have not been convicted of an offense. Expunged records cannot be disclosed or considered.

   
   

4. Seven-Year Lookback: Under federal FCRA, non-conviction information (arrests without conviction) has a seven-year reporting limit for positions paying under $75,000 annually. Criminal convictions can be reported without time limit under federal law.

   
   

5. Be Prepared for Drug Screening: Hasbro may conduct pre-employment drug screening as condition of employment for certain positions. Rhode Island permits employer drug testing.

   
   

6. EEOC Individualized Assessment: For any conviction that may be considered, Hasbro must follow EEOC guidance requiring individualized assessment using Green Factors (nature/gravity of offense, time elapsed, job-relatedness).

Critical Regulatory Information

Hasbro must comply with Rhode Island's Ban the Box law, federal EEOC guidance, and the Fair Credit Reporting Act. These frameworks provide significant protections for Second Chance applicants.

Rhode Island Ban the Box Law (R.I.G.L. § 28-5-7)

Effective January 1, 2014, Rhode Island's Fair Employment Practices Act makes it an unlawful employment practice for employers to include on any job application a question inquiring whether the applicant has ever been arrested, charged with, or convicted of any crime. The law applies to employers with four or more employees, including both public and private employers. Employers cannot inquire about criminal history until the first interview. Exceptions exist only for:

(1) law enforcement positions;

(2) positions where federal or state law mandates disqualification for specified offenses;

(3) positions requiring fidelity bonds where conviction would disqualify from obtaining bond. Violations can be reported to the Rhode Island Commission for Human Rights.

Arrests Cannot Be Considered

Under Rhode Island law, employers cannot ask about arrests or charges that did not result in conviction at any point in the hiring process (except for law enforcement positions). Only convictions may be considered, and only after the first interview.

Expunged Records Protection (R.I. Gen. Laws § 12-1.3-4)

Rhode Island law provides strong protection for expunged records. Individuals who have had criminal records legally expunged can state to prospective employers that they have not been convicted. Consumer reporting agencies and custodians of records are prohibited from disclosing expunged information. Employers cannot access or consider expunged criminal records.

FCRA Lookback Periods

Under the federal Fair Credit Reporting Act, arrests that did not result in conviction cannot be reported after seven years. This seven-year limit does not apply to positions expected to pay $75,000 or more annually. Criminal convictions can be reported without time limit under federal law, though older convictions are evaluated more favorably under EEOC individualized assessment.

EEOC Individualized Assessment

When Hasbro considers criminal history after the first interview, EEOC guidance requires individualized assessment. Hasbro cannot use blanket exclusions based on conviction. Assessment must consider Green Factors:

(1) Nature and gravity of offense;

(2) Time elapsed since conviction or sentence completion;

(3) Nature of job sought and relationship to offense. If decision to not hire is based on background check, FCRA adverse action process applies: pre-adverse action notice with report copy, opportunity to dispute, and final adverse action notice.

Company Overview

Hasbro, Inc. (a syllabic abbreviation of its original name, Hassenfeld Brothers) is an American multinational toy manufacturing and entertainment company. Founded on December 6, 1923, by Henry, Hillel, and Herman Hassenfeld in Providence, Rhode Island, the company originally sold textile remnants before expanding into school supplies and eventually toys. Hasbro has grown from a small family business to one of the world's largest toy and game companies. The company has been headquartered in Pawtucket, Rhode Island since 1962 when it purchased the former Potter & Johnston manufacturing building on Newport Avenue, eventually expanding the facility to over 300,000 square feet. The Hassenfeld family's deep roots in Rhode Island continued for generations, with the company supporting local institutions including Hasbro Children's Hospital.

As of late 2025, Hasbro employs approximately 5,000 people globally, working in over 40 countries across North America, Europe, Asia, Australia, and Latin America. The company announced in September 2025 that it will relocate its global headquarters from Pawtucket to Boston's Seaport District at 400 Summer Street in a building owned by WS Development. The move is expected to be completed by end of 2026, with at least 700 full-time employees expected to transition from Rhode Island to Boston. The new Boston location will occupy seven floors across 265,000 square feet and serve as the primary headquarters for Hasbro's toys, board games, and licensing businesses, as well as majority of corporate services. Despite the relocation, Hasbro has stated commitment to continue supporting Rhode Island organizations including Hasbro Children's Hospital with annual donations and continued recruiting from Rhode Island colleges and universities.

