Consumers Beverages: Hiring, Background Check & Employment Verification FAQs

Consumers Beverages was founded in 1948 at 1762 Genesee Street in Buffalo, New York. In keeping with the era, the business began in home delivery: a fleet of trucks carried beer and soft drinks to customers' doors across the city, much as milk and bread were delivered at the time. As home delivery declined, the company reinvented itself around retail, opening its first cash and carry outlet in 1966 at 2163 South Park Avenue in South Buffalo.

Since that first store, the company has grown to 18 locations across the Western New York area, and it remains family owned and operated. The business is widely known locally as Buffalo's beer store, and its assortment centers on a wide range of beer, including craft and regional brands, alongside soft drinks, water, and mixers. Several locations feature growler fill stations and rotating draft selections, and the company also handles keg sales, large-order and party planning services, and wholesale sales to licensed customers.

The company's footprint is regional rather than national, with stores spread across Buffalo and surrounding Western New York communities including Hamburg, Niagara Falls, and suburbs along major routes such as Transit Road and Sheridan Drive. Community involvement is part of the brand's identity, and the company runs and supports local events, fundraisers, and beer tastings in the Buffalo area.

Workforce roles are those typical of a specialty beverage retail chain. Store teams include sales clerks and cashiers, stock and floor associates who move and merchandise heavy cases and kegs, assistant managers, and store managers who handle scheduling, ordering, inventory, and cash control. Beyond the sales floor, the company employs warehouse and delivery staff who move product between locations and to customers, plus buying, marketing, and administrative personnel supporting the chain.

Company culture and employee programs:

As a long-established local employer, Consumers Beverages hires substantial numbers of part-time and seasonal staff alongside full-time employees, and store work involves customer service, product knowledge, and a physical component given the weight of cases and kegs. Alcohol retail also carries compliance responsibilities: New York State sets minimum age rules for employees who sell alcoholic beverages, and staff are typically trained on identification checks and refusal of sale to underage or intoxicated customers. Pay, scheduling, and benefits vary by role, location, and hours, so candidates should confirm details during the hiring process.

Yes. Employers in the retail and beverage industry, including Consumers Beverages, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow applicable federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which sets rules for disclosure, written candidate authorization, and adverse action. New York State and New York City also maintain their own fair-chance requirements governing when and how an employer may consider criminal history in hiring.

Retail employers of this kind are generally reported to conduct background checks as part of hiring, and the practice is common in stores where staff handle cash, process card payments, manage inventory, and sell an age-restricted product. The scope of a Consumers Beverages background check may vary by role and location, since a part-time stock position, a cashier role with register responsibility, and a driving or management role typically carry different requirements. The disclosure paperwork you receive during onboarding describes what will actually be checked.

Steps can vary by store and role, but the hiring process at a regional retailer like Consumers Beverages typically follows a straightforward sequence. Candidates apply through the company's online application or at a store, and a store manager reviews applications for the location. Qualified applicants generally complete an interview with the store or district manager covering availability, customer service experience, and the physical aspects of the role. Candidates who receive a conditional offer are usually asked to complete onboarding paperwork, which commonly includes consent to a background check, before a start date and training schedule are set.

Turnaround depends on the searches ordered, how quickly county courts and former employers respond, and how many jurisdictions a candidate's history covers. Many retail pre-employment reports come back within a few business days, while searches spanning several counties or states, or verifications that depend on a slow-responding employer, can take longer. Candidates who want to understand typical timelines in more detail can review background check turnaround times.

The components of any background check are determined by the employer and the requirements of the role. For a position at a beverage retailer like Consumers Beverages, screening may include some or all of the following:

Review the disclosure and authorization forms you receive to see which searches apply to your specific role.

Lookback depends on the search type and applicable state law. Under the FCRA, consumer reporting agencies are generally limited from reporting most negative information older than seven years, with exceptions for certain record types such as convictions and for higher-salary positions. New York has its own rules affecting how criminal history may be reported and considered in employment, and motor vehicle records follow separate state-specific retention and disclosure periods. Employment verifications are treated differently, since confirming dates and titles is not the same as reporting adverse public records.

The company does not publish a detailed public policy on candidates with felony records, and decisions of this kind are typically made case by case. New York law is notable here: state human rights and correction law provisions require employers to weigh specific factors before denying employment because of a prior conviction, rather than applying a blanket exclusion. Many states and cities have also enacted "ban-the-box" laws limiting when an employer may ask about criminal history during the application process. Candidates are encouraged to apply honestly and be prepared to discuss their background if the subject arises.

Candidates should expect to give written consent before a background check is initiated, typically through a disclosure and authorization form provided during onboarding. Be ready to supply accurate personal information, including full legal name and any former names, date of birth, Social Security number, and address history. Because the stores sell alcohol, candidates should also expect to meet the minimum age requirements New York sets for employees who sell alcoholic beverages, and driving roles generally require a valid license. Accurate information helps ensure searches run in the correct jurisdictions and prevents delays.

The Fair Credit Reporting Act is a U.S. federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, an employer must obtain written consent before ordering a report, provide a copy of the report and a summary of rights before taking adverse action, and give the candidate an opportunity to dispute inaccurate information before a final decision. For a detailed overview of how the Fair Credit Reporting Act (FCRA) and Equal Employment Opportunity Commission guidelines apply to background checks, review Checkr's introduction to the two frameworks.

Running a personal background check with Checkr lets you preview what Consumers Beverages may see and help you identify potential inaccuracies before they affect your job application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To showcase verified credentials proactively, build a free Checkr Profile you can share with recruiters, hiring managers, or potential employers.

Check your report status in the Candidate Portal. Or, visit the Checkr Help Center for FAQs, dispute steps, and to contact support.

The resources and information provided here are for educational and informational purposes only and do not constitute legal advice. Always consult your own counsel for up-to-date legal advice and guidance related to your practices, needs, and compliance with applicable laws.