Quick Answer

Yes, Penske Truck Leasing hires individuals with felony convictions on a case-by-case basis. The company's official policy states that a criminal record will not automatically render an applicant ineligible for employment, with final decisions made by management in consultation with Human Resources and the Legal department. As a leading global transportation services provider operating approximately 433,000 vehicles from nearly 1,000 service locations and over 2,400 truck rental locations across North America, Penske maintains consistent hiring needs.

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. Penske's approach aligns with EEOC guidelines, evaluating the nature and severity of the offense, time elapsed, relevance to the position, and evidence of rehabilitation.

The greatest barriers are created by felonies related to motor vehicle offenses (federal CDL disqualification for felonies committed using a CMV), DUI or vehicular crimes (insurance carriers often won't cover drivers with DUI within 7-10 years), and theft, fraud, or drug distribution (heightened scrutiny for positions involving inventory or financial access). Non-violent offenses unrelated to job duties that occurred more than 5-7 years ago are generally easier to mitigate.

The best entry points are non-DOT positions such as Fleet Maintenance Fueler/Washer ($17-21/hr), Warehouse Worker ($18-22/hr), and Forklift Operator ($20-25/hr). These roles face standard background checks without federal transportation safety regulations, offering the most accessible opportunities for applicants with criminal histories.

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. Meeting these baseline qualifications positions you for consideration through the individualized assessment process.

For All Positions:

• Age Requirement: Must be at least 18 years old (21 for interstate CDL driving positions).

  
  

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

  
  

• Drug Screen: Must pass pre-employment drug screening. DOT positions require the federally mandated 5-panel test (THC, cocaine, amphetamines, opiates, PCP). Marijuana is disqualifying regardless of state legalization.

  
  

• Background Investigation: Must be willing to submit to background investigation after conditional offer.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record. Dishonesty is an immediate, permanent disqualifier.

For CDL Driving Positions:

• Valid CDL: Must hold valid Commercial Driver's License (Class A or B as required) with current DOT medical certification card.

  
  

• Clean MVR: Must have clean Motor Vehicle Record for past 3-5 years with two or fewer moving violations or accidents.

  
  

• Driving Experience: One year of documented tractor-trailer experience in the last 3 years, or 2 years in the last 5 years.

  
  

• Clearinghouse Consent: Must consent to FMCSA Drug and Alcohol Clearinghouse query.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Penske operates in all 50 states, and many jurisdictions have fair chance hiring laws providing additional protections. The commercial transportation industry operates under extensive FMCSA regulation that creates unique barriers for DOT-regulated positions.

EEOC Guidelines

The Equal Employment Opportunity Commission provides guidance on criminal records in employment decisions. Under Title VII, employers cannot use criminal history in a way that discriminates against protected classes. The EEOC recommends individualized assessments 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. Penske's case-by-case evaluation approach aligns with these EEOC recommendations.

FCRA Requirements

The Fair Credit Reporting Act (FCRA) governs how employers obtain and use background check information. Employers must provide written disclosure and obtain authorization before running checks. If taking adverse action, employers must provide pre-adverse action notice with a copy of the report and summary of rights. Following final adverse action, employers must provide notice with consumer reporting agency information. At Penske, background checks are initiated only after a conditional job offer is extended.

State-Specific Considerations

Penske operates in all 50 states, and many jurisdictions have fair chance hiring laws providing additional protections. California's Fair Chance Act prohibits asking about criminal history before a conditional offer. Pennsylvania, where Penske is headquartered, has ban-the-box requirements for public employment. New York's Article 23-A requires employers to consider rehabilitation evidence. Illinois, New Jersey, and other states have similar laws. Applicants should research laws in their jurisdiction for additional rights.

Transportation Industry-Specific Considerations

The commercial transportation industry operates under extensive FMCSA regulation. FMCSA regulations do not categorically prohibit felons from holding CDLs, but specific felonies committed using a motor vehicle result in mandatory disqualification periods. Using a commercial motor vehicle in commission of a felony results in lifetime disqualification. Operating under the influence carries a one-year disqualification for first offense. Importantly, non-vehicle-related felonies do not automatically disqualify drivers under federal regulations.

