Sam's Club Background Checks: Hiring Guide & FAQs

Founded in 1983 in Midwest City, Oklahoma, Sam's Club was created as the warehouse division of Walmart Inc., named after Walmart founder Sam Walton. The membership-based warehouse club model allows the company to offer bulk merchandise at competitive prices to both individual consumers and small business owners. As of 2024, Sam's Club operates more than 600 warehouse locations across 44 US states and Puerto Rico, employing approximately 45,000 associates. The company reported net sales of $90.2 billion for Walmart’s fiscal year 2025, which ended January 31, 2025.

The Sam’s Club business model centers on paid memberships, with members paying annual fees for access to wholesale pricing on groceries, electronics, furniture, appliances, and seasonal merchandise. Sam's Club also provides business services including commercial credit programs, bulk food service supplies, and business technology solutions. The company has invested significantly in technology infrastructure, including mobile scan-and-go checkout systems, curbside pickup services, and an e-commerce platform that extends its reach beyond physical warehouse locations.

Sam's Club organizes its workforce across several operational areas, including:

The company maintains career development programs such as the Live Better U education benefit, which gives associates access to college degrees, high school completion programs, and professional certificates with costs covered by the company. Associates also have access to Walmart's broader benefits structure, including health coverage options, 401(k) retirement plans with company match, associate discount cards, and paid time off programs.

Following a conditional job offer, retailers like Sam's Club may request a background check report through a third-party consumer reporting agency (CRA). Employment screening helps the company verify applicant information and maintain workplace safety standards across its warehouse locations, distribution centers, and pharmacy operations.

Most employment background checks complete within three to five business days, though the actual timing depends on the specific screenings ordered and the accessibility of records. Database searches typically process within hours, while searches requiring manual courthouse retrieval or additional documentation may take one to two weeks or longer.

Factors affecting turnaround time include county court processing speeds, the completeness of applicant information, and whether records require verification from multiple jurisdictions. Read Checkr's guide to background check turnaround times for a general idea of how long employment screening typically takes.

A retailer like Sam's Club may include the following in an employment background check:

Sam's Club and similar employers may include drug testing as part of the hiring process, particularly for positions involving safety-sensitive duties, equipment operation, or pharmacy work. Testing policies may vary by position type and location. Applicants should review their offer materials and ask their recruiter about specific drug testing requirements for their role during the hiring process.

Retailers like Sam's Club evaluates applicants on an individualized basis in accordance with EEOC guidance and applicable state and local fair chance hiring laws. Many jurisdictions have enacted Ban the Box laws that limit when and how employers can inquire about criminal history during the application and hiring process. These laws typically require employers to delay criminal history questions until after an initial interview or a conditional offer.

When reviewing background check results, employers are encouraged to assess each case individually rather than applying blanket exclusion policies. This assessment considers factors including the nature of the criminal conduct, the amount of time that has passed since the event, evidence of rehabilitation, and the specific responsibilities of the position. Applicants with criminal records should be prepared to provide context about their circumstances and share any steps taken toward rehabilitation.

Background check lookback periods depend on federal and state law, position requirements, and the CRA's data sources. The Fair Credit Reporting Act (FCRA) imposes federal guidelines that limit most non-conviction reports to seven years. Several states also limit reporting to seven years for most positions, though exceptions exist for roles that meet certain salary thresholds or involve specific responsibilities. Some states prohibit reporting non-conviction records, such as arrests without disposition, dismissed charges, or sealed records.

Certain positions may require longer lookback periods based on industry regulations or role responsibilities. For example, pharmacy positions subject to healthcare regulations may require more comprehensive criminal history reviews. Applicants should research their state's specific reporting limitations and understand which records may appear on their background check based on where they live and where they’re applying.

The Fair Credit Reporting Act is a federal law that regulates how employers obtain and use consumer reports, including background checks, in employment decisions. The FCRA establishes specific protections for job applicants and employees:

The Equal Employment Opportunity Commission (EEOC) provides additional recommendations that employers conduct individualized assessments for applicants with criminal records, considering the nature of the offense, its relevance to the job, and the time that has elapsed. These protections help improve fairness and accuracy in the background screening process during Sam's Club employment decisions.

Running a personal background check with Checkr allows applicants to preview what may appear on an employment background check and identify potential inaccuracies before they affect a job application. A personal background check provides visibility into:

Create your report in minutes with Checkr’s personal background checks. To showcase verified credentials proactively during your job search, build a free Checkr Profile that you can share with recruiters, hiring managers, or other parties.

If a retailer like Sam's Club has initiated a background check for your application and Checkr is processing it, you can monitor your report status through the Candidate Portal. The portal provides real-time updates on your background check progress, displays completed sections, and alerts you to any items that require your attention.

If you identify information on your report that appears inaccurate or incomplete, you have the right to dispute those findings. The Checkr Help Center provides step-by-step instructions for the dispute process, answers to frequently asked questions about background checks, and direct access to candidate support. Checkr's dispute resolution team investigates contested information by returning to original sources, requesting updated records, and working to ensure accuracy of reports.

Time is important when reviewing your background check. If you receive a pre-adverse action notice indicating that Sam's Club may make a negative decision based on your background check, you typically have five business days to review the report and submit a dispute. Acting quickly gives more time to correct errors before a final employment decision is made.

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.