Fuyao Glass America: Hiring, Background Check & Employment Verification FAQs

Fuyao Glass America is the North American subsidiary of Fuyao Glass Industry Group Co., Ltd., which was founded by Cao Dewang in 1987 and is based in Fuqing, China. The parent company grew alongside China's automotive manufacturing expansion to become the country's largest automotive glass supplier, and it established a United States manufacturing presence to serve North American carmakers directly.

In 2014 Fuyao selected Moraine, Ohio, a Dayton suburb in Montgomery County, as the site of its first North American facility. The plant, built inside a 1.2 million square foot former General Motors assembly building, opened in 2016 and has been described as the largest automotive glass production facility in the world, employing more than 2,000 workers. In 2025 the company brought online a new greenfield plant next door in Moraine, an investment reported at roughly $300 million that is expected to employ about 500 people and is focused on advanced glass for electric vehicles, heads-up displays, and driver assistance systems.

The company's United States footprint extends beyond Ohio. Fuyao operates a float glass facility at Mount Zion, near Decatur, Illinois, which supplies raw glass to the Moraine operation, where it is bent, shaped, and assembled into finished automotive parts for North American customers. Public reporting describes total United States investment of more than $1.5 billion creating roughly 4,000 direct jobs, with further expansion planned in Illinois. Fuyao Glass America markets both original equipment glass and aftermarket replacement glass, which it publishes as separate product lines.

Typical roles at these sites include production and machine operators, glass handling and packing associates, quality inspectors, maintenance and automation technicians, tooling and process engineers, materials and logistics coordinators, forklift operators, environmental health and safety specialists, and plant administrative staff. Automotive glass manufacturing is a high-heat, high-automation environment with meaningful safety requirements, which is one reason manufacturers in this sector verify candidate information before hire.

Company culture and employee programs:

Fuyao Glass America advertises that its two manufacturing hubs in Moraine, Ohio and Mount Zion, Illinois support hundreds of manufacturing, engineering, and administrative jobs and that it recruits across all of those categories. Plant work is typically shift-based and production-driven, with training delivered on site for equipment operation and safety. Pay, shift differentials, overtime practices, and benefits eligibility vary by plant, role, and employment status, so candidates should confirm specifics with the recruiter for their position rather than relying on general descriptions.

Yes. Employers in the automotive manufacturing industry, including Fuyao Glass America, are legally permitted to conduct pre-employment background checks on applicants provided they follow federal, state, and local law. In the United States, reports prepared by a third-party consumer reporting agency are governed by the Fair Credit Reporting Act (FCRA), which requires a standalone disclosure, written authorization, and a defined adverse action process. Ohio and Illinois each add their own employment and consumer-reporting requirements on top of the federal baseline.

Fuyao is generally reported to screen candidates during hiring, which is consistent with normal practice among large manufacturers. Automotive suppliers commonly screen because employees operate heavy and automated equipment, work in high-heat production areas, handle customer-specific tooling and intellectual property, and in some roles drive powered industrial trucks. The exact scope of a Fuyao background check is not published and may vary by plant, role, and state.

Applications for plant roles are typically submitted online or through a hiring event, and staffing agencies are also used in the sector for entry-level production positions. A recruiter or plant human resources representative usually conducts an initial screen covering availability, shift preference, and relevant experience. Candidates who advance interview with a supervisor or team lead, sometimes with a facility tour. A conditional offer generally follows, after which the candidate is asked to authorize a background check and complete any required drug screening and physical or lift assessment. Orientation and safety training begin once those steps clear.

Turnaround depends on which searches are ordered, how quickly county courts and past employers respond, and how many jurisdictions the candidate's history touches. Many manufacturing screening packages return within a few business days, while multi-county criminal searches or unresponsive verifiers take longer. Candidates who want to understand what drives the schedule can read this guide to background check turnaround times.

The employer decides which searches to include. For an automotive manufacturing employer, a package may include some or all of the following:

Read the disclosure and consent paperwork provided with your offer to see which searches apply to your specific role.

Lookback windows depend on the search type and on state law. The FCRA generally bars consumer reporting agencies from reporting most adverse non-conviction information older than seven years, with exceptions tied to salary thresholds and, in many states, to convictions. Ohio and Illinois each have their own rules affecting what employers may consider and when, and Illinois in particular has significant state-level employment screening and fair-chance requirements. Motor vehicle record lookbacks are set by each state's DMV rather than by the FCRA, so a single report can apply different windows to different searches.

Fuyao does not publish a detailed policy on applicants with felony convictions, and manufacturers generally make these decisions case by case. Common considerations include the nature and age of the offense, evidence of rehabilitation, and how the record relates to the duties of the job. Illinois and many other states and cities have enacted "ban-the-box" laws that restrict when criminal history may be asked about and how it may be weighed in a hiring decision. Candidates are generally best served by being truthful on the application and prepared to discuss their history if it comes up.

Applicants are typically asked to sign a standalone disclosure and provide written authorization before a report is ordered. Be prepared to supply your full legal name, date of birth, Social Security number, and an address history spanning several years, plus employer names, dates, and titles for verification. Roles involving driving require a license number and issuing state, and skilled positions may require certification documentation. Accurate information keeps searches in the correct jurisdictions and prevents avoidable delays.

The Fair Credit Reporting Act is the federal law that governs how consumer reporting agencies collect, use, and share background information used for employment decisions. It requires employers to disclose their intent and obtain written consent before ordering a report, to send a pre-adverse action notice with a copy of the report and a summary of rights before making a final negative decision, and to allow candidates a period to dispute inaccurate entries. This introduction to the Fair Credit Reporting Act (FCRA) explains the statute and the related EEOC guidance.

Pre-employment drug screening is widespread in automotive and glass manufacturing because production employees work around furnaces, automated lines, and powered industrial trucks, and it is federally required for safety-sensitive commercial driving roles. Fuyao does not publish a company-wide testing policy, so whether a test is requested and what panel is used may vary by plant, position, and state law. Ohio and Illinois treat some substances differently, so candidates should read their offer paperwork and ask the recruiter if anything is unclear.

Running a personal background check with Checkr lets you preview what Fuyao Glass America may see and gives you time to correct inaccuracies before they affect your application. One secure report covers:

Create your report at Checkr Personal Background Checks. To share verified credentials with recruiters ahead of time, build a free Checkr Profile.

Check your report status in the Candidate Portal. For FAQs, dispute steps, and support contacts, visit the Checkr Help Center.

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.