Quick Answer

Yes, Winn-Dixie hires individuals with felony convictions. As a large grocery retailer, the company is legally prohibited from enforcing a blanket policy excluding all felons. All job offers are conditional upon a satisfactory background check and potentially a drug screen.

The company generally follows EEOC individualized assessment principles to ensure candidates are evaluated on their potential first. Winn-Dixie must conduct an individualized assessment of any conviction found to determine if it is job-related and consistent with business necessity. The greatest barriers are created by felonies related to theft/fraud (due to cash and inventory handling) and violence (due to customer/employee safety). Best opportunities are in entry-level positions like Stocker, Deli Clerk, and Grocery Associate at $12-$16/hr.

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: A felony conviction will not automatically prevent employment; the decision depends on the individualized assessment.

• Job-Related Assessment: Must be prepared for the company to evaluate whether the felony is related to the job duties (e.g., recent theft conviction for a Cashier role creates higher barrier).

• Honesty is Paramount: Must be truthful about any convictions when asked (typically after the conditional offer). Misrepresenting your history is grounds for immediate disqualification.

• Drug Screen Readiness: Be prepared for a pre-employment drug test (5-panel urine test). This is common practice in retail/grocery to ensure Drug-Free Workplace compliance.

• Minimum Age: Must be at least 18 years of age for most positions.

• Flexibility: Retail positions often require flexible availability including evenings, weekends, and holidays.

Critical Regulatory Information

Winn-Dixie (Southeastern Grocers) must strictly comply with federal EEOC guidance and the Fair Credit Reporting Act (FCRA).

• EEOC Individualized Assessment (Mandatory): Winn-Dixie must generally conduct an individualized assessment of the conviction before denying employment. The decision must be based on a legitimate business reason, considering the conviction's relationship to the job.

• FCRA Adverse Action: If a conditional job offer is rescinded based on the background check report, the company must follow the FCRA Adverse Action process. This mandates providing the applicant with the report and the opportunity to respond with mitigating evidence.

• Lookback Rules: While the FCRA allows convictions to be reported indefinitely, many background check vendors adhere to a seven-year standard for non-conviction and sometimes conviction records, depending on state law.

• Green Factors: Under EEOC guidance, employers must consider: (1) the nature and gravity of the offense, (2) the time elapsed since the offense/completion of sentence, and (3) the nature of the job sought.

Company Overview

Winn-Dixie Stores, LLC is a supermarket chain headquartered in Jacksonville, Florida, founded in 1925. The company is a subsidiary of Southeastern Grocers, LLC (SEG), which announced in 2025 that it is rebranding as The Winn-Dixie Company to focus on its Florida core market. Winn-Dixie operates grocery stores and liquor stores throughout the southeastern United States, primarily in Florida, with remaining presence in Alabama, Georgia, Louisiana, and Mississippi.

Following the 2024 sale to Aldi and subsequent 2025 reacquisition by private investors led by CEO Anthony Hucker, the company is now focusing on approximately 170 stores primarily in Florida and southern Georgia. The company has a century-long legacy and is known for its "Down Down" pricing and community involvement. Winn-Dixie has been recognized as a Great Place to Work and emphasizes a "people first" culture.

Fast Facts

Headquarters: Jacksonville, Florida; Founded: 1925; Parent Company: Southeastern Grocers (rebranding to The Winn-Dixie Company); Stores: ~170 grocery stores (Florida focus); States: Primarily Florida, plus Georgia, Alabama, Louisiana, Mississippi; Apply: careers.segrocers.com or in-store

Hiring Policy Analysis

Winn-Dixie does not have a formal "Ban the Box" policy or participate in the Fair Chance Business Pledge, and their application may include questions about criminal history. However, as a large employer subject to EEOC enforcement, they cannot automatically exclude all applicants with felony convictions. Each case must receive individualized consideration.

The practical reality is that Winn-Dixie does hire individuals with felony records on a case-by-case basis. Employee reports on Indeed confirm that "they do hire people who have felony's... it's all on a person to person basis." The key factors determining success are: (1) the nature of the offense (theft/violence are most scrutinized), (2) how long ago it occurred, (3) which position you're seeking, and (4) evidence of rehabilitation.

For applicants with criminal records, targeting non-cash handling positions (stocker, warehouse, deli) may create fewer barriers than cashier positions. The company values the personal approach—visiting the store and introducing yourself to the Store Director can help them see your potential beyond the application.