The FMCSA Drug and Alcohol Clearinghouse, launched in January 2020, is a secure database providing real-time access to CDL driver drug and alcohol violation information. Employers must query the Clearinghouse before hiring drivers and at least annually thereafter. Drivers with violations must complete the return-to-duty process before performing safety-sensitive functions. Marijuana remains federally prohibited for CDL holders regardless of state legalization.

Company Overview

Penske Truck Leasing Co., L.P. is a global transportation services provider headquartered in Reading, Pennsylvania. Founded in 1969, it is a partnership of Penske Corporation, Penske Automotive Group, and Mitsui & Co., Ltd., providing substantial financial backing and operational stability. The company provides full-service commercial truck leasing, fleet maintenance, truck rental through over 2,400 locations, and logistics services across North America, South America, Europe, and Asia through Penske Logistics.

With approximately 433,000 vehicles and nearly 1,000 service locations, Penske creates demand for diesel technicians, maintenance coordinators, and customer service representatives. The warehouse and logistics network requires warehouse workers, forklift operators, and logistics coordinators. The company is recognized as a Military-Friendly Employer and maintains partnerships with technical schools including Universal Technical Institute for workforce development.

Company Fast Facts

• Founded: 1969

• Headquarters: Reading, Pennsylvania

• Employees: 10,000+ (Penske Truck Leasing); 73,000+ (Penske Corporation overall)

• Vehicles: Approximately 433,000

• Service Locations: Nearly 1,000 maintenance facilities

• Rental Locations: Over 2,400 across North America

• Ownership: Partnership (Penske Corp, Penske Automotive, Mitsui & Co.)

• Recognition: Military-Friendly Employer; Top Women in Transportation 2024

Hiring Policy Analysis

Penske's official hiring policy states that a criminal record will not automatically render an applicant ineligible for employment. The company conducts individualized assessments with final decisions made by management in consultation with Human Resources and Legal departments. A former Penske Logistics recruiter confirmed the company examines each case individually, considering the nature and severity of the offense, time elapsed since conviction or release, relevance to the position sought, evidence of rehabilitation and personal growth, and the applicant's overall employment history and professional qualifications.

Position-Specific Barriers

Barrier levels are determined by DOT regulation requirements, insurance carrier standards, and job-specific access to inventory, financial systems, or safety-sensitive functions.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company job postings. Actual compensation varies by location, shift, experience, and market conditions. Penske had approximately 1,280 open positions as of late 2025.

Career Path Examples

Warehouse to Logistics Management: Entry as Warehouse Worker at $18-22/hr provides exposure to logistics operations. Advancement to Lead Warehouse Worker, then Warehouse Supervisor ($50K-65K/yr), with potential progression to Operations Manager ($100K+). This path allows time for older convictions to age while building internal credibility.

Fueler/Washer to Service Technician: Starting as Fleet Maintenance Fueler/Washer at $17-21/hr allows mechanical exposure without certifications. Penske offers training opportunities and UTI partnerships. Advancement to Diesel Technician roles earning $25-42/hr becomes achievable with certifications and demonstrated aptitude.

Management Trainee Program: Sales and Operations Management Trainee program provides accelerated career path. Starting salaries $50K-65K with structured professional development. Rotations through rental, service, and customer relations. Successful completion leads to branch management ($100K+). Typically requires bachelor's degree with stricter background screening.

Background Check Process

Penske conducts comprehensive background investigations after extending a conditional job offer, complying with ban-the-box requirements. The screening typically takes one to three weeks.

What They Check: Criminal history (county, state, federal levels); employment verification; education confirmation. Driving positions add Motor Vehicle Record review (3-5 years), FMCSA Clearinghouse queries, and Safety Performance History Records Request from prior employers.

Lookback Period: For criminal history, many states limit reporting to seven years for positions under certain salary thresholds. For MVR at DOT positions, FMCSA mandates 3-year driving history review in every state where you held a license. Insurance carriers often review major violations (DUI) for 5-7 years. The Clearinghouse maintains drug and alcohol violations for five years.

Timeline: Total hiring process typically takes 2-4 weeks from application to start date. Interview process can be completed within 1-2 weeks, followed by 1-3 weeks for background check. DOT positions may take longer due to Clearinghouse queries and Safety Performance History Records.