Hasbro's gaming and digital operations are headquartered in Renton, Washington, home to Wizards of the Coast with more than 500 employees. This Seattle-area location near scenic Lake Washington serves as headquarters for the Gaming and Digital businesses, housing legendary franchises Magic: The Gathering (a tabletop and digital collectible card game enjoyed by millions of players worldwide) and Dungeons & Dragons (the pioneering tabletop roleplaying game), as well as Hasbro's expanding digital gaming and technology operations. Wizards of the Coast, acquired by Hasbro, has become one of the company's most profitable divisions, with revenue growth in games and licensing partially offsetting challenges in traditional toy sales.

Company Fast Facts

• Founded: December 6, 1923 (by Hassenfeld Brothers);

• Current HQ: Pawtucket, Rhode Island (moving to Boston by end of 2026);

• Employees: ~5,000 globally across 40+ countries;

• Rhode Island Employees: ~700 (transitioning to Boston); Renton, WA (Wizards of the Coast): 500+ employees;

• Key Brands: Monopoly, Nerf, Play-Doh, Transformers, My Little Pony, G.I. Joe,

• Magic: The Gathering, Dungeons & Dragons, Peppa Pig, PJ Masks;

• Business Segments: Toys, Board Games, Licensing,

• Digital Gaming; CEO: Chris Cocks; NYSE: HAS.

Hiring Policy Analysis

Hasbro's hiring practices are governed by Rhode Island's Ban the Box law, which prohibits criminal history inquiries before the first interview. As a large employer subject to EEOC regulations, Hasbro must conduct individualized assessment of criminal history considering job-relatedness rather than applying blanket exclusions. The company states it is committed to equality of opportunity in all aspects of employment and making employment decisions without regard to protected characteristics.

Position accessibility varies by role type. Corporate headquarters positions in design, marketing, engineering, and business functions may have different considerations than warehouse, retail, or operations roles. The company's transition to Boston may create employment changes and opportunities.

Position-Specific Barriers

Available Positions and Pay

Salary data from Zippia, Glassdoor, and Indeed 2024-2025. Average Hasbro salary approximately $61,077. Salaries vary by location and role.

Career Path Examples

Operations/Warehouse Track: Warehouse Worker ($32K-$42K annually, distribution center operations handling iconic toy and game products, inventory management, shipping and receiving, physical work environment) → Warehouse Lead/Coordinator (team coordination, process improvement, quality oversight, 1-2 years) → Warehouse Supervisor (shift management, staff supervision, operations efficiency) → Operations Manager (department oversight, logistics coordination, multiple areas) → Director of Operations (strategic planning, facility management). Entry-level warehouse and distribution positions offer accessible starting point for Second Chance applicants with advancement based on demonstrated reliability, performance, and leadership potential. Rhode Island Ban the Box protections apply throughout hiring process.

Creative/Product Track: Entry position (administrative, coordinator) → Marketing Coordinator → Brand Marketing → Product Manager → Brand Manager ($90K-$140K) → Senior Director. Hasbro's product-focused culture offers creative career paths for those building experience over time. Cross-functional teams involve design, engineering, marketing, and licensing collaboration.

Background Check Process

Rhode Island Ban the Box Process: Application submitted (NO criminal history questions allowed); Initial screening based on qualifications only; First interview scheduled; At or after first interview, employer may inquire about convictions; Background check conducted with written consent per FCRA; Individualized assessment if conviction identified; FCRA adverse action process if decision affected by background. Timeline varies by position. Rhode Island Commission for Human Rights enforces Ban the Box compliance.

Disqualifying Factors

• Cannot Be Considered: Arrests that did not result in conviction (RI law prohibits at all times); Expunged or sealed convictions (R.I. Gen. Laws § 12-1.3-4); Criminal history before first interview (Ban the Box).

