Niagara Bottling: Company Profile & Background Check FAQs

Niagara Bottling, LLC was founded in 1963 in Irvine, California, by Andrew Peykoff Sr. and is headquartered today in Diamond Bar, California. The company remains privately held and family-owned, led by Andy Peykoff II. What began as a regional water business expanded dramatically after Niagara moved into private label bottled water production in the 1990s, growing into a national manufacturer serving many of the largest retailers in the country.

Niagara produces bottled water, sparkling water, and sports drinks, both under its own Niagara brand and as a private label bottler for other companies. Its private label clients have included major big box retailers, grocery chains, and convenience stores such as Walmart, Costco, Target, and 7-Eleven. As of 2017, Niagara was the largest supplier of private label bottled water in North America, and the company has continued opening new plants across the United States since then.

The company operates more than 50 bottling plants across the United States and Mexico and employs more than 7,000 team members worldwide. Its facilities are large, highly automated manufacturing sites, some exceeding 400,000 square feet, located in states including Arizona, California, Connecticut, Florida, Indiana, Minnesota, Missouri, North Carolina, Pennsylvania, South Carolina, Virginia, and Washington. Workforce roles include production and machine operators, quality assurance technicians, maintenance mechanics, warehouse and forklift operators, commercial drivers, engineers, and corporate staff.

Company culture and employee programs: Niagara describes its workforce as "team members" and emphasizes continuous improvement and high-speed manufacturing excellence. Plants run around the clock, so many roles involve shift work in fast-paced production environments. Benefits vary by role and location, but large beverage manufacturers commonly offer:

Candidates should confirm current benefit details for a specific role during the hiring process.

Yes. Employers in the beverage manufacturing industry, including Niagara Bottling, 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, background screening through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which requires written consent, disclosures, and adverse action procedures. California, where the company is headquartered, imposes additional state-specific requirements on employers.

Niagara Bottling is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice among large food and beverage manufacturers. Bottling plants involve regulated food-grade production, heavy machinery, and secured facilities, and driving roles carry additional requirements. The exact scope of a Niagara Bottling background check may vary by role, plant, and state, so candidates should review the disclosure documents provided during hiring.

While steps vary by position, the Niagara Bottling hiring process typically begins with an online application through the company's careers site. Candidates may complete a phone or virtual screening, followed by interviews with hiring managers or plant leadership; technical roles may include skills assessments. Candidates who receive a conditional offer are usually asked to consent to a background check, and many plant roles include additional pre-employment steps such as a drug screen before a start date is confirmed.

Turnaround time depends on which searches are ordered, how quickly courts and agencies respond, and how many jurisdictions appear in a candidate's history. Many background checks are completed within a few business days, while reports involving several county court searches or driving record retrieval can take longer. Candidates can learn more by reviewing background check turnaround times.

The employer determines which searches to include. For roles at a beverage manufacturer like Niagara Bottling, a background check may include some or all of the following:

Candidates should review the disclosure and consent forms they receive to understand which searches apply to their role.

Lookback periods depend on the type of search and applicable state law. Under the FCRA, consumer reporting agencies generally cannot report most negative information older than seven years, though criminal convictions can often be reported further back under federal law, with exceptions for certain higher-salary positions. Some states, including California, apply stricter limits, generally restricting reportable convictions to seven years. Candidates with history in multiple states may see different lookback windows within the same report.

Niagara Bottling does not publish a detailed public policy on hiring candidates with felony records, and decisions are typically made on a case-by-case basis, weighing the nature and severity of the offense, the time elapsed, and the duties of the role. California's Fair Chance Act and other "ban-the-box" laws restrict when employers can ask about criminal history and require individualized assessments in many jurisdictions where the company operates plants. Candidates with records are encouraged to answer application questions honestly and be prepared to discuss their background if asked.

Candidates will typically be asked to provide written consent before a background check is initiated, usually via a standalone disclosure and authorization form. Applicants should be prepared to provide accurate personal information, including full legal name, date of birth, Social Security number, and address history. Driver applicants may also need to supply commercial license details and prior driving employment information. Accurate details help ensure the correct jurisdictions are searched and prevent delays.

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, along with an opportunity to dispute inaccurate information before a final decision is made. For a deeper overview, read this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Niagara Bottling may see and helps 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.