Quick Answer

Yes, Safeway (part of Albertsons Companies) is widely recognized as a second-chance employer, hiring individuals with felony convictions for many retail, warehouse, and logistics roles. As one of the largest food and drug retailers in the United States with approximately 285,000 employees across over 2,270 stores in 34 states, Safeway operates under Fair Chance Hiring principles and EEOC guidelines. Employment decisions are conditional upon passing a background check.

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 and fraud (handling cash and inventory), violent offenses (workplace safety concerns), and drug-related convictions (mandatory drug screening). Recent offenses within the past 7 years face the highest scrutiny.

Best entry points include Store Associate, Stock Clerk, Courtesy Clerk, and Warehouse Order Selector positions. Overnight and early morning shifts typically have the highest accessibility. Distribution center roles offer excellent pay ($26-34/hr) with union benefits and pension opportunities.

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: Store positions require standing for extended periods, lifting up to 25-50 pounds. Warehouse positions require lifting up to 75 pounds and operating equipment in cold environments.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test. Safeway typically uses oral swab/saliva testing for store positions. DOT urine testing required for CDL driver positions.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked (after conditional offer in Fair Chance states). Lying is an automatic disqualifier.

  
  

• Work Authorization: Must be legally authorized to work in the United States and able to provide required I-9 documentation. E-Verify is used for all applicants.

  
  

• Minimum Age: Must be at least 16 years old for most store positions; 18 years for positions involving alcohol sales, equipment operation, or warehouse work.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for second chance applicants. Safeway operates in multiple states with varying fair chance hiring laws. California, Washington, and other states where major operations are located have strong fair chance protections. Alaska (Carrs-Safeway) has limited state-level protections but EEOC guidelines apply.

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, Safeway 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 at least five business days to dispute inaccuracies or provide mitigating evidence;

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

State-Specific Considerations

California has strong Fair Chance Act protections. Employers with 5+ employees cannot ask about criminal history until after conditional offer. Seven-year lookback period for most criminal records. Five business days minimum to respond to pre-adverse action notice. Washington is expanding its Fair Chance Act effective July 1, 2026, requiring background checks only after conditional offers for employers with 15+ employees. Seattle already requires legitimate business reason for denials. Alaska (Carrs-Safeway) has no Ban the Box law for private employers but EEOC guidelines apply requiring individualized assessment.

Retail/Grocery-Specific Considerations

The retail grocery industry involves cash handling, inventory management, and customer interaction, which creates specific considerations for applicants with records. Theft and fraud convictions face the highest scrutiny for positions involving cash registers, bookkeeping, or valuable inventory. Pharmacy positions require state licensing and face automatic disqualification for drug distribution or healthcare fraud convictions. CDL Driver positions are regulated by DOT with strict requirements regarding driving offenses, DUI, and drug convictions.

Company Overview

Safeway is a major division of Albertsons Companies, one of the largest food and drug retailers in the United States. Founded in 1915 in American Falls, Idaho, Safeway became a subsidiary of Albertsons Companies following the 2015 merger. The company operates under the Safeway banner primarily in the Western United States, with Carrs-Safeway serving Alaska. Albertsons Companies employs approximately 285,000 associates across more than 2,270 retail stores in 34 states and the District of Columbia.

In December 2024, the proposed $25 billion merger between Kroger and Albertsons was blocked by federal and state judges, keeping Safeway under Albertsons Companies' ownership. The company operates 22 distribution centers and 19 manufacturing facilities. Safeway is unionized in many locations through the United Food and Commercial Workers (UFCW) union, providing additional job protections and benefits for employees.

Company Fast Facts

• Founded: 1915 (American Falls, Idaho)

• Parent Company: Albertsons Companies, Inc. (NYSE: ACI)

• Headquarters: Boise, Idaho (Albertsons corporate)

• Employees: ~285,000 (Albertsons Companies total)

• Stores: 2,270+ stores across 34 states

• Distribution: 22 distribution centers, 19 manufacturing facilities

• Banners: Safeway, Albertsons, Vons, Jewel-Osco, Shaw's, ACME, Tom Thumb, Carrs, and others

• CEO: Susan Morris (effective May 2025)

Hiring Policy Analysis

Safeway, operating under Albertsons Companies, is generally recognized as a felon-friendly employer within the retail grocery industry. The company conducts criminal background checks as part of normal hiring practices, but job applicants' histories are considered on a case-by-case basis. Background checks are conducted after conditional job offers in compliance with Fair Chance laws in California, Washington, and other states. The company must establish a "direct and adverse relationship" or "legitimate business reason" between the criminal conduct and the specific job duties to deny employment.

