Quick Answer

Yes, Hy-Vee hires individuals with felony convictions for certain positions. As a major employee-owned regional grocery chain with over 75,000 employees across more than 550 retail locations in nine Midwestern states, Hy-Vee adheres to EEOC guidelines requiring individualized assessment rather than blanket exclusions. A felony conviction is not an automatic disqualifier, and employment decisions are based on the nature, recency, and job-relevance of the offense.

The law prohibits employers from having blanket policies excluding all felons. Hy-Vee operates in states with varying fair chance hiring laws, including Illinois and Minnesota which have Ban the Box laws applying to private employers. In these states, criminal history questions are delayed until later in the hiring process, giving applicants the opportunity to demonstrate qualifications first.

The greatest barriers are created by felonies related to theft, larceny, and fraud (due to cash handling and inventory access), violent offenses (customer and employee safety), and drug-related crimes (especially for pharmacy positions). Recent offenses within the past 7-10 years face the highest scrutiny regardless of type.

The best opportunities exist in high-volume entry-level positions including Stocker, General Clerk, Night Stocker, Courtesy Clerk, and Deli/Bakery roles. Hy-Vee's constant staffing needs across its large store network create ongoing opportunities, and the company's employee-ownership culture means workers have a stake in the company's success through profit-sharing and 401(k) plans.

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: Hy-Vee cannot automatically exclude you solely for having a felony conviction. EEOC guidelines require individualized assessment considering the Green Factors: nature of crime, time elapsed, and job-relatedness.

  
  

• Job-Related Assessment: Must be prepared for evaluation of whether your conviction relates to specific job duties. Cash-handling positions face more scrutiny for theft-related offenses.

  
  

• Physical Requirements: Many positions require standing for extended periods, lifting up to 50 lbs, and working in refrigerated areas. Stocker positions involve repetitive lifting and restocking.

  
  

• Drug Screen: Drug testing policies vary by location and position. Some locations conduct pre-employment mouth swab/saliva tests; policies may differ by state and role. Safety-sensitive positions are more likely to require testing.

  
  

• Honesty is Paramount: Be truthful about non-expunged convictions when asked. Lying about your record is an automatic integrity failure and grounds for termination if discovered later.

  
  

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

  
  

• Age Requirements: Must be at least 16 for most positions; 18+ required for positions involving knives, fryers, or certain equipment.

Critical Regulatory Information

Hy-Vee operates across nine Midwestern states with varying fair chance hiring laws. The company must comply with federal EEOC guidelines nationwide while also following state-specific regulations. Understanding these protections helps you navigate the application process.

EEOC Guidelines

The Equal Employment Opportunity Commission advises employers not to automatically refuse applicants based on criminal records. If a conviction is found, Hy-Vee 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. The denial must be justified as job-related and consistent with business necessity.

FCRA Requirements

Under the Fair Credit Reporting Act (FCRA), if a conditional job offer is withdrawn based on the background check, Hy-Vee must follow adverse action procedures: (1) Provide pre-adverse action notice with copy of report and FCRA rights summary; (2) Allow reasonable time to dispute inaccuracies or provide mitigating evidence;

(3) Provide final adverse action notice if decision stands. Non-conviction records older than 7 years generally cannot be reported for positions under $75,000/year.

State-Specific Considerations

Hy-Vee operates in nine states with varying protections. Illinois has a Ban the Box law applying to private employers with 15+ employees, prohibiting criminal history questions until prior to job interview or after conditional offer if no interview occurs. Minnesota also has private employer Ban the Box coverage, prohibiting criminal history inquiries on initial job applications. Iowa, Missouri, Kansas, Nebraska, South Dakota, and Wisconsin have Ban the Box laws applying only to public employers, but EEOC guidelines still apply to all Hy-Vee locations.

Retail Industry-Specific Considerations

The grocery retail industry involves cash handling, inventory control, and customer interaction, creating specific concerns. Positions with cash register access face higher scrutiny for theft and fraud convictions. Pharmacy positions are regulated by state pharmacy boards with additional background requirements. Food handling positions require food safety certification. However, back-of-house positions like Night Stocker often involve less direct cash handling, providing better entry points for applicants with financial crime histories.