Position-Specific Barriers

Available Positions and Pay

Pay data from 2024-2025 Glassdoor, Indeed, PayScale, and ZipRecruiter. Rates vary by location and experience.

Career Path Examples

Entry-Level Path: Stocker or Grocery Associate → Build clean work history and positive performance reviews → Department role (Deli, Produce, Bakery) → Department Lead/Manager → Assistant Store Manager → Store Manager. This path allows you to demonstrate reliability over time.

Skilled Trade Path: Entry-level position → Cross-train in Meat or Seafood department → Meat Cutter (higher pay, skilled trade) → Meat Department Manager. Skilled positions often have better pay and job security.

Non-Cash Handling Path: If theft/fraud convictions are a concern, focus on positions that minimize cash handling: Overnight Stocker → Warehouse → Produce → Department roles. Building a track record in these roles may eventually open doors to other positions.Winn-Dixie does not have a formal "Ban the Box" policy or participate in the Fair Chance Business Pledge, and their application may include questions about criminal history. However, as a large employer subject to EEOC enforcement, they cannot automatically exclude all applicants with felony convictions. Each case must receive individualized consideration.

The practical reality is that Winn-Dixie does hire individuals with felony records on a case-by-case basis. Employee reports on Indeed confirm that "they do hire people who have felony's... it's all on a person to person basis." The key factors determining success are: (1) the nature of the offense (theft/violence are most scrutinized), (2) how long ago it occurred, (3) which position you're seeking, and (4) evidence of rehabilitation.

For applicants with criminal records, targeting non-cash handling positions (stocker, warehouse, deli) may create fewer barriers than cashier positions. The company values the personal approach—visiting the store and introducing yourself to the Store Director can help them see your potential beyond the application.

Position-Specific Barriers

Available Positions and Pay

Pay data from 2024-2025 Glassdoor, Indeed, PayScale, and ZipRecruiter. Rates vary by location and experience.

Career Path Examples

Entry-Level Path: Stocker or Grocery Associate → Build clean work history and positive performance reviews → Department role (Deli, Produce, Bakery) → Department Lead/Manager → Assistant Store Manager → Store Manager. This path allows you to demonstrate reliability over time.

Skilled Trade Path: Entry-level position → Cross-train in Meat or Seafood department → Meat Cutter (higher pay, skilled trade) → Meat Department Manager. Skilled positions often have better pay and job security.

Non-Cash Handling Path: If theft/fraud convictions are a concern, focus on positions that minimize cash handling: Overnight Stocker → Warehouse → Produce → Department roles. Building a track record in these roles may eventually open doors to other positions.

Background Check Process

1. Apply Online or In-Store: Submit application through careers.segrocers.com or visit the store directly. In-person applications allow you to make a personal impression on the Store Director.
   

2. Interview: If selected, participate in interview. Be prepared to discuss your availability, customer service approach, and potentially your background.
   

3. Conditional Offer: Receive conditional offer pending successful background check and drug screen.
   

4. Background Check: Criminal background check conducted through third-party vendor. Process may take several days to two weeks.
   

5. Drug Screen: 5-panel urine drug test at designated testing location. Results typically within a few days to two weeks.
   

6. Individualized Assessment: If criminal history is found, company conducts EEOC-required individualized assessment considering offense nature, time elapsed, and job relationship.
   

7. Pre-Adverse Action (if applicable): If considering rescinding offer, must provide copy of background check and opportunity to respond with mitigating evidence.
   

8. Final Decision: If cleared, complete onboarding, computer training, and begin employment.

Disqualifying Factors

Higher Risk Convictions:

• Theft, larceny, shoplifting, robbery (directly related to retail environment)

• Fraud, embezzlement, financial crimes (cash handling concern)

• Violent crimes, assault, battery (customer/employee safety)

• Drug trafficking or distribution (workplace safety)

• Recent convictions (less time to demonstrate rehabilitation)

Automatic Disqualifiers:

• Failed drug test

• Dishonesty on application or during interview

• Active warrants or pending charges

  
  

Your Rights as an Applicant

• EEOC Individualized Assessment: You have the right to an individualized assessment. The employer cannot automatically exclude you based solely on having a conviction.

