Quick Answer

Yes, Bank of America hires individuals with criminal records. As a member of the Second Chance Business Coalition, Bank of America has demonstrated its commitment to providing employment opportunities to justice-impacted individuals. However, as an FDIC-insured financial institution, hiring is heavily regulated by federal law.

Employment eligibility is primarily determined by Section 19 of the Federal Deposit Insurance Act (FDIA), which prohibits banks from hiring individuals convicted of crimes involving "dishonesty, breach of trust, or money laundering" without obtaining written consent (waiver) from the FDIC. The Fair Hiring in Banking Act (FHBA), which became fully effective on October 1, 2024, significantly expanded exclusions and reduced barriers for many justice-impacted individuals.

The greatest barriers exist for offenses involving fraud, theft, embezzlement, forgery, identity theft, tax evasion, and money laundering. However, individuals with older offenses (7+ years), expunged records, or de minimis offenses may qualify for employment without FDIC consent.

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

This scorecard provides a quick assessment of Bank of America's accessibility for applicants with criminal records.

Eligibility Checklist

Before applying, honestly assess whether you meet these baseline requirements. Taking time to evaluate your eligibility upfront can save you time and help you develop a more effective application strategy. This checklist is designed to help you understand the key factors Bank of America will consider during the hiring process.

• Section 19 Assessment: Determine if your conviction involves dishonesty, breach of trust, or money laundering (covered offenses). Consult with an attorney if you are uncertain whether your specific offense qualifies as a covered offense under Section 19 definitions.

  
  

• FHBA Exclusion Check: Verify if your offense qualifies for exclusion (7+ years old, expunged/sealed, de minimis, or committed before age 21). The FHBA has significantly expanded employment opportunities for many individuals previously barred from banking employment.

  
  

• Credit History: Be prepared for a credit check as part of the background screening process. Financial institutions review credit history to assess financial responsibility. Work on addressing any outstanding issues before applying.

  
  

• Employment Documentation: Have documentation ready for employment verification (W2 records, references). Gaps in employment history should be honestly explained with supporting documentation where possible.

  
  

• Complete Honesty: Be 100% truthful about all criminal history; dishonesty will result in disqualification. Remember that dishonesty itself is a disqualifying factor under Section 19 and demonstrates lack of rehabilitation.

  
  

• Rehabilitation Evidence: Gather certificates, training completions, volunteer work documentation, and character references that demonstrate your personal growth and changed circumstances since your offense.

Critical Regulatory Information

The hiring process at Bank of America is fundamentally governed by federal banking regulations. Understanding these requirements is essential before applying.

Ban-the-Box Status

Bank of America is not a signatory to the Fair Chance Business Pledge, but the company does not ask about criminal history on the initial job application. As stated on their website: "We follow all applicable laws and regulations and do not ask about prior convictions on our employment application." Criminal background inquiries occur only after a conditional offer of employment has been extended.

EEOC Compliance

For convictions that are not automatic disqualifiers under Section 19, Bank of America must perform an individualized assessment considering the EEOC's Green Factors: the nature and gravity of the offense, the time that has passed since the offense, and the nature of the job held or sought.

FCRA Requirements

If Bank of America intends to deny employment based on background check findings, they must provide you with a pre-adverse action notice, a copy of your background report, and a summary of your FCRA rights. You will have approximately five business days to dispute inaccuracies or provide mitigating information before a final decision.

Fair Hiring in Banking Act (FHBA)

The FHBA, which became fully effective October 1, 2024, significantly expanded employment opportunities at FDIC-insured institutions. Key exclusions from Section 19 now include:

• Older Offenses: Offenses that occurred 7+ years ago or where release from incarceration was 5+ years ago

  
  

• Expunged/Sealed Records: Convictions that have been expunged, sealed, or dismissed

  
  

• Youthful Offenses: Offenses committed before age 21 if 30+ months have passed since sentencing

  
  

• De Minimis Offenses: Designated lesser offenses (fake ID, shoplifting, trespass, fare evasion, expired license) if 1+ year has passed

  
  

• Drug Possession: Simple possession and possession with intent to distribute are now excluded

  
  

• Bad Checks: Aggregate value under $2,000 (if not against an insured institution)

Company Overview

Bank of America Corporation is one of the world's largest financial institutions, serving individual consumers, small and middle-market businesses, and large corporations with a comprehensive range of banking, investing, asset management, and financial services. The company was formed in 1998 through the merger of NationsBank and the original Bank of America, creating a financial powerhouse with a national footprint.

