Quick Answer

Yes, Stop & Shop is likely to hire individuals with felony convictions. Stop & Shop is a major regional supermarket chain in the northeastern United States, operating over 350 stores as part of the Ahold Delhaize USA family with approximately 50,000-60,000 employees across Massachusetts, Connecticut, Rhode Island, New York, and New Jersey. Employment decisions are conditional upon passing a background check and are subject to Fair Chance Hiring principles and EEOC guidelines.

The law prohibits companies from having a blanket policy excluding all felons. Instead, they must conduct an individualized assessment of the conviction to determine if it is job-related and consistent with business necessity.

The greatest barriers are created by felonies related to theft and fraud (due to constant cash handling and inventory access), violent offenses (due to customer-facing environment and workplace safety concerns), and drug-related felonies (due to food safety requirements and pharmacy operations). Recent offenses within the past 2-3 years face the highest scrutiny regardless of type.

Entry-level stocker, porter, grocery clerk, and overnight crew positions offer the most accessible opportunities for Second Chance applicants due to high turnover rates, continuous hiring needs, minimal cash handling, and union protections.

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: Must be able to perform physically demanding work including standing for extended periods, lifting up to 50 pounds, operating pallet jacks, stocking shelves at various heights, and working in refrigerated environments.

  
  

• Drug Screen: Employee reports indicate Stop & Shop typically does not drug test for entry-level positions, though post-accident and reasonable suspicion testing may apply.

  
  

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

Critical Regulatory Information

Stop & Shop operates exclusively in states with strong fair chance hiring protections for private employers. All five states where Stop & Shop has locations—Massachusetts, Connecticut, Rhode Island, New Jersey, and New York—have enacted Ban-the-Box legislation that applies to private employers. This means Stop & Shop cannot ask about criminal history on job applications and must wait until after a conditional offer to conduct background checks. Understanding these protections is essential for Second Chance applicants navigating the hiring process.

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, Stop & Shop must comply with the Fair Credit Reporting Act (FCRA) adverse action procedures:

(1) Provide pre-adverse action notice with a copy of the report and summary of FCRA rights;

(2) Allow reasonable time to dispute inaccuracies;

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

State-Specific Considerations

Massachusetts, Connecticut, Rhode Island, and New Jersey all have statewide Ban-the-Box laws applying to private employers with criminal history inquiries prohibited on initial applications. In New York, the state law applies to public employers, but New York City's Fair Chance Act provides comprehensive protections for private sector employees including individualized assessment requirements and written evaluation sharing. Connecticut specifically requires employers to wait until after an initial interview before asking about criminal history. These combined protections create one of the most favorable regulatory environments for Second Chance applicants in the retail industry.

Retail Grocery-Specific Considerations

Retail grocery positions involve food handling subject to FDA Food Safety Modernization Act requirements. While there are no absolute federal bars for grocery workers, some positions may have state-specific restrictions related to food safety certifications. Pharmacy positions within Stop & Shop stores have separate requirements under state pharmacy board regulations. Positions involving alcohol sales may face additional scrutiny based on state liquor licensing requirements, which vary by jurisdiction. Union collective bargaining agreements may provide additional employment protections for members.

Company Overview

Stop & Shop is one of the largest and oldest supermarket chains in the northeastern United States, tracing its roots back to 1914 when the Rabinowitz family opened a small grocery store in Somerville, Massachusetts. The company pioneered the self-service supermarket model and has grown into a 350+ store regional chain. Headquartered in Quincy, Massachusetts, the company operates full-service supermarkets featuring grocery, produce, deli, bakery, seafood, pharmacy, and fuel stations. The company emphasizes fresh products, competitive pricing, and community involvement while serving millions of customers across the Northeast.

The company employs approximately ~50,000-60,000 workers across Massachusetts, Connecticut, Rhode Island, New York, New Jersey (350+ stores).

Stop & Shop has undergone significant changes in recent years. In July 2024, the company announced the closure of 32 underperforming stores by November 2024 as part of a financial restructuring effort. Leadership transitioned in September 2024 when Roger Wheeler, a Massachusetts native with 30+ years in the supermarket industry, became President, replacing Gordon Reid who will retire in mid-2025. The company has been recognized by the Top Employers Institute as a Top Employer in the United States and earned the Human Rights Campaign Foundation's 2025 Equality Award. Stop & Shop employees are represented by UFCW (United Food and Commercial Workers) union locals, which provides workers with collective bargaining protections.

