Safeway: Company Profile & Background Check FAQs

Safeway was founded in 1915 in American Falls, Idaho, by Marion Barton Skaggs. Over the following decades, the company expanded through acquisitions and organic growth to become a major national grocery chain. By the mid-20th century, Safeway had established a presence across the western United States, and it continued expanding to serve customers in numerous states and internationally.

Today, Safeway operates hundreds of supermarket locations primarily across the western and mid-Atlantic United States. The company employs a large workforce spanning store associates, pharmacy staff, deli and bakery workers, department managers, and corporate and distribution center employees. In 2015, Albertsons Companies acquired Safeway, making Safeway one of several grocery banners operating under the Albertsons Companies umbrella, which also includes Albertsons, Vons, Jewel-Osco, Shaw's, and other regional chains. Albertsons Companies is one of the largest food and drug retailers in the country.

Safeway stores offer a broad selection of grocery products, pharmacy services, floral, fuel stations at select locations, and prepared foods. The company serves millions of customers each week, relying on a large and diverse employee base to staff its operations across all departments.

Company culture and employee programs: Safeway and its parent company Albertsons Companies offer employees access to a range of benefits and programs. Company benefits include health insurance options, retirement savings plans, employee discount programs, and paid time off for eligible workers. The company has also supported educational assistance and career development programs for store employees.

Yes. Safeway does conduct background checks as part of its hiring process. Because Safeway operates under the Albertsons Companies corporate structure, its background check policies are generally aligned with those of its parent company, meaning the same general screening framework applies across Albertsons Companies grocery banners. Applicants should expect a background check to be initiated after receiving a conditional job offer, prior to their start date.

A Safeway background check typically takes three to five business days to complete, though the actual timeframe can vary. Several factors influence how quickly results are returned:

For more information on typical screening timelines, see background check turnaround times.

A standard employment background check conducted for Safeway may include several categories of information, depending on the screening package used. Common elements include:

The specific checks included may vary by position, location, and applicable state or local laws.

Under the Fair Credit Reporting Act (FCRA), certain adverse items such as non-conviction arrest records, civil judgments, and collection accounts are generally limited to a seven-year reporting window. Criminal convictions, however, are not subject to a federal seven-year cap and may be reportable indefinitely under federal law. That said, many states impose their own seven-year limit on conviction reporting, so look-back periods can vary significantly depending on where the candidate is located. Some states also have salary thresholds above which additional records may be reportable.

Some states impose stricter limits. Candidates in California, for example, are subject to a seven-year cap regardless of salary, along with additional state-specific protections. Employers are also increasingly subject to "ban-the-box" laws that restrict when and how criminal history can be considered during the hiring process.

The Fair Credit Reporting Act (FCRA) is a federal law that governs how consumer reporting agencies collect, use, and share information about individuals, including background check data used in hiring decisions. Under the FCRA, employers must obtain a candidate's written consent before running a background check. If an employer intends to take an adverse action based on background check findings, they must follow a specific process that includes providing the candidate with a copy of the report, a summary of their rights, and an opportunity to dispute any inaccurate or incomplete information before a final decision is made. These protections apply to Safeway applicants and all candidates subject to FCRA-governed background checks.

Safeway, as part of Albertsons Companies, does not have a blanket policy of excluding all applicants with felony convictions. The company is expected to conduct individualized assessments of applicants with criminal records, evaluating factors such as the nature of the offense, the time elapsed since the conviction, and the relevance of the offense to the specific job duties. This approach is consistent with guidance from the Equal Employment Opportunity Commission (EEOC), which cautions employers against categorical exclusions based on criminal history alone.

Whether an applicant with a felony conviction is hired will depend on the role being applied for, the jurisdiction, and the specific circumstances of the record. Certain positions, particularly those involving access to pharmaceuticals, financial systems, or vulnerable populations, may have stricter screening requirements. Some states and localities also have fair chance hiring laws that further restrict how and when criminal history can be factored into employment decisions.

Applicants with misdemeanor convictions are generally subject to a similar individualized review. A misdemeanor conviction does not automatically disqualify a candidate, and Safeway is expected to evaluate the offense in context before making a hiring determination.

Yes, Safeway does conduct background checks on applicants in California. However, California has several laws that provide candidates with additional protections beyond federal requirements. Under California law, criminal history background checks are generally limited to seven years, regardless of the position's salary level. California also has its own Investigative Consumer Reporting Agencies Act (ICRAA), which imposes additional disclosure and authorization requirements on employers using background check reports.

California has also enacted statewide ban-the-box protections for employers with five or more employees, meaning employers cannot ask about criminal history on a job application or before making a conditional offer. Employers in certain California cities and counties may be subject to even stricter local ordinances. Candidates applying for Safeway positions in California should be aware of these protections when going through the hiring and background check process.

The typical Safeway hiring process follows these steps:

Candidates who want to review their own background before applying to Safeway or any other employer can do so through Checkr. Running a personal background check allows you to see what information may appear in an employer's screening report and address any errors before they affect a hiring decision.

Checkr Personal Background Checks allow individuals to run a report on themselves. Candidates can also use Checkr Profile to build a shareable background check profile that can be provided directly to prospective employers.

If Safeway or another employer has initiated a background check through Checkr, you can monitor the status of your report and access related resources through the Candidate Portal or get help with your report at the Checkr Help Center.

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.