Lennox Parts Plus: Hiring, Background Check & Employment Verification FAQs

Lennox Parts Plus operated as the direct-to-professional retail arm of Lennox International, Inc., the HVAC manufacturer founded in 1895 by Dave Lennox in Marshalltown, Iowa. Lennox International grew from a maker of riveted steel coal-fired furnaces into one of the largest HVAC and refrigeration equipment manufacturers in North America, distributing products through a unique network of thousands of independent dealers rather than big-box retail. Parts Plus locations served as the physical supply houses supporting this dealer network, stocking parts and equipment from Lennox as well as other major HVAC and electrical brands such as Honeywell, White-Rodgers, and Copeland.

Lennox International is publicly traded on the New York Stock Exchange and is headquartered in Richardson, Texas. The Parts Plus store network has more recently been rebranded as "Lennox Stores," reflecting the parent company's broader retail strategy, though many references to the earlier Parts Plus name persist across supply directories and older company records. Lennox operates hundreds of these stores across the United States and Canada, alongside its manufacturing plants and dealer support infrastructure.

Lennox Parts Plus / Lennox Stores locations employ counter sales staff, warehouse and inventory personnel, and store managers who support licensed HVAC contractors purchasing parts, equipment, and tools. The stores also participate in thermostat recycling programs as part of Lennox's broader environmental compliance efforts.

Company culture and employee programs: Lennox emphasizes its long manufacturing heritage and direct-to-dealer support model, positioning its retail stores as a value-add for licensed HVAC professionals rather than a general consumer retail channel. As part of the larger, publicly traded Lennox International organization, store employees may have access to broader corporate resources and career paths. Benefits, scheduling, and advancement opportunities can vary by location, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the HVAC parts and equipment distribution industry, including Lennox Parts Plus, are legally permitted to conduct pre-employment background checks on job candidates, provided they comply with applicable federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires employers to obtain written consent, provide disclosures, and follow adverse action procedures.

Lennox Parts Plus is generally reported to conduct background checks as part of its hiring process, which is standard for retail and warehouse employers, particularly for roles involving cash handling and inventory management.

The hiring process for store-level roles at Lennox Parts Plus typically includes an application, an interview with a store manager, and a background check prior to a final offer.

Background check timelines can vary based on the type of screening requested and how quickly records can be verified. Learn more about typical background check turnaround times to understand what factors can affect the process.

A typical pre-employment background check for a parts and equipment retail role may include:

Under the FCRA, criminal history reporting is generally limited to seven years for most background checks, though state laws may extend or restrict this timeframe depending on the type of record and jurisdiction.

Hiring decisions involving candidates with criminal records are generally made on a case-by-case basis, taking into account the nature of the offense, how much time has passed, and its relevance to the role. Some states have adopted "ban-the-box" laws that restrict when employers can ask about criminal history during the hiring process.

Candidates can generally expect to provide personal information such as full legal name, date of birth, and Social Security number, along with signed consent authorizing the background check, in compliance with FCRA requirements.

The Fair Credit Reporting Act (FCRA) is a federal law that regulates how employers can use background check information in hiring decisions. It requires employers to notify candidates before running a check, obtain written consent, and follow specific adverse action procedures if a decision is made based on background check results.

What if I disagree with something in my background check?

Under the FCRA, if you believe your background check report contains inaccurate information, you have the right to dispute it directly with the consumer reporting agency that prepared the report. The agency is generally required to investigate the dispute, typically within 30 days, and to correct or remove any information it cannot verify as accurate. If Checkr conducted the background check, dispute instructions are included in the notification sent to your Checkr candidate account.

Can I see a copy of my own background check report?

Yes. Under the FCRA, if a background check is used to make an adverse hiring decision, you are entitled to receive a copy of the report along with a summary of your rights under the law before the decision becomes final.

Running a personal background check with Checkr lets you preview what Lennox Parts Plus may see during the hiring process, helping you address any concerns before you apply. A personal background check can include:

Learn more about Checkr Personal Background Checks and explore your Checkr Profile to see what information may appear in your own background check.

If you're a candidate with a background check in progress through Checkr as part of your application to Lennox Parts Plus or another employer, you can check your status through the Candidate Portal. For additional support, visit the Checkr Help Center.

The information provided in this article does not, and is not intended to, constitute legal advice. All information is for general informational purposes only. Checkr does not guarantee the accuracy, completeness, or usefulness of this information and is not responsible for any errors or omissions, or for the results obtained from the use of this information. This article may contain links to other third-party websites. Such links are only for the convenience of the reader. Checkr does not endorse the contents of the third-party sites and disclaims any affiliation with the companies mentioned in this article unless otherwise stated.