Quick Answer

Conditional. Alaska Airlines may hire individuals with felony convictions for certain positions, but the airline industry presents some of the most significant regulatory barriers for applicants with criminal records. As the fifth-largest airline in North America with approximately 34,000 employees across Alaska Air Group (including Hawaiian Airlines and Horizon Air), Alaska Airlines operates under strict federal oversight from the TSA, FAA, and DOT.

Employment decisions are conditional upon passing an extensive federal background check including FBI fingerprint-based criminal history screening, TSA Security Threat Assessment, and mandatory drug testing for safety-sensitive positions. Alaska Airlines complies with Washington State's Fair Chance Act and EEOC guidelines requiring individualized assessment.

The greatest barriers are created by TSA Permanently Disqualifying Crimes (espionage, treason, terrorism, transportation security incidents), TSA Interim Disqualifying Crimes within 10 years (felony drug distribution, weapons offenses, rape, robbery, kidnapping), and theft-related offenses (cash, cargo, and baggage handling concerns). Any position requiring SIDA badge access faces the strictest scrutiny.

Best opportunities exist in non-secure corporate and administrative positions at headquarters that do not require airport SIDA badge access. Entry-level operational roles (ramp agent, customer service) are possible for applicants with older, non-disqualifying convictions who can pass the 10-year FBI background check and obtain SIDA credentials.

Table of Content

1. Quick Answer

2. Felon-Friendly Scorecard

3. Eligibility Checklist

4. Critical Regulatory Information

5. Company Overview

6. Hiring Policy Analysis

7. Background Check Process

8. Application Strategy

9. Tips for Applicants with Records

10. Benefits Overview

11. Frequently Asked Questions

12. Alternative Second Chance Employers

13. Conclusion

14. Disclaimer

Felon-Friendly Scorecard

Eligibility Checklist

Before applying, honestly assess whether you meet these baseline requirements:

• TSA Disqualifying Crimes Check: Must not have any permanently disqualifying felonies (espionage, treason, terrorism, murder) or interim disqualifying crimes within 10 years (felony drug distribution, weapons offenses, robbery, rape, kidnapping).

  
  

• SIDA Badge Eligibility: For operational roles, must be able to pass FBI fingerprint-based Criminal History Records Check (CHRC) and TSA Security Threat Assessment to obtain Security Identification Display Area badge.

  
  

• Drug Screen: Must pass mandatory DOT pre-employment drug test for all safety-sensitive positions. Random, post-accident, and reasonable suspicion testing continues throughout employment.

  
  

• 10-Year Employment History: Must be able to provide verifiable employment history for past 10 years as required for TSA vetting.

  
  

• Physical Requirements: Ramp and operational positions require lifting up to 75 pounds, working in all weather conditions, and physical capability testing.

  
  

• Absolute Honesty: Must be completely honest on all security forms and applications. Falsification is a separate federal offense resulting in immediate disqualification and potential prosecution.

  
  

• Work Authorization: Must be legally authorized to work in the United States and able to provide required I-9 documentation.

Critical Regulatory Information

Understanding the extensive federal regulatory landscape is essential for Second Chance applicants to the airline industry. Alaska Airlines is headquartered in SeaTac, Washington, and must comply with Washington State's Fair Chance Act as well as stringent federal TSA, FAA, and DOT regulations that supersede state protections for most operational positions.

EEOC Guidelines

The Equal Employment Opportunity Commission advises employers not to automatically refuse to consider an applicant because of a criminal record. Employers must conduct an individualized assessment considering the Green Factors:

(1) Nature and gravity of the offense;

(2) Time elapsed since the offense and/or completion of sentence;

(3) Nature of the job sought and its relationship to the offense. However, for airline positions, federal TSA disqualifying crimes lists override this individualized assessment process.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, Alaska Airlines must comply with the Fair Credit Reporting Act (FCRA) adverse action procedures:

(1) Provide pre-adverse action notice with a copy of the report and summary of FCRA rights;

(2) Allow reasonable time to dispute inaccuracies;

(3) Provide final adverse action notice if decision stands after review.