  
  

• Subject to Individualized Assessment: All convictions considered after first interview must be evaluated for job-relatedness using EEOC Green Factors. No blanket exclusions permitted. Nature of offense, time elapsed, and relationship to position must be analyzed.

  
  

• Higher Scrutiny Areas: Theft/fraud (for positions with financial access); Violence (workplace safety concerns); Recent convictions (time elapsed is key factor).

Your Rights as Applicant

1. Rhode Island Ban the Box (R.I.G.L. § 28-5-7): Cannot be asked about criminal history on application or before first interview; Arrests and charges cannot be asked at any time (except law enforcement); File complaint with RI Commission for Human Rights if violated.

   
   

2. Expungement Protection (R.I. Gen. Laws § 12-1.3-4): Can state you have not been convicted if record expunged; Employers cannot access expunged records; Reporting agencies prohibited from disclosing.

   
   

3. FCRA Rights: Written consent required before background check; Pre-adverse action notice with report copy; Opportunity to dispute inaccuracies; Final adverse action notice if not hired based on background.

   
   

4. EEOC Rights: Individualized assessment required; Green Factors must be considered; Cannot be denied solely on conviction without job-relatedness analysis.

Application Strategy

1. Leverage Rhode Island Ban the Box: Use the protection period between application and first interview to make a strong impression. Your qualifications, not criminal history, determine whether you advance to interview. Focus on demonstrating skills and fit.

   
   

2. Prepare for Post-Interview Disclosure: If asked about convictions at or after the first interview, be prepared with brief, honest response. Focus on rehabilitation and what you've learned. Have explanation ready but keep it concise.

   
   

3. Document Rehabilitation: If you receive pre-adverse action notice based on background check, you have right to provide mitigating information. Prepare: stable employment history, education, treatment completion, character references, community involvement.

   
   

4. 4. Check Expungement Eligibility: Rhode Island allows expungement of certain records. If eligible, pursue expungement before applying—expunged records cannot be considered and you can legally state no conviction.

   
   

5. Focus on Integrity: When disclosing, demonstrate honesty and personal growth. Employers value integrity. Brief acknowledgment with focus on rehabilitation is more effective than extensive explanation.

   
   

6. Target Appropriate Positions: Entry-level warehouse, retail, and operations positions may have lower barriers than finance or security-sensitive roles. Build employment record before advancing.

   
   

7. Consider Location Changes: With Hasbro's planned move to Boston by end of 2026, employment landscape may shift. Both Rhode Island and Massachusetts have Ban the Box protections.

   
   

8. Be Prepared for Drug Testing: Some positions may require drug screening. Be prepared for this possibility.

Tips for Applicants with Records

1. Rhode Island Provides Strong Protection: Ban the Box law is among strongest in nation for private employers. Use this to your advantage by focusing on qualifications in initial application.

   
   

2. Arrests Without Conviction Cannot Be Asked: Rhode Island specifically prohibits questions about arrests that did not lead to conviction at any point—not just on applications.

   
   

3. Expungement Is Powerful: If you qualify for expungement under Rhode Island law, pursue it. Expunged records truly cannot be disclosed or considered.

   
   

4. Global Consumer Brand: Hasbro's iconic brands (Monopoly, Nerf, Play-Doh, Transformers) create diverse career opportunities from warehouse to creative to corporate roles.

   
   

5. Company in Transition: 2025-2026 headquarters relocation to Boston creates both uncertainty and potential new opportunities. Monitor developments.

Benefits Overview

• Compensation: Competitive pay with average salary ~$61,077; Annual incentives for all employees; Product discounts.

• Health Insurance: Medical, dental, vision coverage; Comprehensive benefits package.

• Retirement: 401(k) and retirement savings options.

• Paid Time Off: Vacation, holidays, personal time; Work-life balance supported.

• Career Development: Cross-functional team opportunities; Brand and product exposure; Creative environment; Internal mobility.

• Work Environment: Product-focused creative culture; Iconic global brands; Play-centered mission.