The company operates through four primary business segments: Consumer Banking, Global Wealth and Investment Management, Global Banking, and Global Markets. Consumer Banking serves consumers and small businesses through its extensive branch network, ATMs, and digital platforms. The wealth management division includes the prestigious Merrill Lynch brand, providing investment advice and brokerage services to millions of clients.

Bank of America has established itself as a leader in digital banking, with approximately 59 million verified digital users and industry-leading mobile banking apps. The company continues to invest heavily in technology, employing thousands of technology professionals across its operations. With major office locations in Charlotte, New York, Boston, Chicago, San Francisco, Dallas, and international locations in London, Hong Kong, and other financial centers, Bank of America offers diverse geographic employment opportunities.

Company Fast Facts

• Founded: 1998 (merger of NationsBank and Bank of America)

• Headquarters: Charlotte, North Carolina

• CEO: Brian Moynihan (since 2010)

• Employees: Approximately 213,000 globally

• Financial Centers: Approximately 3,700 retail locations

• ATMs: Approximately 15,000 nationwide

• Clients: Approximately 69 million consumer and small business clients

• Industry: Financial Services, Banking, Investment Banking

• Work Model: Hybrid (minimum 3 days in-office; client-facing roles 5 days)

Hiring Policy Analysis

Official Policy Statement

Bank of America states: "We follow all applicable laws and regulations and do not ask about prior convictions on our employment application; however, as a heavily regulated financial institution all of our hires must successfully complete a thorough background check." This indicates a fair chance approach to initial screening while maintaining strict regulatory compliance for final hiring decisions.

Key Regulatory Constraints

• FDIA Section 19: This federal law creates a mandatory, non-negotiable prohibition for employment of individuals convicted of crimes involving dishonesty, breach of trust, or money laundering at FDIC-insured institutions without prior FDIC consent. Violations carry penalties up to $1,000,000 per day.

  
  

• Covered Offenses Include: Fraud, embezzlement, theft, forgery, counterfeiting, bribery, tax evasion, identity theft, money laundering, and any offense with an element of dishonesty.

  
  

Factors in Hiring Decisions

For offenses not automatically disqualified by Section 19, Bank of America considers:

• Nature and gravity of the offense

• Time elapsed since the offense and/or completion of sentence

• Relevance of the offense to the position sought

• Evidence of rehabilitation and positive contributions since the offense

• Professional references and work history

Position-Specific Barriers

Employment barriers at Bank of America vary significantly based on job function and the mandatory federal restrictions on dishonesty-related offenses. Understanding these barriers helps you target positions where your background is less likely to create complications.

Positions with direct access to customer funds, sensitive financial data, or fiduciary responsibilities face the highest scrutiny under Section 19. Conversely, corporate support roles, technology positions, and operations functions that don't involve direct financial transaction handling may present fewer regulatory barriers, though all positions at FDIC-insured institutions are subject to background screening.

Available Positions and Pay

Bank of America offers competitive compensation with a minimum hourly wage of $25/hr as of September 2025, making it one of the highest-paying financial institutions for entry-level positions. This minimum wage has been progressively increased from $15/hr in 2017, demonstrating the company's commitment to competitive compensation. The following represents typical pay ranges based on Glassdoor, Indeed, PayScale, and Levels.fyi data as of December 2025.

Actual compensation depends on factors including location, experience, performance, and specific role responsibilities. Positions in high cost-of-living areas such as New York City and San Francisco typically pay at the higher end of ranges. Additionally, many positions offer performance bonuses, and the company provides comprehensive benefits that add significant value beyond base pay. Technology and specialized roles command premium compensation due to competitive market dynamics in the financial services industry.

Career Path Examples

Bank of America offers clear advancement opportunities for employees who demonstrate strong performance and commitment. The company invests significantly in employee development through training programs, mentorship opportunities, and internal mobility options. Many executives started in entry-level positions and advanced through the ranks, demonstrating that career growth is achievable with dedication and performance.