Disqualifying Factors

High Risk (Likely Disqualifying): Any felony committed using a commercial motor vehicle (lifetime CDL disqualification); felony DUI or vehicular offenses within past 7-10 years for driving positions; recent violent felonies particularly involving assault or weapons; theft, burglary, or fraud within past 5-7 years for inventory/financial positions; drug trafficking or distribution; human trafficking (lifetime Hazmat disqualification); active FMCSA Clearinghouse violations.

Moderate Concern (Case-by-Case): Non-violent drug possession more than 5 years old; property crimes unrelated to job more than 7 years old; white-collar offenses for non-financial positions; older felonies with documented rehabilitation.

Generally Not Disqualifying: Minor traffic violations; non-violent misdemeanors more than 3-5 years old; expunged, sealed, or pardoned convictions (where legally required); arrests without conviction.

Your Rights as Applicant

FCRA Protections: You must receive written notice of background checks and provide authorization. If adverse action is being considered, you must receive pre-adverse action notice with a copy of the report and your rights summary. You can review and dispute inaccuracies before final action.

State Protections: California requires specific written denial notice. New York requires consideration of Article 23-A factors. Pennsylvania limits consideration to job-related convictions. Research your state's specific fair chance hiring laws.

Application Strategy

1. Target Appropriate Positions: Focus initial applications on non-DOT positions such as warehouse worker, fueler/washer, or utility worker roles. These face fewer regulatory barriers and allow you to establish a positive track record. If your record includes driving-related offenses, prioritize maintenance or warehouse positions over CDL roles until sufficient time has passed.

   
   

2. Clean Your Motor Vehicle Record: If pursuing driving positions, ensure your MVR is spotless for past 3-5 years. Address outstanding tickets, complete defensive driving courses, and avoid violations during application. Your MVR is often more determinative than criminal history for driving positions due to insurance requirements.

   
   

3. Prepare Your Narrative: Develop a concise, honest explanation of your criminal history emphasizing what you've learned and how you've changed. Focus on concrete rehabilitation evidence—completed programs, stable employment, community involvement, educational achievements. Practice delivering professionally without excuses.

   
   

4. Apply Online and Follow Up: Submit applications through penske.jobs. Consider visiting the local facility during business hours to express interest and make personal connections. Bring copies of resume, relevant certifications, and rehabilitation documentation.

   
   

5. Highlight Transferable Skills: Emphasize mechanical aptitude, forklift certifications, warehouse experience, or customer service skills. If you have military experience, highlight it prominently—Penske is a Military-Friendly Employer. ASE credentials for technician roles significantly strengthen applications.

   
   

6. Consider Staffing Agencies: Penske sometimes uses staffing agencies for warehouse and logistics positions. These temporary-to-permanent opportunities provide a path to demonstrate value before formal hiring with full background requirements.

   
   

7. Gather Documentation: Obtain copies of your criminal record, completion certificates for programs, letters of recommendation, and any certificates of rehabilitation. Having documentation ready demonstrates preparation and commitment.

   
   

8. Research Local Laws: Understand your rights under state and local fair chance hiring laws. Knowing these protections helps ensure you receive the individualized assessment required by law.

Tips for Applicants with Records

1. Be Completely Honest: Never attempt to hide or misrepresent your criminal history. Penske conducts thorough background checks, and dishonesty is an immediate, permanent disqualification. Employers are more likely to give opportunities to candidates demonstrating integrity.

   
   

2. Avoid Marijuana Completely: Regardless of state legalization, marijuana remains federally prohibited and is tested for in DOT drug screens. A positive test results in Clearinghouse reporting and disqualification from safety-sensitive positions for at least one year. CBD products can also cause positive tests.

   
   

3. Build Stable Employment History: If possible, establish a period of stable employment before applying. Even work in unrelated fields demonstrates reliability and ability to maintain commitments.

   
   

4. Leverage the Scale of Operations: Penske has nearly 1,000 service locations and 2,400 rental locations. Don't be discouraged by individual rejections—apply to multiple locations to maximize opportunities.

   
   

5. Start Entry-Level, Advance Within: Many successful careers begin in entry-level positions. Prove reliability, then leverage internal advancement. The dual retirement program (401k match plus pension) makes long-term employment attractive.

