Kinney Drugs: Company Profile & Background Check FAQs

Kinney Drugs was founded in 1903, when Burt Orrin Kinney purchased an existing drug business in his hometown of Gouverneur, New York, and opened the first Kinney drugstore. That original Gouverneur location remains in operation, and the company is still based in the same North Country community where it began. Over more than 120 years, Kinney Drugs has grown from a single small-town pharmacy into a regional chain with nearly 100 locations across New York and Vermont.

Kinney Drugs is part of the KPH Healthcare Services family of companies, a provider of pharmaceutical and healthcare services with businesses in both retail and commercial segments of the industry. The organization is employee-owned through an employee stock ownership plan (ESOP), meaning the people who work in its stores, pharmacies, and support operations hold an ownership stake in the business. The company also created the Kinney Drugs Foundation in 2002, which makes awards to local and national charities.

Day to day, Kinney Drugs stores combine full-service pharmacies with front-end retail selling health, beauty, household, and convenience items. Typical roles include pharmacists, pharmacy technicians, pharmacy interns, retail associates and cashiers, shift supervisors, and store managers, along with distribution center and corporate support positions. Because pharmacy employees handle controlled substances and protected health information, careful hiring and compliance practices are standard in this line of work.

Company culture and employee programs:

Kinney Drugs presents itself as a community-focused employer, and its ESOP structure ties employee ownership to the company's long-term performance. Pharmacy staff complete training tied to state licensing and certification requirements, and retail employees receive on-the-job training in customer service and store operations. Benefits, scheduling, and pay vary by role, location, and employment status, so candidates should confirm the details for a specific opening with a hiring manager.

Yes. Employers in the pharmacy and retail healthcare industry, including Kinney Drugs, are legally permitted to conduct pre-employment background checks when they comply with federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires candidate consent, disclosure, and a fair adverse action process. Pharmacies also operate under state board of pharmacy rules and controlled substance regulations that shape hiring for licensed roles.

Kinney Drugs is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice across pharmacy chains. Employees may handle controlled substances, patient health information, and cash transactions, all areas where employers typically screen carefully. The exact scope of the Kinney Drugs background check may vary by role and state, so candidates should review the disclosure forms provided during the hiring process.

While steps can differ by store and position, the Kinney Drugs hiring process typically starts with an online application. Candidates who advance are usually contacted for an interview with a store manager or, for pharmacy roles, with pharmacy leadership. Licensed positions require proof of state licensure or certification, such as a pharmacist license or pharmacy technician registration where applicable. Candidates who receive a conditional offer are generally asked to consent to a background check, and some roles may require a drug screen, before a start date is confirmed.

Timing depends on which searches are ordered, how quickly courts and licensing boards respond, and how many jurisdictions appear in the candidate's history. Many background checks are completed within a few business days, while reports that include several county searches or license verifications can take longer. For more detail, see this guide to background check turnaround times.

Employers choose the screenings that fit each role. For a pharmacy chain like Kinney Drugs, a background check may include some or all of the following:

Candidates should read their consent documents to understand which searches apply to the position they are seeking.

Lookback periods depend on the type of search and the laws of the state where the candidate lives or works. Under the FCRA, most negative information other than criminal convictions generally cannot be reported once it is more than seven years old, with limited exceptions. Convictions can often be reported further back where state law allows, and New York and Vermont each apply their own rules on the use of criminal history in hiring. Candidates with history in multiple states may see different windows within one report.

Kinney Drugs does not publish a detailed public policy on hiring candidates with felony records, and decisions are typically made case by case. Employers in pharmacy settings often weigh the nature and age of an offense against the duties of the role, and state pharmacy regulations can restrict licensure for certain convictions. New York law also requires employers to evaluate criminal records individually under Article 23-A. Many jurisdictions have "ban-the-box" laws limiting when criminal history questions can be asked. Candidates should answer application questions honestly and be ready to provide context.

Candidates are typically asked to sign a written consent and disclosure form before a background check begins. Applicants should be prepared to provide accurate personal information, including full legal name, date of birth, Social Security number, and address history, plus license or certification numbers for pharmacy roles. Accurate information helps the screening cover the correct jurisdictions and keeps the hiring timeline on track.

The Fair Credit Reporting Act is a federal law that governs how consumer reporting agencies collect, use, and share background check information. Employers must obtain written consent before ordering a report, and if they intend to take adverse action based on the results, they must provide the candidate a copy of the report and a summary of rights, plus an opportunity to dispute inaccurate information. For a deeper overview, read this introduction to the Fair Credit Reporting Act (FCRA) and EEOC guidance.

Running a personal background check with Checkr lets you preview what Kinney Drugs may see and helps you identify potential inaccuracies before they affect your 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 and hiring managers.

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.