Company Overview

Hy-Vee is an employee-owned supermarket chain founded in 1930 when Charles Hyde and David Vredenburg opened a small general store in Beaconsfield, Iowa. The company name, adopted in 1952, combines the founders' last names. Today, Hy-Vee has grown into one of the largest supermarket chains in the United States, operating more than 550 retail locations across nine Midwestern states with annual sales exceeding $13 billion.

What distinguishes Hy-Vee is its employee-ownership structure. Through the Employees' Profit-Sharing Trust Fund and 401(k) Plan, more than 45,000 employees participate as indirect stockholders, giving workers a stake in the company's success. The company's slogan, "A Helpful Smile in Every Aisle," reflects its customer service focus. Hy-Vee has been recognized as a Great Place To Work and received Progressive Grocer's "Retailer of the Year" award in 2023, and was named one of America's Top 3 favorite grocery stores.

Beyond traditional grocery retail, Hy-Vee has expanded into diverse services including in-store pharmacies, health clinics, fuel centers, and prepared food operations. Many locations feature Chinese Express departments, in-store dining areas, and Hy-Vee Gas stations. The company also operates Drug Town pharmacies and the Aisles Online grocery delivery service. This diversification creates varied employment opportunities across different departments and skill sets, providing multiple pathways for entry-level workers.

Company Fast Facts

• Founded: 1930 (Beaconsfield, Iowa)

• Headquarters: 5820 Westown Parkway, West Des Moines, Iowa 50266

• Employees: Over 75,000

• Retail Locations: 550+ stores across nine Midwestern states

• States Served: Iowa, Illinois, Kansas, Minnesota, Missouri, Nebraska, South Dakota, Wisconsin, Indiana

• Annual Sales: Over $13 billion

• Ownership: Employee-owned (private)

• CEO: Randy Edeker (since 2012)

Hiring Policy Analysis

Hy-Vee maintains a commitment to diversity and inclusion, earning Great Place To Work certification. The company's hiring practices must comply with EEOC guidelines, meaning blanket exclusions based on criminal history are prohibited. Background checks are conducted as part of the conditional offer process, particularly in states with Ban the Box laws.

The hiring process typically involves an online application followed by phone screening, in-person interview, and then background check and drug screening if applicable. Some candidates report being hired on the spot after successful interviews, with drug testing conducted immediately. The straightforward process and constant hiring needs across 550+ locations create ongoing opportunities for motivated applicants.

As an employee-owned company, Hy-Vee emphasizes that workers are stakeholders in the business. This ownership culture creates investment in hiring reliable employees who will contribute to the company's success. Store directors have significant autonomy in hiring decisions, meaning experiences may vary between locations. Some stores may be more open to second chance hiring than others.

The company's culture emphasizes autonomy, service, ownership, agility, passion, and pride. Each store operates with significant independence, allowing store directors to make hiring decisions based on local needs and individual

circumstances. This decentralized approach can benefit second chance applicants, as store leaders who believe in fair chance hiring have the authority to make those decisions. Building a relationship with local store management through professional application and interview conduct can be particularly valuable.

Position-Specific Barriers

Barrier levels are determined by cash handling responsibilities, customer contact, access to controlled substances, and supervisory duties.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company postings. Average hourly pay is approximately $15.83/hr. Compensation varies by location, department, and experience. Minnesota locations tend to pay higher due to state minimum wage and market competition.

Career Path Examples

Hy-Vee promotes from within and offers advancement opportunities for reliable employees. The employee-ownership model creates investment in developing talent. Store directors have autonomy to identify and promote strong performers.

Grocery Track: Stocker/Clerk ($12-$15/hr) → Lead Clerk ($14-$17/hr) → Assistant Grocery Manager ($17-$21/hr) → Grocery Manager ($45K-$60K/yr). Demonstrated reliability and product knowledge drive advancement.

Service Track: Courtesy Clerk ($11-$14/hr) → Cashier ($12-$15/hr) → Service Manager ($16-$20/hr) → Assistant Store Director. Customer service excellence and leadership abilities open doors.

Specialty Department Track: Deli/Bakery Clerk ($13-$16/hr) → Specialty Department Lead ($15-$18/hr) → Department Manager ($18-$25/hr). Food service experience and safety certification support progression.

