Quick Answer

Yes, Hormel Foods Corporation hires individuals with felony convictions for certain positions. As a Fortune 500 global branded food company with approximately 20,000 employees worldwide and $12 billion in annual revenue, Hormel Foods operates manufacturing facilities across the United States. Employment decisions are conditional upon passing a background check and drug test, 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, fraud, or embezzlement (due to inventory access and financial handling), violent crimes (workplace safety concerns), and drug offenses (food manufacturing requires drug-free environments). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Entry-level production roles including Production Line Worker, General Laborer, Packaging Specialist, and Warehouse Associate offer the best opportunities for applicants with criminal records. These positions have high volume hiring needs and focus primarily on reliability, physical capability, and willingness to work various shifts.

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: Production and warehouse roles require standing for extended periods, lifting up to 50 pounds, and working in temperature-controlled environments.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test. Hormel Foods maintains a strict drug-free workplace policy. Testing is typically a urine screening for controlled substances.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked (after conditional offer in Minnesota). 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.

  
  

• Flexible Availability: Food manufacturing operates multiple shifts including nights, weekends, and holidays. Flexibility significantly increases hiring chances.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Hormel Foods is headquartered in Minnesota, which has strong fair chance protections through its Ban the Box law. The company must comply with federal EEOC guidelines nationwide and state-specific laws in all locations where it operates manufacturing facilities.

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, Hormel Foods 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

Minnesota has strong Fair Chance protections through its Ban the Box law (effective January 1, 2014). Minnesota law prohibits employers from inquiring about criminal history until after the applicant has been selected for an interview or a conditional job offer has been extended. Employers who violate this law may face fines ranging from $500 to $2,000. Minneapolis has additional protections requiring employers to wait until after a conditional job offer before conducting background checks, with fair chance assessment requirements taking effect August 2025.

Food Manufacturing-Specific Considerations

The food manufacturing industry is regulated by the USDA and FDA for food safety compliance. While there are no federal regulations specifically barring felons from food production work, companies like Hormel must maintain drug-free workplace policies and demonstrate due diligence in hiring. Positions involving quality control, food safety inspection, or financial handling may face additional scrutiny. Production line workers and general laborers typically face fewer industry-specific barriers than supervisory or specialized roles.

Company Overview

Hormel Foods Corporation is a Fortune 500 global branded food company founded in 1891 by George A. Hormel in Austin, Minnesota. The company remains headquartered in Austin and has grown to become one of the leading multinational manufacturers and marketers of food products in the world. The company employs approximately 20,000 employees worldwide and generates nearly $12 billion in annual revenue across more than 80 countries.

Hormel Foods produces and markets a diverse portfolio of over 30 beloved brands including SPAM, Jennie-O, Skippy, Planters, Applegate, and Hormel Black Label bacon. The company is a member of the S&P 500 Index and S&P 500 Dividend Aristocrats. Hormel was recognized by TIME magazine as one of the World's Best Companies and received a perfect score on the 2023-24 Corporate Equality Index.

Company Fast Facts

• Founded: 1891 (Austin, Minnesota)

• Headquarters: Austin, Minnesota

• Employees: ~20,000 worldwide

• Revenue: ~$12 billion annually

• Stock Exchange: NYSE: HRL

• Industry Rank: Fortune 500, S&P 500 Index, S&P 500 Dividend Aristocrats

• Major Brands: SPAM, Jennie-O, Skippy, Planters, Applegate, Hormel Black Label, Columbus, Wholly, Justin's

• Business Segments: Retail, Foodservice, Jennie-O Turkey Store, International

Hiring Policy Analysis

Hormel Foods conducts individualized assessments as required by EEOC guidelines and complies with Minnesota's Ban the Box law at its headquarters and manufacturing facilities. Background checks are conducted after an interview or conditional job offer in accordance with state law, giving applicants the opportunity to demonstrate their qualifications before their criminal history is reviewed.

The company's hiring process typically includes: online application submission, phone screening for qualified candidates, in-person interview with plant management and HR, conditional job offer, background check and drug test, and final hiring decision. Hormel is known for relatively quick hiring for production positions, with many employees reporting the process taking about one to two weeks from application to start date.

Position-Specific Barriers

Barrier levels are determined by the position's access to inventory, equipment, financial responsibilities, and supervision 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 agreements.