Position-Specific Barriers

Barrier levels are determined by access to cash and financial systems, customer interaction, inventory value, required licenses, and DOT regulations for transportation roles.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company job postings. Compensation varies by location, union contract, and experience. Higher wages in California and Washington due to state minimum wage laws and union agreements.

Career Path Examples

Safeway emphasizes internal advancement with many store managers starting in entry-level positions. Union representation provides wage progression based on hours worked and seniority. Career advancement is possible for individuals with records who demonstrate reliability and work ethic.

Store Operations Track: Courtesy Clerk ($13-17/hr) → Stock Clerk ($15-19/hr) → Department Clerk ($16-20/hr) → Department Manager ($18-24/hr) → Assistant Store Manager ($45K-60K/yr) → Store Manager ($60K-100K/yr). Advancement requires consistent performance and willingness to take on additional responsibilities.

Distribution Center Track: Warehouse Order Selector ($26-34/hr) → Lead Selector ($28-36/hr) → Warehouse Supervisor ($55K-75K/yr) → Operations Manager ($70K-95K/yr). Union positions with pension eligibility and excellent benefits.

Specialty Department Track: Deli/Bakery Clerk ($16-20/hr) → Lead Clerk ($18-22/hr) → Department Manager ($20-28/hr) → District Specialist ($50K-70K/yr). Food safety certifications enhance advancement opportunities.

Background Check Process

Understanding Safeway's background check process helps you prepare mentally and practically for what to expect. In Fair Chance states like California and Washington, background checks are conducted after conditional offers are extended, giving applicants the opportunity to demonstrate qualifications before 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 verification; E-Verify for work authorization; drug screening (saliva test for most positions, DOT urine test for CDL roles).

Lookback Period: California and Washington limit most criminal record reporting to 7 years. Alaska has no statutory limit. Serious violent felonies and sex offenses may be considered beyond standard lookback periods. Employment verification typically extends 7-10 years.

Timeline: The hiring process averages 1-2 weeks from application to hire based on employee reports. Background checks typically complete within 3-7 business days. Drug test results usually available within 24-48 hours for saliva tests.

Process Flow: Application submitted online → Phone/in-person interview → Conditional offer extended → Background check and drug test authorization signed → Background check conducted → Results reviewed using individualized assessment → Pre-adverse action notice if applicable → Time to respond (5+ business days) → Final hiring decision → Orientation and training.

Disqualifying Factors

High Risk for Disqualification: Theft, burglary, embezzlement, and fraud convictions for positions handling cash or inventory. Drug distribution or possession felonies for pharmacy positions. DUI, vehicular felonies, and drug offenses for CDL driver roles. Violent felonies for customer-facing positions. Sex offenses. Recent convictions within 3 years.

Lower Risk (Case-by-Case): Non-violent drug possession (if drug-free and pass screening), DUI/traffic offenses (for non-driving positions), older convictions (5+ years ago), offenses unrelated to job duties. All subject to individualized assessment considering rehabilitation evidence.

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. At least 5 business days to respond in California.

  
  

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

  
  

• Fair Chance Acts: In California and Washington, employers cannot ask about criminal history until after conditional offer. Automatic exclusion policies are prohibited.

  
  

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

Application Strategy

1. Target High-Volume Positions: Focus on Stock Clerk, Courtesy Clerk, or Night Crew positions. These have the highest labor demand, lowest barriers, and frequent turnover creating consistent openings.

   
   

2. Apply Through Official Channels: Submit applications through safeway.com/careers or albertsons.com/careers. Applications are also accepted on Indeed, LinkedIn, and at in-store kiosks. Apply to multiple locations to maximize opportunities.

   
   

3. Do Not Volunteer History Prematurely: In Fair Chance states, do not discuss or disclose your criminal record until after a conditional job offer has been extended. Let the background check process proceed normally.

   
   

4. Be Completely Honest When Asked: Never lie about your criminal history. Dishonesty is an automatic disqualifier and can result in termination if discovered later. Be brief, truthful, and pivot to your successful track record since.

   
   

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. Keep it concise (30-60 seconds).

   
   

6. Prepare Mitigation Documentation: If your background check triggers a pre-adverse action notice, be ready to provide: expungement/sealing court orders if applicable, rehabilitation certificates, stable employment history, character references, and time calculation since conviction.