Employee Perspectives

Pros: Iconic brands (Monopoly, Nerf, Transformers); Rhode Island Ban the Box protections; Creative culture; Product discounts; Work-life balance; Global company; Diverse roles from warehouse to design.

Cons: Recent layoffs (1,100 in 2023); Headquarters relocating to Boston 2026; Limited advancement paths noted by some employees; Industry challenges with declining toy sales; Company in transition.

Frequently Asked Questions

1. Does Hasbro hire people with felonies?

   Yes, Hasbro hires individuals with felony convictions. As a Rhode Island employer, Hasbro is subject to the state's Ban the Box law (R.I.G.L. § 28-5-7), which prohibits asking about criminal history on applications or before the first interview. This means your qualifications—not criminal history—determine whether you advance to interview. When convictions are considered after the interview stage, EEOC individualized assessment applies.

   
   

2. What is the background check process at Hasbro?

   Rhode Island Ban the Box protects initial stages: Application has no criminal history questions; Interview invitation based on qualifications; At or after first interview, employer may ask about convictions. Background check conducted with your written consent per FCRA. If conviction identified, individualized assessment using Green Factors (offense nature, time elapsed, job-relatedness). FCRA adverse action process applies if decision affected by background.

   
   

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

   Under federal FCRA, arrests not resulting in conviction have seven-year reporting limit for positions paying under $75,000 annually. Convictions can be reported without time limit under federal law. However, time elapsed is critical factor in EEOC individualized assessment—older convictions with rehabilitation evidence evaluated more favorably. Expunged records cannot be reported or considered under Rhode Island law.

   
   

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

   Cannot be considered at all: Arrests without conviction; Expunged/sealed records. Higher scrutiny (but individualized assessment required): Theft/fraud for financial positions; Violence for workplace safety; Recent convictions (time elapsed matters). All convictions must be evaluated for job-relatedness—no blanket exclusions permitted under EEOC guidance.

   
   

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

   Warehouse and distribution positions ($32K-$42K average) offer accessible entry with physical work and inventory operations. Retail merchandiser positions involve field work with product displays. Administrative assistant and customer service roles provide office environment entry points. Rhode Island Ban the Box applies to all positions, protecting initial application stage.

   
   

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

   Hasbro may conduct pre-employment drug screening as condition of employment for certain positions. Rhode Island permits employer drug testing. Specific testing protocols may vary by position and location. Be prepared for this possibility when applying.

   
   

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

   Under Rhode Island's Ban the Box law (R.I.G.L. § 28-5-7), Hasbro cannot ask about arrests, charges, or convictions on the job application or before the first interview. Questions about convictions may only be asked at the first interview or thereafter. Questions about arrests without conviction are prohibited at all times (except law enforcement positions).

   
   

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

   Yes, advancement is possible. Criminal history already known from initial hiring process. Subsequent advancement based on performance, skills, and qualifications. Hasbro's product-focused culture involves cross-functional teams with opportunities in operations, marketing, design, and brand management. Build positive employment record for advancement.

   
   

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

   Timeline varies by position type and location. Rhode Island Ban the Box structure means criminal history not considered until after first interview, allowing initial process to focus on qualifications. Background check typically conducted after conditional offer. FCRA adverse action process (if needed) requires minimum five business days for response.

   
   

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

    Leverage Rhode Island Ban the Box protection by focusing application on qualifications; Pursue expungement if eligible (expunged records cannot be considered); Prepare brief, honest explanation if asked about convictions after interview; Document rehabilitation evidence; Target entry-level positions appropriate to background; Be prepared for potential drug screening; Consider timing around company's Boston relocation (2026).

Alternative Second

Conclusion

Hasbro, Inc. offers Second Chance opportunity under Rhode Island's strong Ban the Box law (R.I.G.L. § 28-5-7), which prohibits criminal history questions on applications and before the first interview. This provides meaningful protection during initial hiring stages, allowing applicants to demonstrate qualifications before criminal history is considered. Founded in 1923 and headquartered in Rhode Island for over a century, Hasbro is one of the world's largest toy and game companies with iconic brands including Monopoly, Nerf, Play-Doh, Transformers, and Magic: The Gathering.