Company Fast Facts

• Founded: 1914 (Somerville, Massachusetts)

• Headquarters: Quincy, Massachusetts

• Employees: ~50,000-60,000

• Industry Rank: Major regional supermarket chain, part of Ahold Delhaize USA (#11 on Progressive Grocer's PG 100)

• Operations: Massachusetts, Connecticut, Rhode Island, New York, New Jersey (350+ stores)

• Parent Company: Ahold Delhaize USA (subsidiary of Royal Ahold Delhaize N.V., Netherlands)

• CEO/President: Roger Wheeler, President (2024); JJ Fleeman, CEO Ahold Delhaize USA

• Business Model: Full-service supermarkets with grocery, pharmacy, and fuel stations

• Recognition: Top Employers Institute - Top Employer USA; Human Rights Campaign 2025 Equality Award; Progressive Grocer's 10 Most Sustainable Grocers

Hiring Policy Analysis

Stop & Shop does not have a publicly stated formal Second Chance hiring policy, but operates under comprehensive Ban-the-Box laws in all five states where it has locations. Employee testimonials on Indeed confirm that the company has hired individuals with criminal records when they are honest about their history. One employee stated: 'They will hire people with a criminal record as long as you're honest about it.' However, experiences appear to vary by location and hiring manager, with some employees reporting that certain stores are more receptive than others. The company conducts background checks after extending a conditional job offer, giving applicants the opportunity to demonstrate their qualifications first. As a unionized employer, Stop & Shop workers have additional protections through UFCW collective bargaining agreements, which can provide recourse if employees feel they were treated unfairly in the hiring process.

Position-Specific Barriers

Barrier levels are determined by required supervision level, access to inventory/cash, safety sensitivity, and customer contact requirements.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and ZipRecruiter. Actual compensation varies by location, shift, and union contract. Union contracts include periodic wage increases.

Career Path Examples

Stop & Shop provides internal advancement opportunities, with union seniority systems supporting career progression. The company promotes from within and offers training for advancement.

Front End Track: Cart Attendant ($15-$16/hr) → Cashier ($15-$17/hr) → Head Cashier ($16-$18/hr) → Customer Service Manager ($18-$22/hr) → Front End Manager ($22-$28/hr). Requires consistent attendance, accuracy with cash handling, and leadership development.

Grocery Operations Track: Stocker ($15-$18/hr) → Grocery Clerk ($15-$18/hr) → Night Crew Lead ($17-$20/hr) → Grocery Manager ($22-$28/hr) → Assistant Store Manager ($18-$31/hr). Physical demands high; advancement based on reliability and inventory management skills.

Fresh Departments Track: Deli/Bakery Clerk ($15-$18/hr) → Department Lead ($17-$20/hr) → Department Manager ($22-$28/hr) → Multi-Department Manager. Requires food safety certifications, customer service excellence, and product knowledge.

Background Check Process

Understanding Stop & Shop's background check process helps you prepare mentally and practically for what to expect. The company conducts background checks after extending a conditional job offer, which means you'll have the opportunity to interview and demonstrate your qualifications before your criminal history is reviewed.

What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; Identity verification through SSN trace and address history; Employment history verification. Employee reports consistently indicate no pre-employment drug screening for most positions, though post-accident and reasonable suspicion testing may apply.

Lookback Period: Standard 7-year lookback for most positions per FCRA guidelines. All five operating states have Ban-the-Box laws limiting when employers can inquire about criminal history. Serious offenses may be considered beyond 7 years for management and pharmacy positions.

Timeline: Background checks typically take 1-2 weeks to complete. Employee reports indicate the entire hiring process from application to start date generally ranges from 1-3 weeks depending on position and location.

Process Flow: Application submitted → Interview conducted → Conditional offer extended → Background check 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.

Disqualifying Factors

High Risk for Disqualification: Theft, fraud, shoplifting, and embezzlement felonies face highest scrutiny due to constant inventory and cash access; violent felonies including assault and robbery due to customer-facing environment; drug trafficking due to food safety and pharmacy proximity. Recent offenses within 2-3 years face greatest barriers regardless of type.

Lower Risk (Case-by-Case): Non-violent offenses older than 5-7 years; DUI/traffic offenses for non-driving positions; minor drug possession (especially in marijuana-legal states); offenses unrelated to retail operations. All subject to individualized assessment under state fair chance laws.

Your Rights as Applicant

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

  
  

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

  
  

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

  
  

• Dispute Rights: You can dispute inaccurate information on background reports with the reporting agency.

Application Strategy

1. Target Entry-Level Positions: Focus on overnight stocker, porter, grocery clerk, and cart attendant positions which have the lowest barriers and highest volume hiring needs. These roles offer the best opportunity to get your foot in the door. Avoid cashier, front end clerk, and management positions initially if your record is recent or includes relevant offenses.

   
   

2. Apply Online and In Person: Submit your application through stopandshop.com/careers or in-store applications. Stop & Shop frequently hosts hiring events, especially when opening new stores or ahead of holiday seasons. Visit stores directly to inquire about openings. Union hiring halls may also have information about opportunities.