State-Specific Considerations

Washington State has strong Fair Chance protections through the Washington Fair Chance Act (effective 2018), which applies to all public and private employers. Employers cannot ask about criminal history until after determining an applicant is otherwise qualified for the position. Employers are prohibited from advertising job openings in ways that exclude people with criminal records. Beginning July 2026, employers with 15+ employees must wait until after a conditional offer to inquire about criminal history. Seattle and Spokane have additional local Ban-the-Box ordinances. However, federal TSA and DOT regulations supersede state fair chance laws for positions requiring SIDA badges or involving safety-sensitive duties.

Aviation Industry-Specific Considerations

The airline industry is governed by the Transportation Security Administration (TSA), Federal Aviation Administration (FAA), and Department of Transportation (DOT), creating the most restrictive regulatory environment for second chance hiring. Critical regulations include:

• TSA Permanently Disqualifying Crimes: Individuals are permanently barred from SIDA badge access for convictions including espionage, treason, sedition, federal terrorism crimes, transportation security incidents, improper transportation of hazardous materials, or any crime resulting in imprisonment exceeding 365 consecutive days for certain offenses. No time limit applies.

  
  

• TSA Interim Disqualifying Crimes (10-Year Bar): Convictions within 10 years for felony offenses including drug distribution/trafficking, weapons possession/distribution, assault with intent to kill, rape, robbery, kidnapping, extortion, bribery, and dishonesty/fraud offenses disqualify applicants from SIDA badge access.

  
  

• DOT Drug and Alcohol Testing: All safety-sensitive positions (pilots, flight attendants, mechanics, ramp agents, dispatchers) are subject to mandatory pre-employment, random, post-accident, and reasonable suspicion drug and alcohol testing under FAA regulations.

  
  

• FBI Rap Back Program: SIDA badge holders are enrolled in continuous criminal history monitoring. New arrests or convictions trigger immediate notification to TSA and airport authorities for badge revocation evaluation.

  
  

• SIDA Badge Requirement: All employees needing unescorted access to secure airport areas must obtain Security Identification Display Area credentials through fingerprint-based FBI Criminal History Records Check and TSA Security Threat Assessment.

Company Overview

Alaska Airlines is the fifth-largest airline in North America headquartered in SeaTac, Washington, within the Seattle metropolitan area. Founded in 1932 as McGee Airways in Anchorage, Alaska, the company has grown into a major U.S. carrier with primary hubs at Seattle-Tacoma International Airport, Portland, Los Angeles, San Francisco, and Anchorage. The airline operates over 100 destinations across the United States, Canada, Mexico, and Costa Rica.

Alaska Air Group (NYSE: ALK), the parent company, completed its acquisition of Hawaiian Airlines in September 2024 for approximately $1.9 billion, creating a combined airline group with approximately 34,000 employees, over 340 aircraft, and operations spanning the West Coast, Alaska, Hawaii, and international destinations. The company also owns Horizon Air, a regional carrier, and McGee Air Services, a ground handling subsidiary.

Alaska Airlines is consistently ranked highest in customer satisfaction among traditional carriers by J.D. Power for over twelve consecutive years. The airline is a member of the Oneworld alliance and has been recognized by Forbes as one of the Best Employers for Diversity. The company emphasizes employee wellbeing, offering industry-leading flight benefits and competitive compensation packages.

Company Fast Facts

• Founded: 1932 (Anchorage, Alaska)

• Headquarters: 19300 International Boulevard, SeaTac, Washington

• Employees: Approximately 34,000 (Alaska Air Group including Hawaiian Airlines and Horizon Air)

• Fleet Size: Approximately 340 aircraft (Boeing 737, Airbus A330, Boeing 787, Embraer 175)

• Stock Exchange: NYSE: ALK

• CEO: Ben Minicucci

• Revenue: Approximately $12.6 billion (trailing twelve months)

Hiring Policy Analysis

Alaska Airlines follows Washington State Fair Chance Act requirements and EEOC guidelines for its hiring process, conducting background checks after extending conditional offers. However, the airline industry's federal regulatory framework significantly limits opportunities for applicants with criminal records, particularly for positions requiring SIDA badge access or FAA certification. The company's hiring process typically includes online application, phone screening, in-person or video interview, conditional offer, and then extensive background checks including TSA vetting for applicable positions.

