Quick Answer

Yes, King Soopers (a division of The Kroger Co.) is a recognized second-chance employer that actively considers candidates with felony convictions. Approximately 10-15% of Kroger's 450,000+ nationwide employees have prior felony convictions, demonstrating the company's genuine commitment to fair chance hiring. As Colorado's largest full-service grocery chain with over 22,000 employees across approximately 125 stores in 37+ cities, King Soopers operates throughout Colorado and one location in Cheyenne, Wyoming. Employment decisions are conditional upon passing a background check and are subject to Fair Chance Hiring principles and EEOC guidelines requiring individualized assessment.

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. Under Colorado's Chance to Compete Act (Ban-the-Box), employers cannot ask about criminal history on initial applications and must delay such inquiries until after the first interview or conditional job offer.

The greatest barriers are created by felonies related to theft, shoplifting, and fraud (directly relevant to retail cash handling and merchandise), violent crimes (customer and employee safety concerns), and sexual offenses (typically permanent bar). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Entry-level positions like Night Stocker ($16-$20/hr), Courtesy Clerk ($15-$17/hr), and Cart Attendant ($15-$17/hr) offer the best opportunities for applicants with non-violent, older, or non-retail-related convictions. Many King Soopers stores are unionized through UFCW Local 7, providing additional job protections after the probationary period.

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: Retail positions require standing for extended periods, lifting up to 25-50 lbs depending on role, and ability to work in refrigerated areas for some positions.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test. King Soopers typically uses a mouth swab (oral fluid) test administered after conditional offer. Random testing may apply for some positions.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked (after initial application under Colorado law). 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.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. King Soopers operates primarily in Colorado, which has strong Fair Chance protections under the Chance to Compete Act. The company must also comply with federal EEOC guidelines nationwide. These protections significantly benefit applicants with criminal records by delaying criminal history inquiries and requiring individualized assessment.

EEOC Guidelines

The Equal Employment Opportunity Commission advises employers not to automatically refuse to consider an applicant because of a criminal record. Employers must conduct an individualized assessment considering the Green Factors:

(1) Nature and gravity of the offense;

(2) Time elapsed since the offense and/or completion of sentence;

(3) Nature of the job sought and its relationship to the offense. Blanket policies excluding all felons are prohibited and may constitute illegal discrimination.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, King Soopers must comply with the Fair Credit Reporting Act (FCRA) adverse action procedures:

(1) Obtain written consent before conducting background check;

(2) Provide pre-adverse action notice with a copy of the report and summary of FCRA rights before final decision;

(3) Allow reasonable time to dispute inaccuracies;

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

State-Specific Considerations

Colorado has strong Fair Chance protections under the Colorado Chance to Compete Act (Ban-the-Box), effective since September 2019 for employers with 11+ employees and September 2021 for all employers. The law prohibits criminal history questions on initial applications, bars employers from advertising that people with criminal histories cannot apply, and requires delayed inquiry until after first interview or conditional offer. Colorado's 7-year lookback rule limits conviction reporting for positions paying under approximately $75,000. Colorado's Clean Slate Act automatically seals many older records—civil infractions after 4 years, petty offenses after 3 years, and many misdemeanors after 7 years.

Retail Industry-Specific Considerations

The retail grocery industry involves cash handling, customer interaction, and access to merchandise, creating specific considerations for applicants with records. Theft convictions (shoplifting, burglary, robbery) are highly relevant to virtually every grocery store position due to access to cash registers, merchandise, and customer property. Fraud and forgery indicate dishonesty concerns directly relevant to retail operations. Pharmacy positions require state licensing and involve controlled substances, creating the highest barriers. Positions like Night Stocker with minimal cash handling present lower barriers than Cashier roles.

Company Overview

King Soopers is Colorado's largest full-service retail grocery chain, operating approximately 125 stores throughout Colorado and one location in Cheyenne, Wyoming. The company is a division of The Kroger Co., one of the largest grocery retailers in the United States with over 2,700 stores nationwide and 450,000+ employees. Founded in 1947 by Lloyd J. King in Arvada, Colorado, King Soopers merged with Dillon Companies in 1957 and became part of The Kroger Company in 1983. The name "King Soopers" was derived from Lloyd King's family name and an alternate spelling of "super" from Archie comics that his son read. The company maintains strong roots in Colorado communities while benefiting from Kroger's corporate resources.

