Deseret Industries: Hiring, Background Check & Employment Verification FAQs

Deseret Industries, often called DI, describes itself as a nonprofit thrift store and donation center. Its About Us page says it was established in 1938 as a job training facility and is owned and operated by The Church of Jesus Christ of Latter-day Saints. The stated mission is to help individuals improve their lives through work, training, and education. The name Deseret means "honey bee," which the organization says represents hard work, productivity, and collaboration.

According to the organization's timeline, the first Deseret Industries opened in Salt Lake City in 1938, and a Los Angeles store followed in 1939. The About Us page lists 46 stores in its 2024 figures and notes a Houston, Texas, store that opened in 2021. The page also says gently used items donated by the public fund the job training program, so donation drop-off and resale sit at the center of daily operations.

Employees are called associates. The Employment page says the work is divided into three areas: donations, processing, and retail. Donation associates direct donors, receive items, and move them to the processing area, where associates sort, size, and price what comes in. Retail associates run cash registers, merchandise products, and help customers find items. The page adds that associates work with a supervisor who acts as a job coach and may meet with a development counselor to plan their goals.

Company culture and employee programs:

Deseret Industries' Employment page says associates are part-time employees who typically work 28 hours a week, that pay is at or above minimum wage and depends on the state, and that associates receive a 20 percent discount on store purchases. It states that, because the positions are part-time, health benefits and paid time off are not provided. The page also lists support such as vocational assessments, help paying for schooling including English language courses, and certification in skills such as forklift operation and cashiering. Candidates should confirm current details with their local store.

Yes. Employers in the nonprofit retail and job training industry, including Deseret Industries, are legally permitted to conduct pre-employment background checks, provided they follow the Fair Credit Reporting Act (FCRA) and applicable state and local laws. Deseret Industries stores operate in several states, so the rules that apply may differ by store location.

Deseret Industries may run background checks for some roles, but it does not publish a screening policy, so the answer can vary by store and position. Associates handle donations, cash registers, and customer interactions, which is the kind of work where employers in retail commonly verify identity and work eligibility. Candidates can ask their local store what to expect and should review any disclosure and consent forms they receive.

The Deseret Industries hiring process starts with a call to your nearest store or a visit in person, according to the organization's Employment page. After that first contact, interview steps, timing, and any pre-employment checks are typically handled by the local store and may vary by location. The page says candidates must be at least 16 years old and eligible to work in the United States, and that previous experience is not required because on-the-job training is provided.

A Deseret Industries background check often comes back within a few business days, though the time varies by the searches ordered. Turnaround depends on the searches ordered, how quickly courts and agencies respond, and how many places a candidate has lived or worked. Searches that cover several counties or states, or that require contacting past employers, can take longer than a single-county search. Candidates who want more detail on typical timelines can review background check turnaround times.

The employer decides which searches to run. For a retail and job training role at Deseret Industries, a background check may include some or all of the following:

Candidates should review any disclosure and consent forms provided during the hiring process to understand which searches will be conducted for their specific role.

Deseret Industries does not describe a drug testing policy on its public Employment page, so candidates should ask the local store. Some retail and warehouse-style roles in the industry may require drug screening, particularly where equipment such as forklifts is used, but requirements vary by employer, role, and location. Any drug screen is typically disclosed in the hiring paperwork, and candidates should read it carefully before signing.

The lookback period for a background check depends on the type of search and the laws of the state or country where the candidate lives or worked. In the United States, the FCRA generally limits consumer reporting agencies from reporting most negative information older than seven years, with certain exceptions for higher-salary positions and specific record types such as convictions. Some states have stricter limits. Candidates with records in multiple jurisdictions may see different lookback windows applied to different searches within the same report.

Deseret Industries does not publish a detailed policy on hiring people with felony records, and decisions are typically made case by case. The organization describes its job training program as helping people set goals to overcome barriers to employment, but the type of offense, the time that has passed, and the duties of the role may still be considered. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates should answer applications honestly and be prepared to discuss their background if asked.

Candidates will typically be asked for written consent before a background check begins, usually through a disclosure form provided during the hiring process. Applicants should be ready to supply accurate personal information, including full legal name, date of birth, Social Security number, and address history, because accurate details help searches run in the right places and avoid delays. Deseret Industries' Employment page also lists a minimum age of 16 and eligibility to work in the United States as basic qualifications.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, employers must obtain written consent before running a background check, provide a copy of the report and a summary of rights if they intend to take adverse action based on the results, and allow the candidate an opportunity to dispute inaccurate information before a final decision is made. For a detailed overview of how the FCRA applies to background checks, visit Fair Credit Reporting Act (FCRA).

To work at Deseret Industries you must be at least 16 years old and eligible to work in the United States, according to its Employment page. The page says previous experience is not required and on-the-job training is provided. People who enjoy working with others in a fast-paced environment and on a variety of tasks tend to enjoy the work, the page says. Associates are expected to wear long pants and closed-toe shoes, and the store provides an apron and any protective equipment needed.

You apply by calling your nearest Deseret Industries store or speaking with an employee in person, according to the organization's Employment page. The Locations page on the Deseret Industries website helps you find the nearest store. Work assignments are typically based on store needs and associate interests, and candidates should ask the store how its interview process works and whether any pre-employment checks apply.

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

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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.