Position-Specific Barriers

Barrier levels are determined by federal regulatory requirements, SIDA badge access needs, and proximity to aircraft, passengers, and cargo.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company job postings. Actual compensation varies by location, shift, experience, and union representation.

Career Path Examples

Alaska Airlines emphasizes internal development and offers paths for advancement. Many leadership positions are filled through internal promotion, though advancement to roles requiring SIDA access will trigger new TSA vetting.

Customer Service Track: Reservations Agent ($17-$22/hr) → Customer Service Agent ($18-$26/hr) → Lead Customer Service Agent ($22-$28/hr) → Customer Service Supervisor ($50K-$65K/yr). Advancement to airport roles requires SIDA badge eligibility.

Ramp Operations Track: Ramp Agent ($19-$27/hr) → Lead Ramp Agent ($24-$30/hr) → Ramp Supervisor ($55K-$70K/yr) → Station Manager ($75K-$100K/yr). Requires continued SIDA eligibility throughout career.

Corporate Track: Administrative Support ($18-$24/hr) → Administrative Coordinator ($22-$28/hr) → Department Specialist ($50K-$70K/yr) → Manager ($70K-$100K/yr). Best advancement path for second chance applicants as it avoids SIDA requirements.

Background Check Process

Understanding Alaska Airlines' background check process is critical given the extensive federal requirements. The company conducts background checks after extending a conditional offer, in compliance with Washington's Fair Chance Act. However, operational positions require the most extensive federal vetting in any industry.

What They Check: FBI fingerprint-based Criminal History Records Check (CHRC) for SIDA positions; TSA Security Threat Assessment screening against terrorism watchlists and security databases; 10-year criminal history review at county, state, and federal levels; 10-year employment history verification; identity verification through SSN trace and address history; education and credential verification for positions requiring certifications; mandatory DOT drug and alcohol screening for safety-sensitive positions; motor vehicle record check for positions involving driving.

Lookback Period: Federal TSA regulations require a 10-year criminal history lookback for SIDA badge access. Permanently disqualifying crimes have no time limit. Washington State limits some consumer reporting to 7 years for non-SIDA positions. Employment verification extends 10 years for federal compliance.

Timeline: The hiring process averages 4-8 weeks from application to hire for operational positions. Background checks for SIDA positions typically take 2-4 weeks after fingerprinting, though complex cases may take longer. Corporate positions without SIDA requirements may process faster (1-3 weeks).

Process Flow: Application submitted → Phone screening → Interview(s) → Conditional offer extended → Background check authorization signed → Fingerprinting appointment (SIDA positions) → FBI/TSA vetting conducted → Results reviewed → SIDA badge application processed (if applicable) → Pre-adverse or adverse action notice if needed → Training assignment → Start date confirmed.

Disqualifying Factors

Permanently Disqualifying (No Time Limit): Espionage, treason, sedition; Federal terrorism crimes; Transportation security incidents; Improper transportation of hazardous materials; Murder (in some circumstances); Imprisonment exceeding 365 consecutive days for certain offenses.

Interim Disqualifying (10-Year Bar): Felony drug distribution or trafficking; Unlawful possession, use, sale, manufacture of weapons or explosives; Armed or felony unarmed robbery; Rape or aggravated sexual abuse; Kidnapping or hostage taking; Assault with intent to kill; Extortion or blackmail; Bribery; Dishonesty, fraud, or misrepresentation including identity fraud; Immigration violations.

High Risk (Case-by-Case): Theft, larceny, shoplifting, embezzlement (cargo/baggage handling concerns); Drug possession (DOT drug-free workplace); DUI/DWI (driving positions, FAA concerns); Any conviction within past 3-5 years regardless of type.

Your Rights as Applicant

• Washington Fair Chance Act: Employers cannot ask about criminal history until after determining you are otherwise qualified. Criminal history inquiry occurs after conditional offer for most positions.

  
  

• FCRA Protections: You must receive written notice and provide consent before a background check. If denied based on the report, you're entitled to a copy and the right to dispute inaccuracies.

  
  

• Pre-Adverse Action Notice: Before a final decision based on background check results, you must receive notice with a copy of the report and summary of rights, plus reasonable time to respond.