King Soopers employs approximately 22,000+ associates across its Colorado and Wyoming locations, including traditional supermarkets, larger-format Marketplace stores (approximately 122,000 square feet compared to traditional 65,000 square feet), fuel centers, and pharmacies. Many stores are unionized through UFCW Local 7, which represents about 12,000 Kroger employees in Colorado and Wyoming. The union provides additional job protections, fair pay scales, and representation after the probationary period (typically 90 days). Recent contract negotiations in 2025 have focused on staffing levels, wages to meet Colorado's cost of living, and healthcare benefits.

Kroger has publicly committed to second-chance hiring initiatives, viewing individuals with criminal records as a valuable talent pipeline. The company partners with reentry programs and workforce development organizations to support fair chance employment and has demonstrated this commitment through its hiring practices nationwide.

Company Fast Facts

• Founded: 1947 (Arvada, Colorado)

• Headquarters: Denver, Colorado

• Employees: 22,000+ (King Soopers/City Market combined)

• Parent Company: The Kroger Co. (Cincinnati, Ohio)

• Locations: ~125 stores across 37+ Colorado cities plus Cheyenne, WY

• Store Types: Traditional supermarkets, Marketplace format, fuel centers, pharmacies

• Union Status: Many stores unionized (UFCW Local 7)

• Core Values: Respect, honesty, integrity, diversity, inclusion, and safety

Hiring Policy Analysis

King Soopers' hiring policy aligns with Kroger's corporate commitment to second-chance employment. The company evaluates candidates with criminal records on a case-by-case basis using the EEOC individualized assessment model, favoring individuals whose convictions are non-violent, not directly related to the specific job function, and are not recent. Under Colorado's Chance to Compete Act, criminal history inquiries must be delayed until after a conditional offer or first interview—the application cannot contain questions about criminal history or state that people with criminal records cannot apply. The company follows EEOC guidelines requiring individualized assessment before any rejection based on criminal history, considering factors such as time elapsed since conviction, nature and gravity of the offense, nature of the job sought, and evidence of rehabilitation. FCRA compliance requires pre-adverse action notice before denial, giving applicants the opportunity to review and dispute background check results before a final decision is made.

Position-Specific Barriers

Barrier levels are determined by cash handling responsibilities, customer interaction, access to sensitive areas (pharmacy), and direct relevance of potential offenses to job duties.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company job postings for 2024-2025. Actual compensation varies by location, experience, and union contract. Colorado minimum wage influences base rates.

Career Path Examples

King Soopers emphasizes internal promotion with many managers starting in entry-level positions. Union contracts often include provisions about fair promotion practices. Demonstrated reliability and customer service skills drive advancement.

Store Operations Track: Courtesy Clerk ($15-$17/hr) → Cashier/Grocery Clerk ($16-$22/hr) → Department Lead ($20-$28/hr) → Assistant Store Manager ($60K-$72K/yr) → Store Manager ($75K-$85K/yr). Advancement typically requires 2-4 years of consistent performance.

Department Track: Deli/Bakery Clerk ($16-$20/hr) → Department Lead ($20-$28/hr) → Department Manager ($45K-$55K/yr). Specialized skills in food preparation and safety valued.

Warehouse/Distribution Track: Order Selector ($24-$25/hr base + incentives up to $36/hr) → Lead Selector ($28-$32/hr) → Supervisor ($50K-$65K/yr). Physical demands but higher starting pay than store positions.

Background Check Process

Understanding King Soopers' background check process helps you prepare for what to expect and exercise your rights effectively. Under Colorado's Chance to Compete Act, criminal history cannot be asked on the initial application—this gives applicants the opportunity to be evaluated on qualifications first before any criminal history discussion. Background checks are conducted through a third-party Consumer Reporting Agency after a conditional offer is extended, ensuring compliance with both Colorado state law and federal Fair Credit Reporting Act requirements.