Background Check Process

Understanding Hy-Vee's background check process helps you prepare appropriately. The process follows FCRA requirements and complies with state-specific Ban the Box laws where applicable.

• What They Check: Criminal history at county, state, and potentially federal levels; SSN verification; employment history verification for some positions. Drug screening (mouth swab/saliva or urine) may be conducted depending on location and position.

  
  

• Lookback Period: FCRA allows reporting convictions indefinitely. Non-conviction records cannot be reported beyond 7 years for positions under $75,000/year. Hy-Vee's individualized assessment emphasizes recency—offenses older than 7-10 years typically receive less scrutiny.

  
  

• Timeline: Application to interview typically takes a few days to 2 weeks depending on store needs. Some candidates are hired on the spot after interview. Background check completion typically takes 1-5 business days. Drug test results often available within minutes for saliva tests.

  
  

• Process Flow: Online application via hy-vee.com/careers → Phone screening (some positions) → In-person interview → Conditional offer → Background check consent → Drug test (if applicable) → Background check completed → Final hiring decision → Orientation and training.

Disqualifying Factors

High Risk for Disqualification: Recent theft, larceny, embezzlement, or fraud (cash handling concerns); violent felonies including assault, weapons charges (customer/employee safety); drug trafficking or manufacturing (especially for pharmacy positions); recent drug-related offenses; sexual offenses.

Lower Risk (Case-by-Case): Non-violent property crimes older than 7-10 years; simple drug possession (older offenses, especially with treatment completion); DUI/DWI (for non-driving positions); minor theft convictions from distant past with demonstrated rehabilitation. All subject to individualized assessment per EEOC guidelines.

Your Rights as Applicant

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

  
  

• Pre-Adverse Action Notice: Before final decision, you must receive notice with copy of report and summary of FCRA rights. Reasonable time to respond with mitigating evidence or dispute errors.

  
  

• Ban the Box (IL, MN): In Illinois and Minnesota, Hy-Vee cannot ask about criminal history on initial application. Inquiry delayed until interview stage or after conditional offer.

  
  

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

Application Strategy

1. Target High-Volume Entry-Level Positions: Focus on Night Stocker, General Clerk, Courtesy Clerk, and Maintenance positions. These roles have lower barriers, minimal cash handling, and high turnover creating constant openings.

   
   

2. Apply Through Official Channels: Submit applications through hy-vee.com/careers. You can also apply in-person at store locations. Apply to multiple locations to increase opportunities.

   
   

3. Leverage Ban the Box States: If possible, apply to Illinois or Minnesota locations where criminal history questions are delayed. This gives you the opportunity to demonstrate qualifications first.

   
   

4. Be Completely Honest: When asked about criminal history (after appropriate point in hiring process), be truthful. Lying is an automatic integrity failure and grounds for termination if discovered later.

   
   

5. Prepare Your Narrative: Have a brief, honest explanation ready: acknowledge the offense without excuses, describe what you learned, explain concrete rehabilitation steps. Focus on reliability, customer service mindset, and work ethic.

   
   

6. Document Rehabilitation: Gather evidence of positive changes: stable employment history, treatment completion, education/training certificates, character references from employers or community members.

   
   

7. Emphasize Customer Service: Hy-Vee's slogan is "A Helpful Smile in Every Aisle." Demonstrate commitment to friendly service, reliable attendance, and team collaboration.

   
   

8. Be Flexible on Hours: Willingness to work nights, weekends, and holidays significantly increases your chances. Night Stocker positions often have lower competition.

Tips for Applicants with Records

1. Grocery Retail Has Constant Hiring Needs: With 550+ locations and 75,000+ employees, Hy-Vee experiences ongoing turnover, especially in entry-level positions. Don't be discouraged by individual rejections—keep applying to different locations.

   
   

2. Start Entry-Level, Prove Yourself: Begin with Stocker or Courtesy Clerk positions. Demonstrate reliability, positive attitude, and customer service skills. Once established, advancement becomes possible.

   
   

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 in advance.

   
   

4. Be Prepared for Drug Testing: Drug testing policies vary by location but are common. If you have substance issues, address them completely before applying. Saliva tests can detect recent use within a few days.