Critical protections under Rhode Island law: Ban the Box (R.I.G.L. § 28-5-7) prohibits criminal history questions on job applications and before the first interview, covering both public and private employers with four or more employees since January 1, 2014; Arrests without conviction cannot be asked about at any time during the hiring process (except law enforcement positions); Expunged records under R.I. Gen. Laws § 12-1.3-4 receive strong protection—individuals can state they have not been convicted, and consumer reporting agencies and custodians are prohibited from disclosing expunged information; EEOC individualized assessment required for any conviction-based employment decisions, with Green Factors (nature of offense, time elapsed, job-relatedness) mandatory considerations; FCRA adverse action process provides rights if background check affects hiring decision. Rhode Island Commission for Human Rights enforces compliance with these protections.

Best path for Second Chance applicants: Focus initial application entirely on qualifications, skills, and experience since Rhode Island law prohibits criminal history questions at this stage; Prepare brief, honest explanation for post-interview disclosure if asked about convictions (at or after first interview is when employer may legally inquire); Pursue expungement if eligible under Rhode Island law before applying since expunged records truly cannot be disclosed or considered; Document comprehensive rehabilitation evidence including employment stability, education completed, treatment programs, character references from supervisors or community leaders; Target entry-level warehouse, retail, distribution, or operations positions where barriers may be lower than finance or security-sensitive roles; Build positive employment record demonstrating reliability for advancement opportunities within the company's creative product-focused culture.

Key success factors: Leverage Rhode Island Ban the Box protection by understanding that criminal history cannot legally be asked until first interview stage; If eligible under Rhode Island law, pursue expungement before applying since expunged records receive strong legal protection and cannot be considered; Prepare for honest, concise disclosure at interview stage if asked about convictions; Document rehabilitation comprehensively (employment stability over time, education completed, treatment program certificates, character references from credible sources including employers, clergy, or community leaders); Focus on qualifications, skills, and cultural fit during protected application period; Understand your FCRA rights if background check affects hiring decision including pre-adverse action notice, opportunity to dispute, and final adverse action notice; Consider filing complaint with Rhode Island Commission for Human Rights if employer violates Ban the Box law by asking about criminal history before permitted stage.

Understanding the opportunity: Hasbro's approximately 5,000 global employees across 40+ countries work on some of the world's most iconic toy and game brands including Monopoly, Nerf, Play-Doh, Transformers, My Little Pony, G.I. Joe, and through Wizards of the Coast subsidiary, Magic: The Gathering and Dungeons & Dragons. The company owns trademarks and products from historic acquisitions including Kenner, Milton Bradley, Parker Brothers, and Wizards of the Coast. The company is currently in transition with planned headquarters relocation from Pawtucket, Rhode Island to Boston's Seaport District by end of 2026, which creates both uncertainty and potential new opportunities. Approximately two-thirds of the 700 Rhode Island employees are expected to continue with the company according to company statements. Rhode Island's strong fair employment protections continue to apply to current operations, and Massachusetts also maintains Ban the Box protections for the future Boston location. Hasbro has been recognized as a 2025 JUST Capital Industry Leader and one of the 50 Most Community-Minded Companies in the U.S. by the Civic 50.

Apply Now at jobs.hasbro.com

Disclaimer

This guide provides general information and should not be considered legal advice. Rhode Island Ban the Box law (R.I.G.L. § 28-5-7) governs criminal history inquiries. Hasbro announced September 2025 headquarters relocation to Boston by end of 2026. Company has undergone layoffs and restructuring (1,100 employees in 2023). Salary data from Zippia, Glassdoor, and Indeed 2024-2025 may vary by position, location, and experience. Individual outcomes depend on criminal history specifics, qualifications, position requirements, and company decisions. Rhode Island Commission for Human Rights enforces Ban the Box compliance. Hasbro, Inc. name used for informational purposes. FelonFriendlyJobsNow.com makes no warranties about employment outcomes.