What They Check: National criminal background check (felonies and misdemeanors) at county, state, and federal levels; identity verification through SSN trace and address history; employment verification for previous positions and dates; drug screening (typically mouth swab after conditional offer); DOT drug testing and driving record for CDL driver positions.

Lookback Period: Colorado limits conviction reporting to 7 years for positions paying under approximately $75,000 annually. Most King Soopers store positions fall under this threshold. Employment verification typically extends 5-7 years. Some serious offenses may have no time limit.

Timeline: The background check process typically takes 2-14 days to complete. Some checks may take as few as 2-3 business days, while processing delays may extend the timeline. Follow up politely with the hiring manager if you haven't heard back after a week. Total hiring process from application to start date averages 1-3 weeks.

Process Flow: Application submitted (no criminal history questions) → Phone screening → Interview conducted → 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 and training.

Disqualifying Factors

High Risk for Disqualification: Recent (within 5-7 years) felony convictions for theft, shoplifting, fraud, embezzlement, or burglary; recent felony convictions for violent crimes or weapons charges; sexual offenses (typically permanent bar); forgery or identity theft (indicates dishonesty); convictions denying state-required professional license (pharmacy); lying or omitting criminal history when asked; failed drug screening.

Lower Risk (Case-by-Case): Non-violent drug-related felonies (especially 7+ years old); older, non-violent property crimes (7+ years old); simple assault (7+ years old); DUI/traffic infractions (unless applying for CDL driver position); misdemeanors not involving theft or violence. All subject to individualized assessment considering rehabilitation evidence.

Your Rights as Applicant

• FCRA Protections: Employer must obtain written consent before background check. If denial is based on results, you must receive copy of report and statement of rights before final decision.

  
  

• Pre-Adverse Action Notice: Before a final decision, you must receive notice with a copy of the report and summary of your rights. Reasonable time to respond and dispute inaccuracies.

  
  

• EEOC Protection: You have the right to an individualized assessment. Blanket policies rejecting all felons may constitute illegal discrimination.

  
  

• Colorado Chance to Compete Act: Cannot be asked about criminal history on initial application. File complaint with Colorado Department of Labor if violated. Penalties up to $25,000 for subsequent violations.

  
  

• Dispute Rights: You can challenge inaccurate information on your background report before final hiring decision. Check your own records beforehand.

Application Strategy

1. Target Entry-Level Non-Cash-Handling Positions: Focus on Night Stocker, Courtesy Clerk, or Cart Attendant positions which have the lowest barriers and highest volume hiring needs. Avoid Cashier, management, or pharmacy roles until you have stable work history with the company.

   
   

2. Apply Through Official Channels: Submit your application through jobs.kroger.com or apply in person at your local King Soopers. Colorado law prohibits criminal history questions on the initial application, so focus on highlighting your qualifications.

   
   

3. Prepare for the Interview: Focus on attributes valued in retail: customer service orientation, reliability, punctuality, flexibility, and strong work ethic. Criminal history questions may come after the interview or with the conditional offer.

   
   

4. Be Completely Honest When Asked: When asked about criminal history (post-offer), provide a clear, concise, honest explanation. Focus on rehabilitation steps you've taken. Dishonesty is an automatic disqualifier.

   
   

5. Prepare Your Narrative: Have a brief explanation ready: acknowledge the offense without making excuses, describe what you learned, 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: completion of treatment programs, educational certificates, vocational training, stable housing, employment history, community involvement, and references.

   
   

7. Check Expungement/Sealing Eligibility: Under Colorado's Clean Slate Act, many older records are automatically sealed. Check if your convictions qualify. Sealed records should not appear on background checks and you generally don't need to disclose them.

   
   

8. Consider the Distribution Center: Kroger's Denver distribution center hires Order Selectors at $24-$25/hr with potential to earn up to $36/hr with incentives. Warehouse roles may have different hiring criteria than customer-facing store positions.

Tips for Applicants with Records

1. Leverage Reentry Programs: Kroger partners with second-chance workforce programs. Seek referrals or recommendations from local reentry organizations—this demonstrates commitment to rehabilitation and provides additional credibility.

   
   

2. Run Your Own Background Check First: Order your own criminal background report ($5 from Colorado Bureau of Investigation) before applying. Know what employers will see and correct any errors in advance.

