Factory Motor Parts: Hiring, Background Check & Employment Verification FAQs

Factory Motor Parts says it was founded in 1945 as Elliott Auto Supply Co., Inc., and grew from a single location in Minneapolis to more than 300 locations. Its name comes from its participation in the former Chrysler Mopar distribution network of the 1960s, and the company says it has valuable partnerships with Ford, General Motors, and other aftermarket companies. FMP describes itself as a multi-generational, family-owned company headquartered in Eagan, Minnesota.

According to FMP, its expansion began in 1993, and it now serves markets in the Midwest, Mountain States, Southwest, Northeast, North Carolina, and the West Coast, including Alaska. Its customers include independent service centers, dealerships, fleets, and wholesale accounts. The company announced that, effective June 12, 2023, select AutoPlus locations became part of the FMP family.

FMP's careers page says the company offers opportunities in operations, sales, leadership, and corporate roles. Postings listed on the page have included CDL delivery drivers (Class B or better) and distribution center warehouse associates, and the page features testimonials from location managers, a regional sales manager, and a regional administrator, some of whom describe moving up within the company.

Company culture and employee programs: FMP describes itself as a family-owned company with a rich history and says it is passionate about a positive and fulfilling work environment. Employee testimonials on its careers page mention supportive leadership, a collaborative culture, and room to grow, for example from driver to location manager. Pay, benefits, schedules, and shift patterns may vary by role, branch, and distribution center, so candidates should confirm specifics during the hiring process.

Yes. Employers in the automotive aftermarket and parts distribution industry, including Factory Motor Parts, 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, background screening is governed by the Fair Credit Reporting Act (FCRA), which sets requirements around candidate consent, disclosure, and adverse action. Because FMP operates in many states, state and local rules may also apply to a specific location.

Factory Motor Parts is generally reported to conduct background checks for some roles, though the company has not published a detailed screening policy. That would be consistent with parts distribution, where employees handle inventory, deliver to customers, and drive company vehicles. The scope of any Factory Motor Parts background check may vary by role, branch, and whether the position involves driving.

The Factory Motor Parts hiring process typically starts with an online application through the FMP careers page, which lists current openings and links to an application portal. Candidates may complete a phone screen and an interview with a location or distribution center manager, and driving roles may include a road test or license review. Candidates who receive a conditional offer are usually asked to consent to a background check before a start date is confirmed. Exact steps may vary by role and location.

A Factory Motor Parts background check can take a few business days for many candidates, and longer when records span several counties or states. Driving roles that include a motor vehicle record review may add time. Turnaround depends on the searches ordered and how quickly courts, motor vehicle agencies, and past employers respond. Candidates who want to understand typical timelines in more detail can review background check turnaround times.

A Factory Motor Parts background check may include criminal history, identity, and employment checks, with driving record checks added for delivery roles. The specific components are determined by the employer. For a role at a parts distributor like FMP, a 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.

Factory Motor Parts has not publicly stated a drug testing policy, so whether a candidate is tested may vary by role and location. Drivers who operate vehicles that require a commercial driver's license may be subject to federal Department of Transportation drug and alcohol testing rules, and some warehouse or counter roles may also require a screen. Candidates who receive an offer should review the paperwork they are given to see whether testing applies to their position.

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.

Factory Motor Parts has not published a detailed policy on candidates with felony records, and decisions are typically made on a case-by-case basis. Factors that may influence a decision include the nature of the offense, how much time has passed, and the duties of the role, such as driving or handling cash. In FMP's home state, Minnesota law, Minnesota Statutes section 364.021, says an employer may not inquire into or consider a criminal record until the applicant has been selected for an interview or, if there is no interview, before a conditional offer, with an exception for employers that have a statutory duty to check criminal history. Many other states and cities have enacted "ban-the-box" laws too.

Candidates are typically asked for written consent and accurate personal details before a Factory Motor Parts background check begins. The consent is usually part of a disclosure form provided during the hiring process. Candidates should be prepared to supply their full legal name, date of birth, Social Security number, and address history. FMP's CDL driver postings call for a Class B or better license and the ability to handle hazardous materials, so driving candidates should also have license details ready.

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).

Delivery driver candidates at Factory Motor Parts typically complete a consent and disclosure form, and a check for them may include criminal history, identity, and a motor vehicle record review. FMP's postings for CDL delivery drivers call for a Class B or better license and describe driving a company vehicle to deliver auto parts to regional customers and warehouses. Drivers should have license details ready and may be asked about driving history and any federal drug and alcohol testing that applies to their role.

A background check for a Factory Motor Parts warehouse job may include criminal history, identity, and work history checks, though the company has not published specifics. Warehouse associates handle inventory and may operate equipment, so employers in this industry sometimes add safety-related steps such as drug screening for certain positions. The mix of searches may vary by location, so candidates should read the disclosure form for their specific role.

Running a personal background check with Checkr lets you preview what Factory Motor Parts 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.