The company provides access to free learning materials, professional development programs, and educational assistance. Employee resource groups and mentorship programs specifically support diverse employees including those seeking to rebuild their careers. Understanding potential career trajectories can help you set realistic goals and demonstrate your long-term commitment during the hiring process.

Customer Service Track:

Customer Service Representative → Senior CSR → Team Lead → Operations Manager → Regional Operations Director. This path typically takes 5-10 years for high performers and requires strong customer interaction skills and leadership development.

Retail Banking Track:

Bank Teller → Personal Banker → Financial Solutions Advisor → Branch Manager → Market Manager. Note that advancement to Financial Solutions Advisor requires securities licensing (Series 7 and 66) which may have their own background check requirements.

Technology Track:

IT Support Specialist → Systems Analyst → Senior Developer → Technical Lead → Technology Director. Technology roles often have excellent growth potential and may present fewer Section 19 concerns than customer-facing financial positions.

Background Check Process

Bank of America conducts thorough background screenings through BIG Report (Business Information Group) for all prospective employees. As an FDIC-insured institution, the bank is legally required to perform these checks to ensure compliance with federal banking regulations. Understanding the process helps you prepare appropriately and avoid surprises during the hiring journey.

The background check process begins after you receive a conditional offer of employment. You will receive instructions to create an account on the background check portal and authorize the screening. The process includes verification of your identity, right to work in the United States, and various aspects of your personal and professional history. Some positions, particularly those with access to sensitive financial data or customer information, may require additional screening steps including fingerprinting.

What They Check

• Criminal History: Federal, state, and county criminal records

• Credit History: Credit report review (7-year FCRA limit)

• Employment Verification: Confirmation of previous employers and dates

• Education Verification: Confirmation of degrees and certifications

• Fingerprinting: FBI fingerprint check for certain positions

• Section 19 Compliance: Specific screening for covered offenses

  
  

Lookback Period Summary

Background Check Timeline

Typical timeline is 2-6 weeks due to the comprehensive nature of banking background checks. Factors affecting duration include: multiple jurisdictions searched, fingerprint processing time, Section 19 verification requirements, and employment verification delays. The timeline can extend longer for candidates with complex histories or when verification requires manual review. You may receive interim updates during the process, but be prepared for the extended timeline common in the banking industry.

During this waiting period, remain responsive to any requests for additional documentation and maintain communication with your recruiter. Do not assume a delayed response indicates a negative outcome. Many candidates successfully complete the process after initial delays caused by administrative factors unrelated to their background.

Disqualifying Factors

• Recent Section 19 covered offenses not qualifying for FHBA exclusions

• Dishonesty during the application or background check process

• Fraud, embezzlement, or theft convictions within lookback period

• Significant credit issues indicating financial instability

• Falsification of employment history or credentials

Application Strategy

Follow these strategic steps to maximize your chances of success:

1. Assess Your Section 19 Status: Before applying, determine whether your conviction is a "covered offense" and whether any FHBA exclusions apply to you.

   
   

2. Pursue Expungement if Eligible: Expunged or sealed records are explicitly excluded from Section 19 under the FHBA. This is the strongest path forward.

   
   

3. Target Appropriate Positions: Focus on roles with lower barriers such as operations, IT support, or administrative positions rather than direct customer-facing financial roles.

   
   

4. Prepare Documentation: Gather rehabilitation evidence including certificates, training completions, character references, and stable employment history.

   
   

5. Apply Through Official Channels: Submit applications through careers.bankofamerica.com and complete all required assessments.

   
   

6. Be Completely Honest: Never misrepresent your criminal history. Dishonesty is itself a disqualifying factor and demonstrates lack of rehabilitation.

   
   

7. Prepare for the Interview: Practice explaining your past constructively, focusing on lessons learned and concrete changes made since your offense.

Tips for Applicants with Records

• Research FHBA Exclusions Thoroughly: Many individuals now qualify for exclusion who would have been barred previously. Verify your eligibility with legal counsel if uncertain.

  
  

• Obtain Certified Court Documents: Have copies of expungement orders, dismissals, or completion of sentence documentation ready.

  
  

• Address Credit Issues: Bank of America will review your credit history. Work on improving your credit score and be prepared to explain any issues.

  
  

• Highlight Relevant Skills: Emphasize customer service experience, technical skills, attention to detail, and financial literacy.