   
   

3. Start with Night Shift: Night Stocker positions often have the most openings and least scrutiny due to minimal cash handling and customer interaction. Once hired, you can transfer to other roles after proving reliability.

   
   

4. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and any consistent work history—even informal work shows you can be counted on. Retail employers especially value dependability.

   
   

5. Union Protection: Many King Soopers stores are unionized (UFCW Local 7). After completing the probationary period (typically 90 days), union membership provides additional job protections, fair treatment provisions, and representation if disputes arise.

   
   

6. Be Flexible on Hours: Willingness to work nights, weekends, and holidays significantly increases your chances of being hired. Many positions offer shift differentials for less desirable hours.

   
   

7. Don't Give Up After One Store: Individual store managers have some hiring discretion. If rejected at one location, apply to others—hiring practices and staffing needs vary by store.

   
   

8. Pass the Drug Test: Mouth swab drug tests typically detect recent use (48-72 hours). Ensure you're clean before the conditional offer stage. If you have substance issues, address them completely before applying.

Benefits Overview

King Soopers offers competitive benefits through Kroger's corporate package. Benefits eligibility varies by hours worked and length of service. Union members may have access to additional pension benefits through UFCW Local 7 contracts.

Compensation: Base pay $14-$25/hr depending on position. Union contracts ensure fair pay scales with regular increases. 68% of employees report receiving overtime pay when available. Kroger invested $450 million in wage increases, bringing average hourly wage to $16+.

401(k) and Retirement: 401(k) retirement plan with company match for eligible employees. Union pension plan available for eligible UFCW members.

Health Benefits: Comprehensive medical, dental, and vision plans available for eligible employees. Coverage based on hours worked and length of service.

Time Off: Vacation days and sick pay based on eligibility and length of service. Paid holidays for eligible employees.

Additional Benefits: Up to $21,000 in tuition reimbursement through Kroger's Continuing Education program. Employee discounts on household items and Kroger brands. Employee Assistance Program (EAP) including counseling. Financial tools and coaching through Goldman Sachs Ayco.

Employee Perspectives

Pros: Recognized pathway for second-chance employment; strong potential for career advancement; competitive benefits; union protections at many stores; stable work environment; tuition reimbursement.

Cons: High scrutiny for theft/fraud convictions; work can be physically demanding; scheduling may be unpredictable for new hires; some positions have limited hours initially; pay progression may feel slow.

Frequently Asked Questions

1. Does King Soopers hire people with felonies?

   Yes, King Soopers is a recognized second-chance employer. As a division of Kroger—one of the largest grocery retailers committed to fair chance hiring—King Soopers considers applicants with felonies on a case-by-case basis using individualized assessment. Approximately 10-15% of Kroger's nationwide employees have prior felony convictions. Entry-level positions like Night Stocker ($16-$20/hr) and Courtesy Clerk ($15-$17/hr) offer the best opportunities for those with non-violent, non-theft, older convictions. The company must follow EEOC guidelines and Colorado's Chance to Compete Act.

   
   

2. What is the background check process at King Soopers?

   King Soopers conducts national criminal background checks through a third-party Consumer Reporting Agency after a conditional offer. Under Colorado's Chance to Compete Act, criminal history cannot be asked on the initial application. You must provide written consent before the check. Results are reviewed using individualized assessment considering the Green Factors before any denial decision.

   
   

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

   In Colorado, the background check typically covers 7 years for convictions for positions paying under approximately $75,000. Most King Soopers store positions fall under this threshold. For non-conviction adverse information (arrests, dismissed cases), the FCRA limits reporting to 7 years. Some serious offenses may have no time limit regardless of salary.

   
   

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

   Highest difficulty: Recent (5-7 years) theft, shoplifting, fraud, embezzlement, burglary, violent crimes, weapons charges, and sexual offenses face near-automatic disqualification due to direct job relevance. Moderate difficulty: Forgery, identity theft, and dishonesty-related offenses. Lower difficulty: Non-violent drug offenses over 7 years old, older property crimes, DUI (unless applying for driver positions).