  
  

• TSA Appeal Rights: If denied SIDA badge access, you can dispute inaccurate information and request reconsideration through TSA's administrative process.

  
  

• Dispute Rights: You can dispute inaccurate information on background reports with the reporting agency. Check your own records beforehand through consumer reporting agencies.

Application Strategy

1. Know the TSA Disqualifiers First: Before applying for any operational position, review the TSA list of permanently and interim disqualifying crimes. If your conviction appears on either list within the applicable time period, focus on corporate/non-SIDA positions only.

   
   

2. Target Non-Secure Positions: Focus on reservations, call center, and corporate administrative positions at SeaTac headquarters that do not require SIDA badge access. These offer the best opportunity for second chance applicants.

   
   

3. Apply Through Official Channels: Submit applications through careers.alaskaair.com. Alaska Airlines posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as positions are posted frequently.

   
   

4. Prepare for Drug Testing: Any safety-sensitive position requires mandatory DOT drug and alcohol testing. Ensure you can pass before applying. Marijuana remains prohibited under federal DOT regulations regardless of state laws.

   
   

5. Be Absolutely Honest: Never lie about your criminal history on any application or security form. Falsification is a separate federal offense that results in immediate disqualification and potential prosecution. Wait until asked or until after conditional offer.

   
   

6. Prepare Your Narrative: Have a brief, honest explanation ready: acknowledge the offense without excuses, describe what you learned, and explain how you've changed. Focus on rehabilitation evidence and personal growth.

   
   

7. Document Rehabilitation: Gather evidence of positive changes: completion of treatment programs, educational certificates, stable housing and employment history, community involvement, and references from employers or probation officers.

   
   

8. Check Records in Advance: Run your own background check to know what will appear. Dispute any errors before applying. Research expungement eligibility for your state.

Tips for Applicants with Records

1. Airlines Have Constant Hiring Needs: Alaska Air Group employs over 34,000 people and actively hires for reservations, customer service, and operational positions. Don't be discouraged by the regulatory hurdles—focus on positions that match your eligibility.

   
   

2. Time Heals (Somewhat): The 10-year lookback for TSA interim disqualifying crimes means waiting may be your best strategy. Use that time to build work history, education, and rehabilitation evidence.

   
   

3. Start Corporate, Move Later: Consider non-SIDA corporate positions first to build tenure and references within the company. Internal candidates may receive more favorable consideration for operational roles once disqualifying periods expire.

   
   

4. Run Your Own Background Check: Know what will appear before TSA sees it. Order your own FBI identity history summary (available for $18). Dispute any errors or outdated information in advance.

   
   

5. Address Substance Issues Completely: DOT drug testing is mandatory and ongoing for safety-sensitive positions. If you have substance issues, address them completely before applying. Testing includes marijuana regardless of state legalization.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and consistent work history. Airlines value dependability given 24/7 operations and the importance of schedule adherence.

   
   

7. Consider Related Industries: If SIDA-required positions are not accessible, consider ground handling contractors, airport services, or logistics companies that may have less stringent requirements.

   
   

8. Network Through Employee Referrals: Current Alaska Airlines employees can provide referrals. Employee referrals often receive priority consideration. Network through LinkedIn or workforce development programs.

Benefits Overview

Alaska Airlines offers a competitive benefits package for eligible employees. Benefits and compensation have been rated 3.8 out of 5 by employees on Glassdoor.

Compensation: Competitive pay varies by position ($17-$330/hr range). Quarterly performance bonuses, annual goal-based incentive pay plan, holiday pay, and overtime opportunities. Union representation for pilots (ALPA), flight attendants (AFA-CWA), mechanics, and other work groups.

401(k) and Retirement: 401(k) retirement savings plan with company matching reported at up to 7-8% of contributions through Fidelity (recently transitioned from Vanguard). Employee Stock Purchase Plan (ESPP) available.

Health Benefits: Medical insurance options including PPO and Kaiser Permanente. Dental and vision coverage. Health Savings Account (HSA) with company contribution. Life insurance with automatic $100,000 coverage and optional supplemental coverage. Disability insurance.

