Meijer: Company Profile & Background Check FAQs

Founded in 1934 by Hendrik Meijer in Greenville, Michigan, Meijer opened its doors during the Great Depression as a small grocery store. The company introduced a new retail format in 1962 when Hendrik's son Fred Meijer co-developed the first "thrifty acres" supercenter, combining full grocery and general merchandise departments under one roof. That format, which Meijer effectively pioneered years before the concept became widespread in U.S. retail, remains the company's core model today.

Meijer operates more than 250 stores across six Midwestern states: Michigan, Ohio, Indiana, Illinois, Wisconsin, and Kentucky. Headquartered in Grand Rapids, Michigan, the company employs approximately 70,000 people across its store network and remains entirely family-owned, with the third and fourth generations of the Meijer family involved in leadership. Unlike most retailers of comparable scale, Meijer has no publicly traded shares and does not report earnings publicly.

The company's stores are known for 24-hour operations at most locations, in-store pharmacies, fuel stations, and an extensive private-label product line sold under the Meijer brand name. The supercenter format allows customers to shop for groceries, apparel, electronics, home goods, and general merchandise in a single visit, positioning Meijer as a direct competitor to Walmart, Kroger, and Target across its six-state Midwestern footprint.

Company culture and employee programs:

Meijer offers benefits and programs for its workforce across store, distribution, and corporate roles. The company provides healthcare coverage, dental and vision plans, a 401(k) retirement plan, paid time off, and an employee discount program. Meijer also operates a scholarship program for employees and their dependents and has historically supported community giving through the Meijer Simply Give program, which benefits local food pantries. The company fills many leadership positions through internal promotion, and hourly associates can access advancement pathways into shift leadership and management roles.

Yes. Meijer conducts background checks for most positions across its store network, distribution centers, and corporate operations. Pre-employment screening is a standard part of the hiring process, typically initiated after a contingent offer of employment has been extended. The specific screenings ordered may vary depending on the position, applicable state regulations, and Meijer's hiring requirements for that role.

Most employment background checks can be completed in three to five business days, but timing varies with the screenings ordered and record accessibility. Database searches can close in minutes, whereas searches that require manual courthouse retrieval or follow-up paperwork may extend beyond a week. See Checkr's guide to background check turnaround times for details.

A background check report may include:

The specific screenings conducted depend on the position applied for, applicable state regulations, and Meijer's hiring requirements for that role.

Yes, in some cases. Meijer does not maintain a blanket policy against hiring individuals with felony convictions. The company evaluates applicants with criminal histories on a case-by-case basis, considering factors such as the nature and severity of the offense, how much time has passed since the conviction, and the relevance of the criminal history to the specific position being sought.

For retail positions, offenses involving theft, fraud, or dishonesty may receive closer scrutiny given the nature of the work environment. That said, a past conviction does not automatically disqualify a candidate. Federal EEOC guidance recommends that employers conduct an individualized assessment that considers the nature of the offense, its age, and its relationship to the job responsibilities.

Several of the states where Meijer operates have enacted ban-the-box laws that restrict when or how employers can ask about criminal history during the application process. Candidates with felony records should be prepared to discuss their background honestly if asked, and can emphasize their qualifications and readiness for the role.

Yes, in many cases. Misdemeanor convictions are generally evaluated with the same case-by-case approach Meijer applies to felony records. The company considers the type of offense, its recency, and whether it is relevant to the job being applied for. Minor or older misdemeanor convictions are less likely to affect hiring outcomes than recent offenses or those directly related to the responsibilities of the role.

As with felony convictions, applicable state and local fair-chance hiring laws may influence how misdemeanor history is reviewed. Candidates who have questions about how a specific record might affect their application can consult state labor agency resources or legal counsel for guidance.

Look-back periods vary by state law, position, and the CRA's data sources. Many employers focus on the past seven years for most convictions under Fair Credit Reporting Act (FCRA) guidelines, but this can differ based on the state where you are applying and the nature of the role. Michigan, Ohio, Indiana, Illinois, Wisconsin, and Kentucky each have their own fair-chance and reporting laws that may impose additional limits or requirements. Candidates should review state fair-chance or "ban-the-box" laws to understand local limits that may apply to their situation.

The Fair Credit Reporting Act (FCRA) requires employers to obtain written consent before ordering a background report, provide a copy of the report plus a "pre-adverse action" notice if they may take negative action, and allow time to dispute errors. EEOC guidance also recommends an individualized assessment that considers the nature of the offense, its age, and relevance to the job. These protections apply regardless of which employer or consumer reporting agency is involved in the screening process.

Running a personal background check with Checkr lets you preview what Meijer may see and help 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, 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.

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.