   
   

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

   Night Stocker ($16-$20/hr) offers overnight shifts with minimal cash handling and customer interaction—this is often considered the best entry point for applicants with records. Courtesy Clerk ($15-$17/hr) involves bagging groceries and cart retrieval with limited cash handling. Cart Attendant ($15-$17/hr) is outdoor work collecting carts with minimal customer contact. For those seeking higher pay, the Kroger distribution center in Aurora hires Warehouse Order Selectors at $24-$25/hr base with incentive pay allowing earnings up to $36/hr. Warehouse positions may have different hiring criteria than customer-facing store roles and involve physical work including lifting.

   
   

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

   Yes, King Soopers conducts pre-employment drug testing after a conditional job offer. The company typically uses a mouth swab (oral fluid) drug test, which detects recent drug use (typically within 48-72 hours). Some management positions may require urine testing. CDL driver positions require DOT drug testing. Random testing may apply for some positions.

   
   

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

   Under Colorado's Chance to Compete Act, King Soopers cannot ask about criminal history on the initial application. The question typically comes after the first interview or with a conditional job offer. Be prepared to answer honestly when asked. Some applicants find that proactively addressing their background during the interview (when allowed) helps them control the narrative.

   
   

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

   Yes. Many King Soopers supervisors and managers have felony convictions in their past. Once hired and proving yourself through reliable, hard work, your criminal background becomes much less relevant for advancement. Union contracts often include provisions about fair promotion practices. Promotion timelines of 2-4 years to management are realistic for consistent performers.

   
   

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

   From application to start date, the process typically takes 1-3 weeks. The background check itself takes 2-14 days—some checks complete in just a few business days while processing delays may extend the timeline. If you haven't heard back after a week, politely follow up with the hiring manager.

   
   

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

    Target entry-level, non-cash-handling positions first (Night Stocker, Courtesy Clerk). Be completely honest about your record when asked. Prepare a concise narrative about your conviction and rehabilitation. Run your own background check first to identify and correct errors. Check if your records qualify for sealing under Colorado's Clean Slate Act. Be flexible on hours and locations. Consider the distribution center for higher pay. Leverage reentry program referrals. Don't give up after one rejection apply to multiple stores.

Alternative Second Chance Employers

If King Soopers doesn't work out, consider these employers known for fair chance hiring practices in Colorado's grocery and retail sector:

Conclusion

King Soopers stands out as one of Colorado's most accessible employers for people with criminal records. As part of Kroger's corporate commitment to second-chance hiring—with approximately 10-15% of their nationwide workforce having prior felony convictions—combined with Colorado's progressive fair chance laws including the Chance to Compete Act and 7-year lookback limitations, qualified individuals have genuine opportunities to rebuild their careers in retail grocery. The company's presence across 125 locations in Colorado means multiple opportunities exist even if one store doesn't work out.

Key Success Factors: Focus on entry-level, non-cash-handling positions initially such as Night Stocker, Courtesy Clerk, or Cart Attendant. Be completely honest when asked about your background—dishonesty is an automatic disqualifier. Demonstrate rehabilitation through stable employment history, education, and positive references. Leverage Colorado's 7-year lookback protection for older convictions and check if your records qualify for automatic sealing under the Clean Slate Act. Consider the Aurora distribution center for higher-paying warehouse positions starting at $24-$25/hr with incentives up to $36/hr.

Biggest Barriers: Recent theft, fraud, shoplifting, or violent convictions (within 5-7 years) will face the highest scrutiny due to direct relevance to retail operations involving cash handling, merchandise access, and customer safety. If your record includes these offenses from the past 5-7 years, consider starting in non-cash-handling roles like Night Stocker or exploring warehouse/distribution opportunities where different hiring criteria may apply.

With union protections after the 90-day probationary period through UFCW Local 7, competitive benefits including healthcare and retirement plans, up to $21,000 in tuition reimbursement through Kroger's Continuing Education program, and clear advancement paths from entry-level Courtesy Clerk to Store Manager, King Soopers offers not just a job, but a genuine career opportunity for those willing to demonstrate reliability, customer service skills, and commitment to personal growth.

Disclaimer

This guide provides general information and should not be considered legal advice. Hiring policies vary by position, location, store management discretion, 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 King Soopers.

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://jobs.kroger.com