Time Off: Paid time off accrual (minimum three weeks for many positions), paid holidays, parental leave, family medical leave, and bereavement leave. Paid sick leave in compliance with Washington state requirements.

Travel Benefits: Free unlimited space-available travel on Alaska Airlines and Horizon Air for employees and eligible family members. Standby travel on Oneworld alliance member airlines after probation. Discounted rates on hotels, car rentals, and cruises.

Additional Benefits: Employee Assistance Program (EAP), tuition reimbursement for certain programs, employee discounts, donation matching, volunteer time off, and learning and development opportunities.

Employee Perspectives

Pros: Flight benefits are consistently rated as excellent. Company culture and coworkers praised. Good 401(k) matching. Work-life balance rated positively. Career advancement opportunities available.

Cons: Pay can be lower than competitors for some positions. Seniority-based scheduling challenging for new employees. Reserve life difficult for flight attendants. Health insurance costs have increased. Some departments report management quality varies.

Frequently Asked Questions

1. Does Alaska Airlines hire people with felonies?

   Conditionally yes. Alaska Airlines follows Washington State's Fair Chance Act and EEOC guidelines. However, the airline industry has the most restrictive federal regulations. TSA permanently disqualifying crimes (espionage, terrorism, etc.) are absolute bars for SIDA positions. Interim disqualifying crimes (felony drug distribution, weapons, robbery, rape, kidnapping) are disqualifying for 10 years. Non-disqualifying convictions over 10 years old, with rehabilitation evidence, may be considered for operational positions. Corporate/non-SIDA positions offer the best opportunities.

   
   

2. What is the background check process at Alaska Airlines?

   After receiving a conditional offer, applicants undergo background checks. For SIDA-required positions, this includes FBI fingerprint-based Criminal History Records Check, TSA Security Threat Assessment, 10-year criminal history review, 10-year employment verification, and DOT drug testing for safety-sensitive roles. Corporate positions without SIDA requirements undergo standard employment background checks. You must provide consent before any background check is conducted.

   
   

3. How far back does the background check go at Alaska Airlines—what is the lookback period?

   TSA requires a 10-year criminal history lookback for all SIDA badge positions. Permanently disqualifying crimes have no time limit—they are permanently disqualifying regardless of when they occurred. Washington State limits some consumer reporting to 7 years for non-SIDA corporate positions. Employment verification extends 10 years to meet federal requirements.

   
   

4. What types of convictions make hiring more difficult at Alaska Airlines?

   Permanently disqualifying: Espionage, treason, terrorism, transportation security incidents, improper handling of hazardous materials. Ten-year disqualifying: Felony drug distribution/trafficking, weapons offenses, robbery, rape, kidnapping, assault with intent to kill, extortion, fraud. High risk: Theft/embezzlement (cargo/baggage concerns), drug possession (DOT workplace), DUI (FAA concerns). Any conviction within 3-5 years faces significant scrutiny regardless of type.

   
   

5. What are the best entry-level roles at Alaska Airlines for applicants with a record?

   Best opportunities: Reservations Agent ($17-$22/hr)—call center work, no SIDA required; Administrative Support ($18-$24/hr)—corporate headquarters, non-secure area. If SIDA-eligible (no disqualifying convictions within 10 years): Customer Service Agent ($18-$26/hr), Ramp Agent ($19-$27/hr). Focus on positions that don't require airport secure area access.

   
   

6. Does Alaska Airlines drug test, and what kind of test do they use?

   Yes. All safety-sensitive positions require mandatory DOT pre-employment drug and alcohol testing, plus random, post-accident, and reasonable suspicion testing throughout employment. Testing typically includes urine screening for marijuana, cocaine, opiates, amphetamines, and PCP. Marijuana remains prohibited under federal DOT regulations regardless of Washington state legalization. Non-safety-sensitive positions may have standard company drug testing requirements.

   
   

7. When during the hiring process will Alaska Airlines ask about criminal history?

   In compliance with Washington State's Fair Chance Act, Alaska Airlines cannot ask about criminal history until after determining an applicant is otherwise qualified for the position. Criminal history inquiry typically occurs after a conditional offer is extended. For SIDA positions, you will complete security forms requiring disclosure of arrests and convictions during the fingerprinting and TSA vetting process.