   
   

6. Get Certifications: Forklift certification, ASE credentials, or industry-specific training differentiate you from other applicants and demonstrate commitment to professional development.

   
   

7. Utilize Military Connections: If you're a veteran, Penske is recognized as a Military-Friendly Employer. Veterans represent approximately 9% of all Penske new hires. Leverage military experience and veteran hiring programs.

   
   

8. Be Patient with CDL Positions: If your goal is driving, consider starting in non-DOT roles to establish yourself with the company. As time passes since convictions and you build a clean internal record, driving opportunities may become more accessible.

Benefits Overview

Penske offers a comprehensive benefits package consistently cited as a company strength. The overall compensation and benefits package is rated 3.5/5 stars by employees on Glassdoor.

Healthcare: Medical, prescription, dental, vision, and hearing coverage with multiple plan options. Mental health support includes no-cost counseling and coaching. Telemedicine and at-home wellness programs available.

Retirement (Notable): 401(k) with company matching, typically 100% up to 4% and 50% of the next 2%. Many districts also offer a cash balance pension where the company contributes approximately 4% at no employee cost. This dual retirement approach is increasingly rare in transportation.

Time Off: 15 vacation days plus 6 PTO days in the first year. Paid holidays. Unused sick days paid out at year end.

Additional Benefits: Company-provided life insurance; disability options; FSA and HSA accounts; associate discounts; weekly paychecks; retention, referral, and safety bonuses available.

Employee Perspectives

Pros: Good management; good equipment; good pay; advancement opportunities; military-friendly; comprehensive benefits; weekly pay.

Cons: Schedule changes; micromanagement in some locations; limited growth opportunities at some branches; busy workload.

Frequently Asked Questions

1. Does Penske Truck Leasing hire people with felonies?

   Yes, Penske hires individuals with felony convictions on a case-by-case basis. The company's official policy states that a criminal record will not automatically disqualify an applicant. Final decisions are made by management in consultation with HR and Legal, considering the nature of the offense, time elapsed, relevance to the position, and rehabilitation evidence. Non-DOT positions such as warehouse work and fleet maintenance fueler/washer roles are generally more accessible than CDL driving positions.

   
   

2. What is the background check process at Penske Truck Leasing?

   After receiving a conditional job offer, you complete authorization forms for the background investigation. Screening includes criminal history verification, employment verification, and education confirmation. Driving positions also include Motor Vehicle Record reviews and FMCSA Clearinghouse queries. The process typically takes 1-3 weeks. You will be notified if adverse action is being considered and will receive a copy of the report with an opportunity to dispute inaccuracies.

   
   

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

   The lookback period varies by position and jurisdiction. For criminal history, many states limit reporting to seven years for positions under certain salary thresholds. For Motor Vehicle Records at DOT-regulated positions, FMCSA mandates review of driving history for the past three years in every state where you held a license. However, Penske and insurance carriers often review major violations such as DUI for 5-7 years. The FMCSA Clearinghouse maintains drug and alcohol violations for five years.

   
   

4. What types of convictions make hiring more difficult at Penske Truck Leasing?

   Felonies committed using a motor vehicle are most problematic, often resulting in federal CDL disqualification. Recent DUI or vehicular offenses significantly impact driving positions due to insurance requirements. For all positions, recent violent felonies, theft or fraud convictions for positions involving inventory or financial access, and drug distribution convictions face heightened scrutiny. Non-violent offenses unrelated to job duties that occurred more than 5-7 years ago are generally easier to mitigate.

   
   

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

   Fleet Maintenance Fueler/Washer is often the most accessible entry point as it is non-DOT regulated and requires no specialized certifications, paying $17-21/hr. Warehouse Worker, Dock Associate, and Forklift Operator positions also offer high accessibility with competitive pay of $18-25/hr. These roles allow you to demonstrate reliability and potentially advance to higher-paying positions. If you have mechanical aptitude and a clean record, entry-level Diesel Technician positions offer excellent long-term earning potential at $25-33/hr.