   
   

3. Prepare for the Interview: Be ready to discuss your work ethic, reliability, and ability to work in a fast-paced environment, lift heavy items, work flexible hours including weekends and holidays, and provide excellent customer service. Research the company beforehand. Emphasize stability, commitment, flexibility, and willingness to learn.

   
   

4. Be Completely Honest: Never lie about your criminal history. Dishonesty is an automatic disqualifier and can result in termination even after hire if discovered later. Wait until asked or until the appropriate stage (after conditional offer) to discuss your record.

   
   

5. Prepare Your Narrative: Have a brief, honest explanation ready: acknowledge the offense without making excuses, describe what you learned, and explain how you've changed. Focus on rehabilitation, personal growth, and stability. Keep it concise (30-60 seconds).

   
   

6. Document Rehabilitation: Gather evidence of positive changes since your conviction: completion of treatment programs, educational certificates, vocational training, stable housing, community involvement, and references from employers, probation officers, or community members.

   
   

7. Check Expungement Eligibility: Research whether your offense qualifies for expungement in your state. Massachusetts allows expungement for certain offenses; Connecticut, Rhode Island, New Jersey, and New York each have sealing or expungement processes. All five states prohibit employers from considering expunged or sealed records. Contact Legal Aid or Public Defender's Office for assistance. Expunged records cannot be reported on background checks.

   
   

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 with rehabilitation documentation. Persistence and professionalism show the qualities employers value.

Tips for Applicants with Records

1. High-Volume Hiring Creates Opportunities: Retail grocery has high turnover. Stop & Shop and similar companies are constantly hiring. Multiple applications increase your chances. Don't be discouraged by individual rejections.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at Stop & Shop begin in stocker, porter, and grocery clerk roles. Prove reliability by showing up on time, working hard, and being a team player. Advancement comes with demonstrated trustworthiness. Union seniority systems mean long-term employees have advantages in scheduling and promotions. Grocery department heads can earn $24/hr+ per recent union contracts.

   
   

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. Industry-Specific Preparation: The 2022 UFCW contract secured immediate wage increases for employees with 6+ months tenure and condensed wage progressions. Be prepared for physical work and flexible scheduling requirements.

   
   

5. Drug Testing Policy: Most employee reports indicate Stop & Shop does not conduct pre-employment drug testing for entry-level positions. However, post-accident testing and reasonable suspicion testing may apply.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and any consistent work history—even informal work shows you can be counted on. Employers value attendance and dependability.

   
   

7. Network Through Current Employees: Current Stop & Shop employees can provide referrals. Current employees can provide referrals. Building relationships with store staff before applying can help your application stand out. A personal referral can help your application stand out.

   
   

8. Be Flexible on Shifts and Locations: Willingness to work nights, weekends, holidays, or less desirable shifts increases your chances. Union contracts preserve time-and-a-half pay on Sundays for current members. Overnight shifts often pay shift differentials of $1-2/hr more than day shifts. Flexibility on location also expands opportunities.

Benefits Overview

Stop & Shop offers a competitive benefits package. Stop & Shop employees benefit from union-negotiated contracts that have secured strong protections. The 2022 UFCW contract included immediate wage increases and preserved healthcare benefits.

Compensation: Entry-level wages range from $15-$18/hr depending on position and location. Union contracts include scheduled wage increases and condensed pay scales allowing faster progression. Weekly pay schedule.

401(k) and Retirement: 401(k) plan with company match available. Union members also have access to pension benefits after meeting tenure requirements. Both full-time and part-time employees can participate after eligibility period.

Health Benefits: Medical, dental, and vision insurance available. Union contracts preserved healthcare with no increase in member weekly contributions through 2026. Health advocate services available at no extra cost.

Time Off: Paid vacation accrues based on length of service, up to 3+ weeks for long-term employees. Paid holidays with premium pay. Sick leave per state requirements.

Additional Benefits: Life insurance ($50,000 for hourly workers at no cost). Short and long-term disability coverage. Employee Assistance Program (EAP). 10% employee discount on store purchases. LegalShield legal services available.

Education Benefits: Training provided for advancement. Food safety certifications supported for department positions.

Employee Perspectives

Pros: Union protection and job security; weekly pay; time-and-a-half on Sundays; flexible scheduling for students; good coworkers; employee discount; benefits for part-time workers after eligibility; structured wage increases.

Cons: Pay increases can be slow within union scale; hours can fluctuate significantly for part-time; management quality varies by store; physical demands of stocking and standing; understaffing at some locations; some stores have high manager turnover.

Frequently Asked Questions

1. Does Stop & Shop hire people with felonies?

   Yes, Stop & Shop can and does hire individuals with felony convictions. Employee testimonials confirm successful hires with criminal records when applicants are honest. All five states where Stop & Shop operates have Ban-the-Box laws requiring individualized assessment. Entry-level positions like stocker, porter, and overnight crew offer the best opportunities. Recent offenses and theft-related convictions face the most scrutiny.

