Graham Packaging: Hiring, Background Check & Employment Verification FAQs

According to the company's website, Graham Packaging began in 1970 with a simple motor oil container and has grown into a global blow-molded plastic bottle manufacturer. It says its stability, innovation and customizable services attract Fortune 500 firms and small independent businesses alike, in markets including automotive, beverage, dairy, health food and nutrition, food and home care.

Graham says it is headquartered in Lancaster, Pennsylvania, with its flagship manufacturing facility and Graham Recycling Company in nearby York, Pennsylvania. Its plants span North America, Europe and South America, and the careers page describes more than 70 locations worldwide. The company also says one out of every three of its plants is positioned near or inside a customer's filling facility.

The careers page describes roles ranging from hourly production positions to leadership positions, alongside the designers, engineers and other packaging professionals described on its About page. Candidates in the United States and Canada apply through an online careers portal, while separate application routes are listed for Mexico, Europe and Brazil.

Company culture and employee programs:

Graham's careers page highlights competitive compensation, an employee benefits program, training and development for career advancement and a commitment to sustainability. It also describes a focus on identifying, promoting and investing in employees who step up, whether they hold a leadership role or work in an hourly role. Benefits and pay vary by location and position, so candidates are encouraged to confirm specifics during the hiring process.

Yes. Employers in the plastic packaging manufacturing industry, including Graham Packaging, 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 procedures. Graham operates plants in several countries, and the rules that apply to a candidate's check depend on where the job is located.

Graham Packaging is generally reported to conduct background checks for at least some positions, though its screening policy is not publicly detailed. Manufacturing employers commonly screen candidates who will work around equipment, materials and customer products. The scope of the Graham Packaging background check may vary depending on the role, the plant and the country.

The Graham Packaging hiring process typically starts with applying through the company's careers portal for the region where the job is located. Candidates may then interview with a recruiter and a plant or department manager, and those who receive a conditional offer are usually asked to consent to a background check before a start date is confirmed. Steps may vary by role, plant and country.

A Graham Packaging background check can take anywhere from a few business days to longer, depending on the searches ordered and how quickly courts and agencies respond. Roles that include drug screening or other added steps may take longer before a start date. Candidates who want more detail on typical timelines can review background check turnaround times.

The specific components of a background check are determined by the employer. For a role at a manufacturer like Graham Packaging, 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.

Graham Packaging does not publicly detail a drug-testing policy, and requirements may vary by role, plant and country. Manufacturing employers sometimes use drug screens for safety-sensitive roles, such as those involving machinery or forklifts. Candidates should review the offer paperwork and any disclosure forms to see whether a drug test 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.

Graham Packaging does not publicly state how it handles felony records, and decisions in the United States are typically made case by case. Factors that may influence a decision include the type of offense, how much time has passed, and the duties of the role, such as operating equipment or working in a plant. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history during the hiring process. Candidates are encouraged to be honest on their application and to be prepared to discuss their background if asked.

Candidates applying to Graham Packaging in the United States will typically be asked to give written consent before a background check begins. This consent is usually part of a disclosure form provided during the hiring process. Be prepared to supply your full legal name, date of birth, Social Security number and address history. Roles that involve driving may also require a valid driver's license number.

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).

A plant or warehouse role at Graham Packaging typically involves criminal history searches and identity checks, and it may include drug screening where machinery or safety-sensitive work is involved. Roles that involve driving may add a motor vehicle record check, and engineering or leadership roles may add employment and education verification. The disclosure form each candidate receives lists the searches that apply.

No, because screening rules differ by country. The FCRA applies to background checks in the United States, while hiring for plants in Canada, Mexico, Europe and Brazil follows local employment and privacy laws. Candidates outside the United States should review the notices they receive during the application process.

Running a personal background check with Checkr lets you preview what Graham Packaging 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.