Quick Answer

Yes, Boyd Gaming hires individuals with felony convictions for certain positions. As one of the largest casino entertainment companies in the United States with approximately 16,000 employees across 28 properties in ten states, Boyd Gaming offers employment opportunities subject to mandatory state Gaming Control Board licensing requirements. Employment decisions are conditional upon passing a fingerprint-based background investigation and meeting state regulatory suitability standards.

Gaming regulations prohibit blanket exclusion policies, but applicants must demonstrate good character, honesty, and integrity to obtain licensing. The State Gaming Control Board conducts an individualized assessment considering factors including the nature of the offense, time elapsed, and evidence of rehabilitation.

The greatest barriers are created by felonies involving dishonesty (theft, fraud, embezzlement), moral turpitude (crimes reflecting negatively on character), and violence or organized crime connections. These offenses directly conflict with the integrity standards required in gaming environments. Recent convictions within the past 5-7 years face the highest scrutiny.

Best entry points include hotel support positions (housekeeping, laundry), food and beverage roles (cook, dishwasher, food runner), and facilities maintenance. These positions may require only a Non-Gaming Employee Registration rather than full gaming licensing, potentially offering lower barriers for applicants with older, non-integrity-related offenses who can demonstrate rehabilitation.

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:

• Gaming License Eligibility: Must be able to obtain state Gaming Control Board registration or licensing. Disqualifying factors include recent serious felonies, crimes of moral turpitude, and organized crime connections.

  
  

• No Automatic Exclusion: Gaming regulators conduct individualized assessments considering the Green Factors: nature and gravity of offense, time elapsed, and relationship to job duties. Blanket exclusions are prohibited.

  
  

• Physical Requirements: Many positions require standing for extended periods, lifting up to 50 pounds, and working in temperature-varied environments. Casino floors involve noise and secondhand smoke exposure.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test. Boyd Gaming maintains a drug-free workplace policy. Testing is typically a urine screening.

  
  

• Absolute Honesty: Must disclose ALL criminal history on gaming license applications. Lying or omitting information is a criminal offense under state gaming laws and results in immediate and permanent disqualification.

  
  

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

  
  

• Age Requirement: Must be at least 21 years old to work on the casino floor in most jurisdictions. Some non-gaming positions may accept applicants 18 and older.

Critical Regulatory Information

Understanding the legal landscape for criminal records in gaming employment is essential. Boyd Gaming operates in ten states—Nevada, Illinois, Indiana, Iowa, Kansas, Louisiana, Mississippi, Missouri, Ohio, and Pennsylvania—each with its own Gaming Control Board and licensing requirements. All positions within Boyd Gaming properties require some form of state regulatory approval, making gaming one of the most heavily regulated industries for background screening.

EEOC Guidelines

The Equal Employment Opportunity Commission advises employers not to automatically refuse applicants based on criminal records. However, gaming industry regulations often supersede standard EEOC guidance due to state licensing requirements. Gaming Control Boards conduct their own individualized assessments 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. While EEOC prohibits blanket exclusions, gaming regulators maintain strict suitability standards focused on integrity and character.

FCRA Requirements

If a third party conducts background checks and employment is denied based on findings, Boyd Gaming must comply with Fair Credit Reporting Act adverse action procedures:

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

(2) Allow reasonable time (typically 5-7 business days) to dispute inaccuracies;

(3) Provide final adverse action notice if the decision stands. Note that Gaming Control Board investigations are governmental regulatory processes and may operate under different notification requirements than standard employment background checks.

State-Specific Considerations

Nevada, where Boyd Gaming is headquartered, has a public-sector Ban the Box law but no private-sector mandate. However, gaming employees must obtain Nevada Gaming Control Board registration regardless. Criminal convictions may be reported indefinitely in Nevada for gaming licensing purposes. Illinois recently amended gaming laws to allow felons in non-gaming positions (housekeeping, food service) with individualized assessment. Louisiana, Mississippi, and other states where Boyd operates maintain their own gaming commission requirements with similar integrity-focused screening. Each state may have different lookback periods and offense categories for automatic disqualification.

Gaming Industry-Specific Considerations

The gaming industry operates under strict regulatory oversight designed to protect public welfare and prevent criminal infiltration. Key regulatory barriers include: crimes of moral turpitude (theft, fraud, dishonesty) face heightened scrutiny as they directly conflict with gaming integrity requirements; violent felonies raise safety concerns for patrons and staff; any connection to organized crime is typically permanently disqualifying; gaming-related offenses such as cheating, illegal gambling, or previous gaming license denials create presumptive bars; and financial crimes including embezzlement, money laundering, and serious tax offenses raise concerns about handling casino funds. Rehabilitation waivers are possible but require clear and convincing evidence of character reformation.

Company Overview

Boyd Gaming Corporation is one of the largest and most successful casino entertainment companies in the United States, operating 28 gaming properties across ten states. Founded in 1975 by Sam Boyd and his son Bill Boyd, the company has grown from a single downtown Las Vegas property into a diversified gaming and hospitality enterprise. Headquartered in Paradise, Nevada, Boyd Gaming employs approximately 16,000 team members and generated $3.9 billion in revenue in 2024.