   
   

7. Emphasize Customer Service: In interviews, focus on reliability, strong work ethic, commitment to customer service, and willingness to work any shift. These align with company core values.

   
   

8. Follow Up Professionally: After applying, follow up with HR if you don't hear back within 1-2 weeks. If you receive a pre-adverse action notice, respond promptly within the allowed time period with rehabilitation documentation.

Tips for Applicants with Records

1. Retail Grocery Has Constant Hiring Needs: Safeway operates over 900 stores with consistent turnover in entry-level positions. Don't be discouraged by individual rejections—keep applying to multiple stores and locations.

   
   

2. Overnight and Early Morning Shifts Are Most Accessible: Night Crew and early morning stocking positions have the highest accessibility for applicants with records. Less customer interaction and higher labor demand increase hiring flexibility.

   
   

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. Warehouse Positions Offer Excellent Opportunities: Distribution center Order Selector roles pay $26-34/hr with union benefits and pension eligibility. These positions are physically demanding but offer career pathways and long-term stability.

   
   

5. Pass the Drug Test: Safeway typically uses oral swab/saliva testing for store positions. If you have substance issues, address them before applying. Testing typically occurs during or shortly after the interview.

   
   

6. Know Your Local Fair Chance Law: If applying in California, Washington, or other Fair Chance states, understand that the law protects you from blanket exclusion and requires individualized assessment.

   
   

7. Start Entry-Level, Advance Within: Many successful careers at Safeway begin in Courtesy Clerk or Stock Clerk positions. Prove reliability with perfect attendance and strong work ethic to advance to higher-paying roles.

   
   

8. Union Membership Provides Protections: Many Safeway locations are UFCW union shops. Union membership provides additional job protections, wage progression based on hours worked, and grievance procedures.

Benefits Overview

Safeway offers benefits that vary based on position type (union vs. non-union), hours worked, and location. In 2024, Albertsons Companies contributed over $435 million in food and financial support to communities. Benefits are generally available to employees working sufficient hours as defined by union contracts or company policy.

Compensation: Store positions range from $13-23/hr depending on role and location. Distribution center positions range from $26-35/hr. Union contracts provide wage progression based on hours worked. Management positions offer salary plus bonus potential.

Health Benefits: Medical, dental, and vision insurance available for eligible employees. Coverage and eligibility vary by union contract and hours worked. Benefits may begin after waiting period (typically 30-90 days).

Retirement: 401(k) plan through Fidelity NetBenefits with discretionary employer match up to 7% after one year of employment and 1,000+ hours worked. Pension plan available for eligible union distribution center employees.

Time Off: Paid time off accrues based on hours worked for hourly employees. Two weeks PTO after one year for eligible employees. Sick pay available in jurisdictions requiring it. Flexible scheduling varies by store.

Additional Benefits: Employee discount on groceries. Free gym membership at some locations. Tuition reimbursement programs. Employee assistance program. Life insurance options.

Employee Perspectives

Pros: Union benefits in many locations; flexible scheduling for part-time; opportunities for advancement; employee discount; stable employment; benefits even for part-time in union stores.

Cons: Variable weekly schedules; computer-generated scheduling can change weekly; holiday work often required; some stores understaffed; pay progression can be slow; benefits can be expensive.

Frequently Asked Questions

1. Does Safeway hire people with felonies?

   Yes, Safeway hires felons on a case-by-case basis as part of Albertsons Companies' hiring practices. The company conducts individualized assessments considering the nature of the offense, time elapsed, and job relevance. Best opportunities are in Stock Clerk, Courtesy Clerk, and Warehouse Order Selector positions. Theft and fraud convictions face higher scrutiny for cash-handling positions, and pharmacy positions have automatic disqualifications for drug-related felonies.

   
   

2. What is the background check process at Safeway?

   In Fair Chance states (California, Washington), background checks are conducted after conditional job offers. The process includes criminal history at county, state, and federal levels, identity verification, employment verification, and drug screening. Results are reviewed using individualized assessment. If adverse action is considered, applicants receive pre-adverse action notice with at least 5 business days to respond before final decisions.

   
   

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

   California and Washington limit reporting of most criminal records to 7 years for non-conviction information. Convictions may be reported indefinitely but Fair Chance laws require employers to focus on recent and relevant offenses. Serious violent felonies and sex offenses may be considered beyond standard lookback periods. Employment verification typically extends 7-10 years.

   
   

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

   Theft, burglary, embezzlement, and fraud are highly problematic for positions handling cash or inventory. Drug distribution felonies disqualify for pharmacy positions. DUI and vehicular felonies disqualify for CDL driver roles. Violent felonies face scrutiny for customer-facing positions. Recent convictions within 3 years receive more scrutiny than older offenses.