   
   

5. Highlight Retail or Food Service Experience: Any previous experience in grocery, retail, food service, or customer-facing roles is valuable. Emphasize transferable skills like cash handling accuracy, inventory management, and customer relations.

   
   

6. Consider Store Location Carefully: Store directors have hiring autonomy. Some locations may be more receptive to second chance hiring than others. Suburban and rural stores may have less competition for positions.

   
   

7. Obtain Food Handler Certification: Getting food safety certification before applying demonstrates initiative and eliminates one hiring requirement. This is especially valuable for deli, bakery, and prepared foods positions.

   
   

8. Employee Ownership Creates Opportunity: As an employee-owned company, Hy-Vee invests in its workers. Profit-sharing and 401(k) programs give employees a stake in success, and the company promotes from within.

Benefits Overview

Hy-Vee offers competitive benefits to eligible employees, with the employee-ownership structure providing unique advantages. Benefits availability depends on employment status (full-time vs. part-time) and hours worked. The company has been recognized as a Great Place To Work.

• Profit-Sharing Trust and 401(k): Funded with a portion of Hy-Vee's before-tax profits, giving employees ownership stake. 401(k) plan with employer matching contribution (reportedly up to 3-7% match). This distinguishes Hy-Vee from many retail competitors.

  
  

• Health Benefits: Self-insured benefit plan including medical, dental, vision coverage, prescription drug coverage, and short-term disability. Employees report affordable premiums with BCBS coverage options. HSA match offered with certain plans.

  
  

• Life Insurance: Basic life insurance coverage provided through the benefits plan.

  
  

• Time Off: Paid vacation increasing with years of service. Personal days available. Flexible scheduling emphasized as company benefit.

  
  

• Employee Perks: 10% employee discount on groceries (once per week); free meals on weekends (Friday-Sunday); free H+ membership; Perks+ program with additional discounts on travel, insurance, and more.

  
  

• Additional Benefits: Tax Savings Plan (FSA) for medical and dependent care expenses; Wellness Program with health information and competitions; service recognition gifts; relocation assistance for internal moves.

  
  

• Employee Perspectives - Pros: Employee ownership and profit-sharing; flexible scheduling; 401(k) with match; decent health insurance options; employee discount; opportunity for advancement; friendly coworkers.

  
  

• Employee Perspectives - Cons: Part-time hours may not qualify for full benefits; compensation rated 3.1/5; some report inconsistent management; benefits have been reduced over time according to some reviews.

Frequently Asked Questions

1. Does Hy-Vee hire people with felonies?

   Yes, Hy-Vee hires individuals with felony convictions for certain positions. As a major employer complying with EEOC guidelines, the company cannot have blanket exclusion policies. Best opportunities are in high-volume entry-level positions like Night Stocker, General Clerk, and Courtesy Clerk. Recent theft or violence convictions face the highest barriers due to cash handling and customer safety concerns.

   
   

2. What is the background check process at Hy-Vee?

   Hy-Vee conducts criminal background checks after conditional job offers, governed by FCRA requirements. The check includes criminal history at county and state levels. In Ban the Box states (Illinois, Minnesota), criminal history questions are delayed until later in the hiring process. Drug testing (mouth swab or urine) may be required depending on location and position. The company must provide FCRA notices if adverse action is taken.

   
   

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

   FCRA allows reporting convictions indefinitely, while non-conviction records cannot be reported beyond 7 years for positions under $75,000/year. Hy-Vee emphasizes individualized assessment with focus on recency—older offenses (7-10+ years) typically receive less scrutiny than recent convictions. The nature and relevance of the offense to job duties are key factors in hiring decisions.

   
   

4. What types of convictions make hiring more difficult at Hy-Vee?

   Highest barriers: Recent theft, larceny, embezzlement, fraud (cash/inventory access); violent offenses including assault and weapons charges (customer/employee safety); drug trafficking (especially for pharmacy positions); sexual offenses. Lower barriers: Non-violent property crimes from 7-10+ years ago; simple drug possession (older offenses with treatment completion); DUI for non-driving positions. All decisions use individualized assessment.

   
   

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

   Night Stocker ($13-$16/hr), General Clerk/Stocker ($12-$15/hr), Courtesy Clerk ($11-$14/hr), and Maintenance positions offer the best entry points. These roles have minimal cash handling, back-of-house work, and high turnover creating constant openings. Night Stocker positions have less customer interaction. Once hired, demonstrated reliability opens advancement opportunities.