Career Path Examples

Hormel Foods emphasizes internal advancement and offers training programs for career development. Many supervisory and management positions are filled through internal promotion.

Production Track: General Laborer ($16-18/hr) → Production Line Worker ($19-22/hr) → Machine Operator ($20-25/hr) → Lead Operator ($24-28/hr) → Production Supervisor ($60-75K/yr). Advancement requires demonstrated reliability, safety record, and willingness to train on equipment.

Warehouse Track: Warehouse Associate ($19-23/hr) → Forklift Operator ($20-24/hr) → Inventory Control ($22-26/hr) → Warehouse Supervisor ($55-70K/yr). Forklift certification and accuracy in inventory management accelerate advancement.

Maintenance Track: Sanitation Worker ($17-20/hr) → Maintenance Helper ($20-24/hr) → Maintenance Technician ($24-32/hr) → Senior Equipment Technician ($32-37/hr). Technical certifications and mechanical aptitude are key for advancement.

Background Check Process

Understanding Hormel Foods' background check process helps you prepare mentally and practically for what to expect. The company conducts background checks after an interview or conditional job offer in accordance with Minnesota's Ban the Box law, which means you'll have the opportunity to demonstrate your qualifications before your criminal history is reviewed.

• 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 the past 7-10 years; drug screening (mandatory urine test for all positions).

  
  

• Lookback Period: Standard 7-year criminal lookback in most states. Some states limit reporting of arrests that did not result in conviction. Employment verification typically extends 7-10 years. Serious violent or sexual offenses may be considered beyond the standard lookback period for certain positions.

  
  

• Timeline: The hiring process averages approximately 1-2 weeks from application to hire for production positions based on employee reports. Background checks typically take 3-7 business days to complete after conditional offer. Corporate and specialized positions may take longer.

  
  

• Process Flow: Application submitted → Phone screening → Interview with plant manager/HR/supervisor → Conditional offer extended → Background check and drug test 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.

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Disqualifying Factors

High Risk for Disqualification: Theft, fraud, embezzlement, or larceny (high concern due to inventory access); violent crimes including assault, robbery, weapons offenses (workplace safety); sexual offenses; recent drug offenses (drug-free workplace requirement); felonies directly related to food safety or manufacturing violations.

Lower Risk (Case-by-Case): Non-violent property crimes older than 5 years; traffic offenses not involving impairment; non-recent drug possession (not distribution); offenses unrelated to job duties. All subject to individualized assessment considering rehabilitation evidence and time elapsed.

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. Reasonable time to respond.

  
  

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

  
  

• Ban the Box: In Minnesota and other Ban the Box states, employers cannot ask about criminal history on initial applications. Criminal history inquiry occurs after interview or conditional offer.

  
  

• Dispute Rights: You can dispute inaccurate information on background reports with the reporting agency. Check your own records beforehand.

Application Strategy

1. Target Entry-Level Production Positions: Focus on Production Line Worker, General Laborer, Packaging Specialist, and Sanitation positions which have the lowest barriers and highest volume hiring needs. These roles offer the best opportunity to get your foot in the door. Avoid supervisory or quality control positions initially if your record is recent or includes relevant offenses.

   
   

2. Apply Through Official Channels: Submit your application through careers.hormelfoods.com. Hormel Foods posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as production positions are posted frequently. Consider applying to multiple Hormel locations and subsidiary companies like Jennie-O Turkey Store.

   
   

3. Prepare for the Interview: Be ready to discuss your reliability, ability to work various shifts, and physical capability. Research Hormel's products and history. Emphasize teamwork, safety awareness, and willingness to learn.

   
   

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 later. Wait until asked or until the appropriate stage (after conditional offer) 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 from employers, probation officers, or community members.

   
   

7. Check Expungement Eligibility: Research whether your offense qualifies for sealing or expungement in Minnesota. Minnesota expanded expungement eligibility in 2015. Contact Minnesota legal aid organizations for assistance. Sealed records cannot be reported on background checks.

   
   

8. Follow Up Professionally: After applying, follow up with HR if you don't hear back within two weeks. If you receive a pre-adverse action notice, respond promptly with rehabilitation documentation. Persistence and professionalism demonstrate the qualities employers value.