   
   

6. Does Penske Truck Leasing drug test, and what kind of test do they use?

   Yes, Penske conducts pre-employment drug testing for all positions. The standard test is a urine-based screening. DOT-regulated positions require the federally mandated 5-panel test for marijuana (THC), cocaine, amphetamines, opiates, and PCP. DOT positions are also subject to random testing, post-accident testing, and reasonable suspicion testing throughout employment. Marijuana use is disqualifying regardless of state legalization because it remains federally prohibited for CDL holders.

   
   

7. When during the hiring process will Penske Truck Leasing ask about criminal history?

   In compliance with ban-the-box laws in applicable jurisdictions, Penske does not ask about criminal history on the initial application. Criminal background checks are initiated only after a conditional job offer is extended. During the interview process, you may discuss your background voluntarily, but you are not required to disclose until the background check authorization stage. Some fair chance jurisdictions provide additional protections regarding when and how employers can inquire.

   
   

8. Can someone advance to management at Penske Truck Leasing if they have a felony?

   Yes, advancement to management is possible for employees with felony backgrounds who demonstrate strong performance, reliability, and leadership capabilities. The key is establishing a positive track record with the company over time. Management positions such as warehouse supervisor or operations supervisor evaluate candidates based on demonstrated competency and performance history. The passage of time, clean employment record with Penske, and evidence of rehabilitation all strengthen advancement opportunities.

   
   

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

   The total hiring process at Penske typically takes 2-4 weeks from application to start date. The interview process can be completed within 1-2 weeks, followed by the background check which generally takes 1-3 weeks. For management trainee positions, the process may extend to 4-6 weeks with multiple interview rounds. DOT positions may take longer due to additional verification requirements including Clearinghouse queries and Safety Performance History Records requests.

   
   

10. What can applicants do to improve their chances of getting hired at Penske Truck Leasing?

    Focus on positions aligned with your background—target warehouse or maintenance support roles if you have driving-related convictions. Ensure your MVR is clean if pursuing any driving position. Obtain relevant certifications such as forklift operation, ASE credentials, or industry-specific training. Prepare a clear, honest explanation emphasizing rehabilitation. Bring documentation of completed programs or certificates of rehabilitation. Follow up professionally after applying and be prepared to discuss your value as an employee rather than just your past.

Alternative Second Chance Employers

If Penske is not the right fit, several other transportation and logistics companies hire applicants with criminal records:

Conclusion

Penske Truck Leasing offers genuine opportunities for individuals with felony convictions, particularly in non-DOT regulated positions such as warehouse operations and fleet maintenance support roles. The company's official policy of conducting case-by-case evaluations, combined with its substantial ongoing hiring needs across approximately 433,000 vehicles and 1,000+ locations nationwide, creates meaningful opportunities for qualified applicants willing to demonstrate their value and commitment to professional growth.

Success in obtaining employment at Penske requires strategic positioning and thorough preparation. Target positions appropriate to your background, maintain a clean record during and after application, and be prepared to demonstrate rehabilitation through documentation and professional presentation. The company's excellent benefits package, including the notable dual retirement program with 401(k) matching and pension contributions, makes Penske an attractive employer worth pursuing for long-term career development.

Key Success Factors: Target non-DOT positions initially; maintain clean MVR for driving roles; complete honesty throughout; document rehabilitation thoroughly; leverage military experience if applicable; obtain relevant certifications; be patient and persistent.

Biggest Barriers: Felonies using commercial motor vehicles (lifetime disqualification); DUI within 7-10 years for driving positions; active Clearinghouse violations; recent theft/fraud for inventory positions; marijuana use regardless of state legalization.

For those seeking CDL driving positions, understand that federal regulations and insurance requirements create additional barriers beyond Penske's company policy. Focus on building a clean driving record, allowing sufficient time to pass since any convictions, and consider starting in non-DOT roles to establish yourself with the company before pursuing driving opportunities. With patience, persistence, and professional preparation, meaningful employment at Penske is achievable for many individuals with criminal histories.

Disclaimer

This guide is provided for informational purposes only and does not constitute legal advice. Hiring policies, pay rates, and requirements may change without notice. Individual outcomes depend on numerous factors including specific criminal history, position requirements, location, and company discretion at time of application. The information presented reflects publicly available data and reported employee experiences but cannot guarantee accuracy or current applicability.

Applicants should verify current requirements directly with Penske and consult with legal professionals regarding their specific circumstances and rights under applicable federal, state, and local laws.

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