   
   

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

   Stock Clerk/Night Crew positions ($15-19/hr) offer the best accessibility with overnight shifts, minimal cash handling, and high turnover creating frequent openings. Courtesy Clerk/Bagger ($13-17/hr) and Cart Attendant positions are also accessible. For higher pay, Warehouse Order Selector positions ($26-34/hr) at distribution centers offer excellent opportunities with union benefits.

   
   

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

   Yes, Safeway typically requires pre-employment drug screening. Most store positions use oral swab/saliva testing, which can detect substances used within the past 24-48 hours. CDL driver positions require DOT-mandated urine testing. Testing usually occurs during or shortly after the interview. Positive tests typically result in offer rescission with reapplication eligibility after 6-12 months.

   
   

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

   In California, Washington, and other Fair Chance states, Safeway cannot ask about criminal history until after extending a conditional offer of employment. The initial application and interview process will not include criminal history questions. Background checks are conducted post-offer. If you voluntarily disclose, the employer must inform you of Fair Chance Act requirements.

   
   

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

   Yes, advancement is possible. Many store managers started in entry-level positions. Proving yourself in entry-level roles demonstrates reliability and work ethic. Advancement to management faces additional background review, but individuals with older, non-violent convictions who have demonstrated rehabilitation have pathways to supervisory and management roles. Union contracts provide wage progression based on hours worked.

   
   

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

   The hiring process typically takes 1-2 weeks from application to hire. Background checks usually complete within 3-7 business days after authorization. Drug test results are typically available within 24-48 hours for saliva tests. If pre-adverse action notice is issued, applicants have at least 5 business days to respond, extending the timeline.

   
   

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

    Key strategies include:

    (1) Target overnight/night crew positions with lowest barriers;

    (2) Apply to multiple store locations and distribution centers;

    (3) Pass the drug screening;

    (4) Prepare honest, concise explanation of your record focused on rehabilitation; (5) Gather documentation of rehabilitation, employment history, and character references;

    (6) Know your rights under Fair Chance laws;

    (7) Emphasize reliability, customer service skills, and flexible availability;

    (8) Consider warehouse positions for higher pay and union benefits.

Alternative Second Chance Employers

If Safeway doesn't work out, consider these employers known for fair chance hiring practices in retail grocery and related industries:

Conclusion

Safeway offers genuine opportunities for individuals with criminal records, particularly in stock clerk, courtesy clerk, and warehouse positions. As part of Albertsons Companies with over 285,000 employees and 2,270 stores, the organization provides realistic pathways to stable employment in the retail grocery industry. Fair Chance laws in key operating states like California and Washington provide significant protections for applicants.

The work varies from entry-level retail to physically demanding warehouse roles. Compensation ranges from $13-17/hr for entry-level positions to $26-35/hr for distribution center roles with union benefits and pension eligibility. Many locations are unionized through UFCW, providing additional job protections, wage progression, and benefits even for part-time employees. Career advancement is possible—many store managers started as courtesy clerks or stockers.

Key Success Factors: Target overnight/night crew positions with lowest barriers; pass the drug screening; apply to multiple locations; prepare honest explanation focused on rehabilitation; know your Fair Chance rights; emphasize reliability and flexible availability; consider warehouse positions for higher pay.

Biggest Barriers: Theft and fraud convictions for cash-handling positions; drug-related felonies for pharmacy roles; DUI/vehicular felonies for CDL positions; recent convictions within 3 years; failed drug screening; dishonesty about criminal history.

For individuals seeking stable employment with benefits and advancement potential, Safeway and the broader Albertsons Companies network provides a solid opportunity. The combination of Fair Chance law protections, case-by-case hiring practices, and constant labor demand in retail grocery creates accessibility that many other industries don't offer. Your past does not have to define your future.

Disclaimer

This guide provides general information and should not be considered legal advice. Hiring policies vary by position, location, union contract, 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. Individual store managers may have different hiring flexibility. Always verify current practices directly with Safeway.

Inclusion in this guide does not guarantee employment. Background check laws, expungement procedures, and fair chance hiring requirements vary by state and municipality and should be confirmed with legal professionals. California's Fair Chance Act and Washington's evolving Fair Chance requirements provide specific protections that differ from other states. Consult with an employment attorney or legal aid organization for specific legal advice about your situation.

Apply Now: https://www.safeway.com/careers