   
   

6. Does Hy-Vee drug test, and what kind of test do they use?

   Drug testing policies vary by location and position. Many locations use mouth swab/saliva tests, which detect recent drug use (typically 1-3 days). Some locations may use urine tests. Drug testing is commonly conducted after conditional offer. Reports suggest testing practices vary—some locations report no testing while others test all new hires. Management and safety-sensitive positions are more likely to require testing.

   
   

7. When during the hiring process will Hy-Vee ask about criminal history?

   In Illinois (employers with 15+ employees) and Minnesota, criminal history questions are prohibited until prior to interview or after conditional offer. In other states (Iowa, Missouri, Kansas, Nebraska, South Dakota, Wisconsin), Hy-Vee may ask about criminal history on the application or during the interview. Background checks are conducted after conditional offers in all states, giving you opportunity to present qualifications first.

   
   

8. Can someone advance to management at Hy-Vee if they have a felony?

   Yes, advancement is possible. Hy-Vee promotes from within and store directors have autonomy to advance strong performers. Starting in entry-level positions and demonstrating reliability, customer service excellence, and leadership potential opens advancement opportunities. Management positions may face additional scrutiny due to supervisory responsibility and asset access, but established track record within the company is a significant advantage.

   
   

9. How long does the hiring and background check process take at Hy-Vee?

   The process can be quite fast—some candidates are hired on the spot after successful interviews and given drug tests immediately. From application to interview typically takes a few days to 2 weeks depending on store needs. Background checks usually complete within 1-5 business days. Saliva drug test results are often available within minutes. Total time from application to start date can be as short as one week for urgent hiring needs.

   
   

10. What can applicants do to improve their chances of getting hired at Hy-Vee?

    (1) Target entry-level positions (Night Stocker, Clerk, Courtesy Clerk);

    (2) Apply to multiple locations, especially in Ban the Box states (Illinois, Minnesota); (3) Be completely honest about criminal history when asked;

    (4) Prepare rehabilitation documentation and narrative;

    (5) Emphasize customer service skills and reliable attendance;

    (6) Be flexible on hours including nights, weekends, holidays;

    (7) Obtain food handler certification before applying;

    (8) Highlight any retail or food service experience;

    (9) Research specific store needs before interviewing;

    (10) Dress professionally and arrive on time for interviews.

Alternative Second Chance Employers

If Hy-Vee doesn't work out, consider these employers in the Midwest grocery and retail sector:

Conclusion

Hy-Vee offers genuine second chance opportunities for individuals with criminal records, particularly in high-volume entry-level positions like Stocker, Clerk, and Courtesy roles. As an employee-owned company with over 75,000 employees across 550+ locations in nine Midwestern states, Hy-Vee's constant staffing needs create ongoing opportunities for motivated applicants willing to demonstrate reliability and customer service commitment.

The employee-ownership structure distinguishes Hy-Vee from many retail competitors, providing workers with profit-sharing and 401(k) benefits that give them a stake in the company's success. For second chance applicants, this creates an environment where proving yourself through reliable performance can lead to genuine advancement opportunities. Illinois and Minnesota locations offer additional advantages through Ban the Box protections that delay criminal history inquiries.

The grocery retail industry provides consistent employment regardless of economic conditions—people always need food. For individuals rebuilding their lives after incarceration, this stability can be transformational. Starting as a Night Stocker or Courtesy Clerk and advancing through demonstrated performance creates a pathway to sustainable employment with benefits that many entry-level positions don't offer.

Key Success Factors: Target entry-level positions with minimal cash handling; apply to Illinois or Minnesota locations for Ban the Box protection; be completely honest about criminal history; prepare rehabilitation documentation; emphasize customer service skills and flexibility; demonstrate reliable attendance and positive attitude.

Biggest Barriers: Recent theft, fraud, or embezzlement convictions (cash handling concerns); violent offenses (customer/employee safety); drug-related convictions for pharmacy positions. Older non-violent offenses with documented rehabilitation have significantly lower barriers.

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 Hy-Vee.

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.hy-vee.com/corporate/careers/