  
  

• Use the Pre-Adverse Action Period: If you receive a pre-adverse action notice, use the response time to submit rehabilitation evidence and dispute any errors.

  
  

• Consider Starting in Non-Traditional Roles: Positions in corporate support, facilities, or technology may have fewer Section 19 concerns.

  
  

• Leverage SCBC Membership: Bank of America's membership in the Second Chance Business Coalition indicates organizational commitment to fair chance hiring.

  
  

• Follow Up Professionally: Maintain professional communication throughout the process without being pushy or aggressive.

Benefits Overview

Compensation Highlights

Bank of America maintains a $25/hr minimum wage as of September 2025, resulting in an annualized minimum salary exceeding $50,000 for full-time employees. The company has progressively raised its minimum wage from $15/hr in 2017, demonstrating commitment to competitive compensation.

Benefits Package

• 401(k): 100% match on first 5% of salary (up to $150K); plus 2-3% annual contribution regardless of employee contribution

  
  

• Health Insurance: Medical, dental, and vision coverage with multiple plan options

  
  

• Paid Time Off: 10 paid sick days, 10+ paid holidays, 2-4 weeks vacation based on band level; option to purchase additional week

  
  

• Parental Leave: 26 weeks paid maternity and paternity leave

  
  

• Life Insurance: Basic life and AD&D coverage at no cost

  
  

• Tuition Reimbursement: Educational assistance for continued learning

  
  

• Employee Relief Fund: Up to $2,500 for disasters, $5,000 for hardships

  
  

• Sabbatical Program: Extended leave available for long-term employees

  
  

Employee Perspectives

Based on Glassdoor reviews (46,000+ ratings):

• Overall Rating: 3.9 out of 5 stars

• Would Recommend: 76% of employees

• Compensation Rating: 3.9/5

• Work-Life Balance: 3.8/5

Common Pros: Competitive pay, excellent benefits, career development opportunities, stable employment, supportive colleagues

Common Cons: Performance pressure, management varies by team, hybrid work requirements, corporate bureaucracy

Frequently Asked Questions

1. Does Bank of America hire people with felonies?

   Yes, Bank of America can hire individuals with felony convictions. As a member of the Second Chance Business Coalition, they have demonstrated commitment to fair chance hiring. However, employment is heavily regulated by Section 19 of the FDIA, which prohibits hiring individuals convicted of crimes involving dishonesty, breach of trust, or money laundering without FDIC consent. Non-dishonesty felonies and offenses qualifying for FHBA exclusions have better prospects.

   
   

2. What is the background check process at Bank of America?

   Bank of America conducts comprehensive background checks through BIG Report (Business Information Group) after extending a conditional offer. The process includes criminal history searches (federal, state, county), credit history review, employment verification, education verification, and fingerprinting for certain positions. The check specifically ensures compliance with FDIC Section 19 requirements.

   
   

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

   Standard criminal background checks typically go back 7-10 years depending on state law. Credit history is limited to 7 years under FCRA. However, Section 19 covered offenses (dishonesty, breach of trust, money laundering) can be reviewed indefinitely unless an FHBA exclusion applies. The FHBA now excludes offenses that occurred 7+ years ago or where release from incarceration was 5+ years ago.

   
   

4. What types of convictions make hiring more difficult at Bank of America?

   Convictions involving dishonesty, breach of trust, or money laundering create the highest barriers due to Section 19 requirements. This includes fraud, theft, embezzlement, forgery, identity theft, bribery, tax evasion, counterfeiting, and similar offenses. Recent offenses (within 7 years), offenses against financial institutions, and federal covered offenses under 12 U.S.C. § 1829(a)(2) face the strictest scrutiny.

   
   

5. What are the best entry-level roles at Bank of America for applicants with a record?

   The best entry points are positions with limited direct financial transaction handling: corporate administrative roles, facilities and maintenance, IT support, call center positions, and operations support. Technology roles often present fewer Section 19 concerns than customer-facing financial positions. Focus on roles where your offense type is not directly relevant to job duties.

   
   

6. Does Bank of America drug test, and what kind of test do they use?

   Drug testing policies vary by position at Bank of America. Some roles may require pre-employment drug screening while others may not. When required, it is typically a urine test. Check specific job postings for requirements or ask during the interview process. Note that drug possession offenses (including intent to distribute) are now excluded from Section 19 under the FHBA.