   
   

2. What is the background check process at Stop & Shop?

   Stop & Shop conducts background checks after extending a conditional job offer, complying with Ban-the-Box laws in all operating states. The check includes criminal history at county, state, and federal levels, plus identity and employment verification. You must provide written consent. If issues arise, you're entitled to a copy of the report and the opportunity to dispute inaccuracies under FCRA.

   
   

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

   The standard lookback period is 7 years per FCRA guidelines. State laws in Massachusetts, Connecticut, Rhode Island, New Jersey, and New York may impose additional limitations. Serious offenses may be considered beyond 7 years for management positions. Expunged and sealed records cannot legally be considered.

   
   

4. What types of convictions make hiring more difficult at Stop & Shop?

   Theft, fraud, shoplifting, and embezzlement convictions face highest barriers due to cash and inventory access. Violent felonies raise concerns for customer-facing positions. Drug trafficking is problematic given food safety and pharmacy operations. Recent offenses (within 2-3 years) face greatest scrutiny regardless of type.

   
   

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

   Overnight stocker ($16-$23/hr), porter ($15-$17/hr), grocery clerk ($15-$18/hr), and cart attendant ($15-$16/hr) positions are most accessible. These roles have minimal cash handling and reduced customer contact, especially overnight positions. Union protections provide job security once hired.

   
   

6. Does Stop & Shop drug test, and what kind of test do they use?

   Based on employee reports, Stop & Shop does not typically conduct pre-employment drug testing for entry-level positions. This may vary by location. Post-accident testing and reasonable suspicion testing may still apply. Always be prepared for the possibility of testing.

   
   

7. When during the hiring process will Stop & Shop ask about criminal history?

   Stop & Shop operates under Ban-the-Box laws in all five states, meaning they cannot ask about criminal history on job applications or before the first interview. Background checks occur only after a conditional job offer, giving you the opportunity to demonstrate your qualifications first.

   
   

8. Can someone advance to management at Stop & Shop if they have a felony?

   Yes, advancement to management is possible with a felony conviction, though it may face more scrutiny. Union seniority systems support long-term employees. Demonstrate reliability, build a strong work record, and develop leadership skills. Management positions involve greater financial responsibility, so theft-related convictions may create additional barriers.

   
   

9. How long does the hiring and background check process take at Stop & Shop?

   Background checks typically take 1-2 weeks. The overall hiring process from application to start date generally ranges from 1-3 weeks. Factors affecting speed include position type, background check complexity, and store staffing needs.

   
   

10. What can applicants do to improve their chances of getting hired at Stop & Shop?

    Target overnight stocker or porter positions initially. Apply through stopandshop.com/careers or visit stores directly. Be completely honest about your record when asked after conditional offer. Prepare a brief rehabilitation narrative. Emphasize reliability, flexibility, and willingness to work weekends/holidays. Consider stores with active hiring needs. Build relationships with current employees for referrals.

Alternative Second Chance Employers

If Stop & Shop doesn't work out, consider these employers known for fair chance hiring practices:

Conclusion

Stop & Shop offers genuine opportunities for individuals with criminal records, particularly in entry-level stocker, porter, and grocery clerk positions. As a major regional supermarket chain with 350+ stores and 50,000+ employees operating exclusively in states with strong fair chance hiring protections, the company provides a realistic pathway to stable employment. Retail grocery has high turnover rates, creating continuous hiring needs that benefit Second Chance applicants. Union representation adds job security.

The work is physically demanding, involving lifting, standing for extended periods, and working flexible hours including nights, weekends, and holidays. However, the compensation is competitive, with entry-level positions starting at $15-$18/hr and overnight positions earning shift differentials. The benefits package includes union-negotiated health insurance, 401(k) with match, pension eligibility, weekly pay, and time-and-a-half on Sundays. Career advancement is real, and union seniority systems support long-term career growth with department managers earning $22-$28/hr.

Key Success Factors: Target entry-level positions initially. Be completely honest about your record. Prepare a brief narrative about rehabilitation. Demonstrate reliability through consistent attendance. Be flexible on shifts. Use the company's internal training programs to build skills for advancement.

Biggest Barriers: Theft, fraud, and violent convictions create the greatest challenges due to direct relevance to cash handling, inventory access, and customer-facing duties. Cashier and management positions face higher scrutiny than entry-level roles. However, individualized assessment means your specific circumstances matter.

For those ready to commit to hard work, Stop & Shop can be a stepping stone to long-term career stability. Start with overnight stocker, porter, or grocery clerk positions, prove your reliability, and use internal advancement opportunities to grow your career.

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 Stop & Shop.

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://stopandshop.com/careers