• FCRA Pre-Adverse Action Notice: If the employer intends to rescind an offer based on the background check, they must provide you with a copy of the report and a summary of your rights before taking final action.

• Opportunity to Respond: You have the right to review the report and submit mitigating evidence (rehabilitation documentation, character references, explanation of circumstances) before a final decision is made.

• Dispute Inaccuracies: If the background check contains errors, you have the right to dispute inaccuracies with the reporting agency.

• State Law Protections: Some states where Winn-Dixie operates have additional protections. Check your state's specific laws regarding criminal history in employment.

Application Strategy

1. Be Strategic and Proactive: Apply online, but then visit the store you are interested in and introduce yourself to the Store Director (or Manager). This personal approach can help them see your potential beyond the application.
   

2. Target Appropriate Positions: If you have theft/fraud convictions, initially target non-cash handling positions (stocker, warehouse, overnight). Build a track record before seeking cashier or front-end roles.
   

3. Pass the Drug Test: Be absolutely prepared for a drug screening. A positive result is typically an immediate disqualifier. If you use any prescribed medications that may trigger a positive, have documentation ready.
   

4. Prepare a Mitigation Narrative: If your conviction is recent or relevant, prepare a brief, honest explanation for the interview, focusing on the time elapsed and your successful rehabilitation (training, stable employment, education).
   

5. Leverage FCRA Rights: If you receive a pre-adverse action notice, promptly submit documentation of rehabilitation to satisfy the mandatory individualized assessment requirement.
   

6. Be Completely Honest: When asked about your criminal history, be truthful. Lying will result in immediate disqualification if discovered and eliminates any chance of consideration.
   

7. Emphasize Availability: Retail values flexibility. Being available for evenings, weekends, and holidays makes you a more attractive candidate.
   

8. Apply to Multiple Locations: Different store managers may have different perspectives. If one location doesn't work out, try another.

Tips for Applicants with Records

1. Make a Personal Connection: Visiting the store and meeting the manager in person is one of the most effective strategies. It allows them to see you as a person, not just an application.
   

2. Dress Professionally: Even for entry-level retail, present yourself well. Clean, neat appearance shows you take the opportunity seriously.
   

3. Document Your Rehabilitation: Gather certificates of completion (programs, education), stable work history, character references, and any other evidence of positive change.
   

4. Highlight Customer Service Skills: Retail is customer-focused. Emphasize any experience where you've worked with the public, even volunteer work.
   

5. Be Drug-Free: The drug test is a real hurdle. Be completely clean before applying. The 5-panel urine test detects common substances.
   

6. Stay Positive: Rejection from one store or position doesn't mean rejection from all. Persistence and a good attitude go a long way.

Benefits Overview

Health Insurance: Medical, dental, and vision coverage available for eligible full-time employees. Blue Cross/Blue Shield in Florida. HSA and FSA options available.

Retirement: 401(k) plan with company match at industry standard level. Company-paid retirement benefit for eligible employees.

Paid Time Off: Paid holidays (6 major holidays), paid vacation, and sick time for eligible employees. PTO available from start of employment.

Employee Discount: 10% discount on store purchases after 90 days of employment (once per week).

Life Insurance: Basic life insurance and disability plans available for full-time employees.

Teladoc: Access to telehealth services with low copays for primary care, mental health, and dermatology.

Tuition Assistance: Tuition reimbursement and scholarship programs available for eligible employees.

Flexible Scheduling: Part-time, full-time, and seasonal options with variety of shift choices.

Frequently Asked Questions

1. Does Winn-Dixie hire people with felonies? Yes, Winn-Dixie does hire individuals with felony convictions. They do not have a blanket policy excluding all felons. Each application is subject to an individualized assessment as required by EEOC guidelines. Employee reports confirm they hire on a "person to person basis." The key factors are the nature and age of the offense, the position sought, and evidence of rehabilitation. Entry-level positions like Stocker and Deli Clerk are most accessible.
   

2. What is the background check process at Winn-Dixie? Winn-Dixie conducts criminal background checks on new hires, typically after extending a conditional offer. The check is performed by a third-party vendor and includes criminal history. If a conviction is found, the company must conduct an individualized assessment per EEOC requirements before making a final decision. If they intend to rescind the offer, they must follow FCRA adverse action procedures, giving you the report and opportunity to respond.
   