Tips for Applicants with Records

1. Food Manufacturing Has Constant Hiring Needs: Food manufacturing experiences consistent turnover in production positions. Hormel Foods operates multiple facilities across the US. Don't be discouraged by individual rejections—keep applying to different locations.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at Hormel Foods begin in entry-level production roles. Prove reliability by showing up on time, maintaining perfect attendance, following safety protocols, and working well with your team. Internal training programs 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. Food Manufacturing Preparation: Food production requires attention to sanitation and following standard procedures. Demonstrate understanding of proper hygiene practices. Consider obtaining a food handler's card or certificate.

   
   

5. Pass the Drug Test: Address any substance issues completely before applying. Hormel Foods requires pre-employment urine drug screening. Food manufacturing maintains strict drug-free policies due to safety requirements around heavy machinery.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and any consistent work history—even informal work shows you can be counted on. Manufacturing employers especially value dependability, punctuality, and the ability to work scheduled shifts consistently.

   
   

7. Network and Use Employee Referrals: Current Hormel Foods 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 second shift, third shift, weekends, and holidays increases your chances significantly. Food manufacturing operates 24/7 and shift flexibility is highly valued. Many positions offer shift differentials for evening and overnight work.

Benefits Overview

Hormel Foods offers a comprehensive benefits package. The company was recognized as one of the World's Best Companies by TIME magazine and has consistently been named among the best places to work. Benefits begin for full-time employees after meeting eligibility requirements, typically 30-90 days.

• Compensation: Entry-level production positions range from $16-22/hr. Experienced operators and technicians earn $20-37/hr. Supervisory and management positions range from $55,000-100,000+ annually. Merit-based pay increases based on formal performance reviews.

  
  

• 401(k) and Retirement: 401(k) savings plan with company match. Profit-sharing trust plan that provides additional retirement benefits. Traditional pension plan available for longer-tenured employees (newer employees receive enhanced 401k match instead).

  
  

• Health Benefits: Medical insurance with HMO and PPO options. Health Savings Account (HSA) option with high-deductible plan. Dental and vision coverage. Disability coverage (short and long-term). Life insurance and dependent coverage. Employee assistance program with counseling services.

  
  

• Time Off: Paid vacation starting at 10-15 days, increasing with tenure. Paid holidays. Paid family medical leave. Bereavement leave. Jury duty leave.

  
  

• Additional Benefits: Tuition reimbursement. Employee stock purchase plan. Wellness programs. Employee discounts on company products. Adoption reimbursement.

  
  

• Employee Perspectives - Pros: Strong benefits package, good retirement benefits including pension and profit sharing, stable employment, consistent hours, opportunity for advancement, family-friendly company culture.

  
  

• Employee Perspectives - Cons: Production work can be physically demanding, some facilities have mandatory overtime, weekend work often required, night shifts can be difficult, some favoritism reported for promotions at certain locations.

Frequently Asked Questions

1. Does Hormel Foods hire people with felonies?

   Yes, Hormel Foods does hire individuals with felony convictions, particularly for production and warehouse positions. As a company headquartered in Minnesota with Ban the Box protections, Hormel cannot ask about criminal history until after an interview or conditional job offer. The company conducts individualized assessments as required by EEOC guidelines. Best opportunities exist for entry-level production, packaging, and sanitation roles. Convictions for theft, violence, or drug offenses face more scrutiny but are not automatic disqualifiers.

   
   

2. What is the background check process at Hormel Foods?

   Hormel Foods conducts background checks after an interview or conditional job offer in accordance with Minnesota's Ban the Box law. The process includes criminal history checks at county, state, and federal levels, identity verification, employment history verification, and a mandatory drug screening (urine test). You must provide written consent before the check. If adverse information is found, you'll receive a pre-adverse action notice with a copy of the report and time to respond before any final decision.

   
   

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

   Hormel Foods uses a standard 7-year criminal history lookback for most positions. Employment verification typically extends 7-10 years. Some states have laws limiting how far back criminal records can be reported. Serious offenses such as violent felonies or sexual crimes may be considered beyond the standard lookback period, particularly for positions with supervisory responsibility or access to sensitive areas.