   
   

7. When during the hiring process will Bank of America ask about criminal history?

   Bank of America does not ask about criminal history on the initial job application. As stated on their website: "We do not ask about prior convictions on our employment application." Criminal background inquiries occur only after a conditional offer of employment has been extended, in compliance with ban-the-box principles and fair chance hiring practices.

   
   

8. Can someone advance to management at Bank of America if they have a felony?

   Yes, career advancement is possible for employees with felony convictions, though advancement into certain roles may face additional scrutiny. Management positions involving fiduciary responsibilities, customer funds access, or compliance functions may require additional Section 19 review. Non-dishonesty offenses and those qualifying for FHBA exclusions present fewer barriers to advancement.

   
   

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

   The background check process typically takes 2-6 weeks due to the comprehensive nature of banking industry screening. Factors affecting duration include: multiple jurisdictions searched, fingerprint processing time, Section 19 compliance verification, and employment verification delays. Some candidates report timelines extending beyond 6 weeks for complex histories.

   
   

10. What can applicants do to improve their chances of getting hired at Bank of America?

    Pursue expungement if eligible (expunged records are excluded from Section 19). Research whether FHBA exclusions apply to your offense. Target appropriate positions with lower regulatory barriers. Prepare strong rehabilitation documentation (certificates, references, stable work history). Be completely honest throughout the process. Address credit issues before applying. Highlight relevant skills and customer service experience. Use the pre-adverse action response period effectively if needed.

Alternative Second Chance Employers

If Bank of America isn't the right fit due to Section 19 restrictions or other factors, consider these other second-chance employers. Many of these companies are members of the Second Chance Business Coalition and have committed to fair chance hiring practices. Non-banking employers may present fewer regulatory barriers for individuals with dishonesty-related offenses, though all employers conduct their own background checks with varying criteria.

Conclusion

Bank of America represents a viable employment opportunity for many individuals with criminal records, particularly since the implementation of the Fair Hiring in Banking Act in October 2024. As a member of the Second Chance Business Coalition, the company has demonstrated its commitment to fair chance hiring practices. With over 213,000 employees and approximately 3,700 retail financial centers, Bank of America offers diverse opportunities across multiple career paths.

Success depends largely on the nature of your offense. Individuals with non-dishonesty convictions, older offenses (7+ years), expunged records, or de minimis offenses now have significantly improved prospects under the FHBA. The key is understanding your Section 19 status, pursuing expungement where possible, targeting appropriate positions, and presenting yourself honestly with strong rehabilitation evidence. Take time to research which FHBA exclusions may apply to your situation before applying.

The pre-application period is also a valuable opportunity to strengthen your candidacy. Consider obtaining relevant certifications, building your credit score, securing strong professional references, and gathering documentation of your rehabilitation journey. These efforts demonstrate commitment to personal growth and can significantly influence hiring decisions during the individualized assessment process.

With competitive pay starting at $25/hr, comprehensive benefits including 26 weeks of parental leave, 401(k) matching, and genuine career advancement opportunities, Bank of America can provide the stable foundation many justice-impacted individuals need to rebuild their lives. The company's investment in employee development and its membership in second-chance initiatives suggest an organizational culture increasingly receptive to giving qualified candidates a fair opportunity regardless of their past.

Disclaimer

This guide is for informational purposes only and does not constitute legal advice. Hiring policies, FDIC regulations, state and local fair chance laws, and Section 19 interpretations are subject to change. The information presented is based on publicly available sources and research conducted in December 2025, including official FDIC publications, Bank of America career website, Glassdoor employee reviews, and various employment law resources.

Individual circumstances vary significantly, and employment decisions are made by Bank of America at their sole discretion based on their interpretation of applicable regulations. The FHBA exclusions described in this guide may be interpreted differently by the FDIC or financial institutions in specific circumstances. For specific legal questions regarding Section 19, FHBA exclusions, your eligibility for employment in the banking industry, or your rights under fair chance hiring laws, consult with a qualified attorney specializing in employment law or banking regulations.

FelonFriendlyJobsNow.com is not affiliated with Bank of America and does not guarantee employment outcomes. All salary figures, benefit descriptions, and company policies are approximations based on third-party sources and may have changed since publication. Verify current information directly with Bank of America before making employment decisions.

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