   
   

8. Can someone advance to management at Alaska Airlines if they have a felony?

   Advancement is possible depending on conviction type and position track. Corporate management positions not requiring SIDA access offer better advancement prospects. Operational management roles (station manager, supervisor) require continued SIDA eligibility, meaning any new qualifying convictions would trigger badge revocation. Promotion to roles requiring increased security clearance will trigger new TSA vetting. Building tenure in non-SIDA roles while disqualifying periods expire is a viable long-term strategy.

   
   

9. How long does the hiring and background check process take at Alaska Airlines?

   Total process averages 4-8 weeks for operational positions requiring SIDA credentials. Corporate positions without SIDA may process in 2-4 weeks. Background check timeline after fingerprinting: standard FBI/TSA vetting takes 2-4 weeks; complex cases or additional investigation may take longer. Training adds 2-6 weeks depending on position. Flight attendant training is approximately 6 weeks in Seattle.

   
   

10. What can applicants do to improve their chances of getting hired at Alaska Airlines?Key strategies:

    (1) Verify you have no TSA disqualifying convictions within applicable periods before applying to SIDA positions;

    (2) Target non-SIDA corporate/reservations positions if disqualifying periods haven't expired;

    (3) Run your own background check to know what will appear and dispute errors;

    (4) Research expungement eligibility in your state;

    (5) Document rehabilitation extensively—certificates, employment history, references;

    (6) Prepare a concise, honest narrative about your past and growth;

    (7) Ensure you can pass DOT drug testing;

    (8) Apply to multiple positions and locations;

    (9) Network with current employees for referrals;

    (10) Be completely honest on all applications and security forms.

Alternative Second Chance Employers

If Alaska Airlines doesn't work out due to TSA disqualifications, consider these employers known for fair chance hiring practices in transportation and related industries:

Conclusion

Alaska Airlines offers limited but real opportunities for individuals with criminal records, with the greatest accessibility in non-SIDA corporate and reservations positions. As the fifth-largest airline in North America with approximately 34,000 employees across Alaska Air Group, the company provides stable employment with excellent flight benefits, competitive compensation, and career advancement potential. However, the airline industry presents the most significant regulatory barriers of any employment sector.

The work environment offers variety—from customer-facing reservations roles to behind-the-scenes corporate positions. Flight benefits are industry-leading, and the company's consistent high customer satisfaction rankings reflect a positive culture. Union representation for many positions provides additional job security and standardized processes. Career advancement from entry-level to management is possible, particularly in corporate tracks that avoid SIDA requirements.

Key Success Factors: Verify no TSA disqualifying convictions before applying to operational positions; target non-SIDA corporate/reservations roles; document rehabilitation extensively; be completely honest on all applications and security forms; ensure ability to pass DOT drug testing; consider waiting if interim disqualifying periods haven't expired; network for employee referrals.

Biggest Barriers: TSA permanently disqualifying crimes (absolute bar for SIDA positions); TSA interim disqualifying crimes within 10 years; theft/fraud convictions (cargo/baggage concerns); drug convictions (DOT workplace requirements); any recent convictions (heightened scrutiny).

The path to airline employment with a criminal record is challenging but not impossible. Focus on positions matching your eligibility, invest time in rehabilitation documentation, and consider related transportation industries if TSA barriers prove insurmountable. With persistence, honesty, and strategic targeting, second chance employment in aviation is achievable.

Disclaimer

This guide provides general information and should not be considered legal advice. Hiring policies vary by position, location, and individual circumstances. While we strive for accuracy using publicly available sources including company websites, job postings, employee reviews (Glassdoor, Indeed), salary databases (PayScale, ZipRecruiter), and federal regulations (TSA, FAA, DOT), employment information and company policies may change without notice. Always verify current practices directly with Alaska Airlines and applicable federal agencies.

Inclusion in this guide does not guarantee employment. TSA disqualifying crimes lists, background check laws, expungement procedures, and fair chance hiring requirements vary and should be confirmed with legal professionals or federal agencies. Consult with an employment attorney or legal aid organization for specific legal advice about your situation.

Apply Now: https://careers.alaskaair.com