At C.H. Robinson, a logistics provider with 2,000 Chicago employees, that means having a consistent but open-minded policy that considers the number of convictions and how long ago they occurred, as well as the nature of the offense, said Marc Klein, director of operations. The company doesn’t do background checks until the last part of the process, so it can get to know the applicants first, and its policies have evolved to take into account changing laws, such as Chicago’s decriminalization of low-level marijuana possession.