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

   While the FCRA allows convictions to be reported indefinitely, many background check vendors follow a seven-year standard, depending on state law and position. However, all discovered convictions are subject to the individualized assessment. Older convictions are generally viewed more favorably than recent ones, as time elapsed is a key factor in the EEOC's required analysis.
   

4. What types of convictions make hiring more difficult at Winn-Dixie?

   Convictions most likely to create barriers include: theft, larceny, shoplifting, or robbery (directly related to retail); fraud, embezzlement, or financial crimes (cash handling concern); violent crimes, assault, or battery (customer/employee safety). Recent convictions are more problematic than older ones. Convictions unrelated to retail duties (e.g., old DUI for a stocker position) may have less impact.
   

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

   The best entry points are positions with limited cash handling: Stocker ($14-$19/hr), Overnight Stocker ($14-$18/hr), Grocery Associate ($12-$16/hr), and department roles like Deli Clerk ($12-$15/hr) or Produce ($12-$15/hr). These positions allow you to demonstrate reliability without the heightened scrutiny applied to cashier and front-end roles. Building a positive track record in these roles can open doors to advancement.
   

6. Does Winn-Dixie drug test, and what kind of test do they use?

   Yes, Winn-Dixie conducts pre-employment drug testing for most positions. They use a standard 5-panel urine test, which screens for common substances including marijuana, cocaine, opiates, amphetamines, and PCP. Drug testing may also occur for promotions, after workplace incidents, or randomly. A positive result is typically grounds for immediate disqualification. If you take prescribed medications that may trigger a positive, be prepared with documentation.
   

7. When during the hiring process will Winn-Dixie ask about criminal history?

   Winn-Dixie's application may include questions about criminal history (they are not formally on the Ban the Box list). The background check is typically conducted after a conditional offer is made. If you're asked during the interview, be honest but brief. Focus on what you've done to change and your qualifications for the role. The detailed review occurs during the background check and individualized assessment process.
   

8. Can someone advance to management at Winn-Dixie if they have a felony?

   Yes, advancement to management is possible. Starting in an entry-level position and building a strong track record of reliability and performance can lead to Department Lead, Department Manager, and eventually Assistant Store Manager or Store Manager roles. Each promotion may involve additional review, but a clean record since hire and demonstrated rehabilitation are strong positive factors. The path typically takes several years of consistent performance.
   

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

   The overall hiring process typically takes 1-3 weeks. After applying and interviewing, the background check can take several days to two weeks to complete. Drug test results usually come back within a few days to two weeks. Some applicants report being hired quickly (within days), while others with more complex backgrounds may take longer as the individualized assessment is completed. Computer-based training begins after hire.
   

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

    Visit the store in person and introduce yourself to the Store Director—this personal approach is highly effective. Target positions appropriate to your background (non-cash handling if theft history). Be completely honest when asked about your record. Prepare documentation of rehabilitation (certificates, references, stable work history). Be drug-free and ready to pass the test. Show flexibility in availability. Dress professionally and demonstrate strong customer service attitude. If one location doesn't work, try another.

Alternative Second Chance Employers

Conclusion

Winn-Dixie offers real employment opportunities for individuals with criminal records, particularly in entry-level grocery and stocking positions. As a large employer subject to EEOC requirements, they must provide individualized consideration rather than automatic exclusion. The key to success is targeting appropriate positions, being completely honest, and demonstrating rehabilitation.

The company values the personal approach—visiting the store and making a positive impression on the Store Director can be the difference between getting hired and being passed over. Focus on non-cash handling positions if you have theft-related convictions, pass the drug test, and come prepared with evidence of your rehabilitation and a customer-service attitude.

Key success factors: Visit the store in person to meet management; Target positions matching your background; Be 100% honest about your record; Pass the drug test; Prepare rehabilitation documentation; Show flexible availability; Apply to multiple locations if needed; Build a positive track record over time.

Disclaimer

This guide is provided for informational purposes only and does not constitute legal advice. Employment decisions are made by individual hiring managers based on the specific facts of each case. Company policies and practices may change; verify current requirements with the employer directly. Drug testing policies and background check procedures may vary by location. Consult with an attorney for legal advice regarding your specific situation. Information is current as of the publication date but may not reflect recent changes.

Apply Now

Online: careers.segrocers.com

In-Person: Visit your local Winn-Dixie store and ask to speak with the Store Director

Company Website: www.winndixie.com