Pizza Lucé: Company Profile & Background Check FAQs

Pizza Lucé was founded in 1993 in downtown Minneapolis by Joe Baier, a longtime pizza delivery worker who decided to open his own restaurant after the pizzeria he worked for closed. The early years were lean, but after Scott Nelson joined as general manager in 1995 the restaurant became profitable and began to grow. Pizza Lucé remains a privately held, independent restaurant company rather than a franchise chain.

Today, Pizza Lucé operates nine locations, including restaurants in downtown Minneapolis, Uptown, Seward, Saint Paul, Hopkins, Richfield, Roseville, Eden Prairie, and Duluth. The menu is known for creative pizzas alongside substantial vegan and gluten-free offerings, and many locations feature full bars and late-night hours. The company was named Restaurant of the Year by the Minnesota Restaurant Association in 2011.

Pizza Lucé has a reputation as a musician-friendly and arts-connected employer. The company has historically allowed employees to return to their jobs after touring with their bands, and its staff has included members of Twin Cities acts such as Motion City Soundtrack. Since 2003 the company has hosted the Pizza Lucé Block Party, a music festival that has featured artists like Brother Ali and P.O.S. Typical roles include servers, bartenders, line cooks and pizza cooks, dishwashers, hosts, delivery drivers, shift leads, and restaurant managers.

Company culture and employee programs: Pizza Lucé cultivates an independent, community-oriented culture that reflects the Twin Cities music and arts scene. Scheduling flexibility, on-the-job training, and internal advancement from crew roles into shift lead and management positions are common paths in restaurants of this kind. Pay structures and benefits vary by role, location, and hours worked, so candidates should confirm specifics with the hiring manager during the interview process.

Yes. Employers in the restaurant industry, including Pizza Lucé, are legally permitted to conduct pre-employment background checks on job candidates, provided they comply with federal, state, and local laws. In the United States, screening conducted through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which requires written consent, clear disclosures, and a defined adverse action process. Minnesota also has its own rules, including a statewide ban-the-box law that limits when employers can ask about criminal history.

Pizza Lucé may conduct background checks for some positions, consistent with common practice in the restaurant industry, though restaurants often reserve formal screening for roles with particular responsibilities. Checks are most likely for delivery drivers, whose driving records matter for safety and insurance, and for management roles that handle cash, banking, and keys. The scope of any Pizza Lucé background check may vary by role and location, so candidates should rely on the disclosures they receive during hiring.

While steps vary by restaurant and role, the Pizza Lucé hiring process typically starts with an online or in-person application, followed by one or more interviews with a manager. Candidates for kitchen and front-of-house roles may be asked about availability, experience, and food service skills, while bartenders and servers in Minnesota must meet the state's minimum age requirements for serving alcohol. Candidates who receive an offer may be asked to consent to a background check depending on the role, and delivery drivers are generally asked to show a valid driver's license and proof of insurance.

Many background checks are completed within a few business days, though timing depends on the searches ordered, the responsiveness of courts, and the number of jurisdictions connected to a candidate's address history. Reports that involve manual county courthouse record searches can take longer. Candidates can learn more by reviewing background check turnaround times.

Employers decide which screenings to include based on the role. For a restaurant company like Pizza Lucé, a background check may include some or all of the following:

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

The lookback period depends on the type of search and applicable law. Under the FCRA, consumer reporting agencies generally cannot report most negative information older than seven years, though criminal convictions can often be reported for longer depending on state law, and certain exceptions apply. Some states impose stricter limits, so the window can differ by search type and by where the candidate has lived.

Pizza Lucé's policies regarding candidates with felony records are not publicly stated, and decisions of this kind are typically made case by case. Restaurants are often cited as accessible employers for people reentering the workforce, and factors such as the nature of the offense, the time elapsed, and the role's responsibilities usually shape the outcome. Minnesota's statewide "ban-the-box" laws prohibit most employers from asking about criminal history on the initial application, delaying that question until an interview or conditional offer. Candidates with records are encouraged to answer any lawful questions honestly.

If a background check is required for a role, candidates will typically be asked to provide written consent before it begins, along with accurate personal information such as full legal name, date of birth, Social Security number, and address history. Delivery driver applicants should be prepared to provide a valid driver's license and proof of insurance. Accurate information helps ensure searches cover the correct jurisdictions and prevents delays.

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 ordering a background check, and if they intend to take adverse action based on the results, they must give the candidate a copy of the report and a summary of rights, along with a chance to dispute inaccurate information before a final decision. For a detailed overview of the FCRA and Equal Employment Opportunity Commission (EEOC) guidance, visit Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what Pizza Lucé 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.