   
   

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

   The most difficult convictions at Hormel Foods include: theft, fraud, or embezzlement (due to inventory access and potential cash handling); violent crimes including assault or weapons offenses (workplace safety concerns); drug-related offenses, especially distribution (strict drug-free workplace policy); sexual offenses; and any crimes related to food safety or manufacturing violations. Recent offenses (within 3-5 years) face greater scrutiny than older convictions.

   
   

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

   The best entry-level positions for applicants with records include: Production Line Worker ($19-22/hr) - high-volume hiring, various shifts; General Laborer ($16-18/hr) - entry-level, various plant tasks; Packaging Specialist ($18-21/hr) - product packaging operations; Sanitation Worker ($17-20/hr) - plant cleaning, critical for food safety. These positions have lower barriers, are constantly hiring, and provide pathways to advancement within the company.

   
   

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

   Yes, Hormel Foods requires pre-employment drug testing for all positions. The company uses urine drug screening, typically a standard panel testing for marijuana, cocaine, amphetamines, opiates, and PCP. Food manufacturing companies maintain strict drug-free workplace policies due to safety requirements around heavy machinery. The drug test is usually administered after a conditional job offer, often at the time of the interview or shortly after.

   
   

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

   In Minnesota and other Ban the Box states, Hormel Foods cannot ask about criminal history on the initial application. Criminal history inquiry occurs only after the applicant has been selected for an interview or after a conditional job offer has been extended. This allows you to demonstrate your qualifications and make a positive impression before your record is reviewed. If asked about your record during or after the interview, answer honestly and be prepared to discuss rehabilitation.

   
   

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

   Yes, advancement to management is possible for individuals with felony convictions at Hormel Foods, though supervisory positions typically face additional scrutiny. Many production supervisors started in entry-level roles. Success factors include demonstrated reliability, strong work performance, safety record, leadership abilities, and time elapsed since conviction. Advancement may take longer and require proving yourself over an extended period. Building a strong internal reputation and completing any available training programs improves your chances.

   
   

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

   The hiring process at Hormel Foods averages approximately 1-2 weeks for production positions. The timeline includes: application review (1-3 days), phone screening, in-person interview, conditional offer, background check (3-7 business days), drug test, and orientation. Corporate positions may take longer.

   
   

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

    Key strategies:

    (1) Apply to entry-level production positions rather than supervisory roles;

    (2) Be flexible with scheduling including nights, weekends, and holidays;

    (3) Demonstrate physical capability and reliability;

    (4) Prepare a brief, honest explanation of your conviction;

    (5) Gather rehabilitation documentation;

    (6) Check your own background first;

    (7) Research Hormel's products;

    (8) Apply to multiple locations and Jennie-O;

    (9) Follow up professionally;

    (10) Consider food handler certification.

Alternative Second Chance Employers

If Hormel Foods doesn't work out, consider these employers known for fair chance hiring in food manufacturing:

Conclusion

Hormel Foods Corporation offers genuine opportunities for individuals with criminal records, particularly in entry-level production, packaging, and warehouse positions. As a Fortune 500 company headquartered in Minnesota—a strong Ban the Box state—the organization provides a realistic pathway to stable employment with competitive wages and benefits. The company's commitment to EEOC-compliant individualized assessments creates a more accessible environment for second chance applicants.

Food manufacturing work is physically demanding, requiring standing for extended periods and working in temperature-controlled environments. However, the compensation ($16-25/hr for production roles) is above average, and the benefits package is excellent. Career advancement is achievable for those who demonstrate reliability and strong performance.

Key Success Factors: Apply to entry-level production positions; be completely flexible on scheduling; demonstrate reliability and physical capability; prepare honest explanation of your past; document rehabilitation efforts; apply to multiple Hormel and Jennie-O locations.

Biggest Barriers: Theft, fraud, or embezzlement convictions face significant scrutiny due to inventory access; violent crimes create workplace safety concerns; recent drug offenses conflict with mandatory drug-free workplace policy; any convictions within the past 3-5 years receive more scrutiny.

Hormel Foods' long history and commitment to fair hiring practices make it a worthwhile target for job seekers with criminal records willing to work hard in manufacturing. Start with entry-level positions, prove your reliability, and build a career with one of America's most respected food companies.

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 Hormel Foods.

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://careers.hormelfoods.com