The company operates under the "Boyd Style" philosophy, emphasizing customer service excellence and employee development. Boyd Gaming properties include well-known Las Vegas locals casinos such as The Orleans, Gold Coast, Sam's Town, Suncoast, and Aliante, as well as regional properties including Ameristar Kansas City, IP Casino Resort Spa in Biloxi, and multiple Louisiana gaming venues. The company is publicly traded on the New York Stock Exchange under ticker symbol BYD.

Company Fast Facts

• Founded: 1975 (Las Vegas, Nevada)

• Headquarters: Paradise, Nevada

• Employees: Approximately 16,000 nationwide

• Properties: 28 gaming properties in 10 states

• Revenue: $3.9 billion (2024)

• Stock Symbol: NYSE: BYD

• CEO: Keith Smith (since 2008)

Hiring Policy Analysis

Boyd Gaming's hiring practices are governed primarily by state gaming regulatory requirements rather than company-specific policies. The company conducts individualized assessments as required by EEOC guidelines and complies with state-specific fair chance hiring laws where applicable. Background checks and gaming license applications are processed after conditional job offers, giving applicants the opportunity to demonstrate qualifications before criminal history is evaluated. The hiring process typically includes application submission, phone screening, in-person interview, conditional offer, background check authorization, gaming license application, drug screening, and final determination. Many Boyd Gaming properties have union representation through organizations like Unite Here Local, which may provide additional employment protections.

Position-Specific Barriers

Barrier levels are determined by gaming license requirements, cash handling responsibilities, and regulatory oversight intensity.

Available Positions and Pay

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

Career Path Examples

Boyd Gaming emphasizes internal advancement and offers training programs for career development. Many supervisory and management positions are filled through internal promotion, though advancement to gaming floor positions requires obtaining appropriate licensing.

Hotel Operations Track: Room Attendant ($14-$16/hr) → Senior Housekeeper ($16-$18/hr) → Housekeeping Supervisor ($40K-$48K/yr) → Executive Housekeeper ($55K-$70K/yr). Advancement based on performance and supervisory skills.

Food & Beverage Track: Kitchen Helper ($14-$16/hr) → Line Cook ($16-$22/hr) → Lead Cook ($20-$26/hr) → Sous Chef ($45K-$60K/yr). Culinary training or certification beneficial for advancement.

Facilities Track: Groundskeeper ($14-$17/hr) → Maintenance Technician ($18-$28/hr) → Maintenance Supervisor ($50K-$65K/yr) → Facilities Director ($70K-$90K/yr). Technical certifications improve advancement opportunities.

Background Check Process

Understanding Boyd Gaming's background check process helps you prepare for what is one of the most thorough screening processes in any industry. The gaming industry's regulatory framework requires extensive investigation beyond typical employment background checks.

• What They Check: Fingerprint-based criminal history search through state and FBI databases; comprehensive review of felonies, misdemeanors, and pending charges at county, state, and federal levels; identity verification through SSN trace and address history; employment verification typically 7-10 years; education verification for positions requiring credentials; financial background review for positions involving cash handling; drug screening (mandatory for all positions); and personal references and character assessment for gaming licenses.

  
  

• Lookback Period: Gaming license applications require disclosure of complete criminal history regardless of age. For practical hiring purposes, most attention focuses on the past 5-10 years, with serious offenses reviewed indefinitely. Nevada and most gaming jurisdictions have no statutory limit on reporting criminal convictions for gaming licensing purposes. Sealed or expunged records may not need to be disclosed on employment applications but may still be visible in gaming regulatory databases.

  
  

• Timeline: The hiring process averages approximately 2-4 weeks from application to start date based on employee reports. Gaming license processing adds additional time—typically 2-6 weeks depending on the state and license type. Some positions may allow temporary work authorization while full licensing is processed. Complex backgrounds or out-of-state record retrieval may extend timelines.

  
  

• Process Flow: Application submitted → Phone screening → In-person interview → Conditional offer extended → Background check and gaming license application authorized → Fingerprints submitted → Drug test completed → Background investigation conducted → Gaming Control Board review → Registration/license issued or denied → Final hiring decision → Orientation and training.

Disqualifying Factors

High Risk for Disqualification: Crimes of moral turpitude (theft, fraud, embezzlement, forgery, perjury); violent felonies (assault, battery, domestic violence, weapons charges); gaming-related offenses (cheating, illegal gambling, previous license denial); organized crime connections or associations; recent felony convictions within 5 years; multiple felony convictions showing pattern of criminal behavior; sex offenses; drug trafficking or distribution charges; money laundering or financial crimes.

Lower Risk (Case-by-Case): Non-violent misdemeanors; older offenses (10+ years) with demonstrated rehabilitation; DUI convictions without aggravating factors (though may affect positions involving alcohol service); drug possession charges (non-distribution) with completed treatment; property crimes without dishonesty elements. All subject to individualized assessment considering rehabilitation evidence, time elapsed, and relationship to job duties.

Your Rights as Applicant

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

  
  

• Pre-Adverse Action Notice: Before a final decision based on background findings, you must receive notice with a copy of the report and a summary of your rights. You typically have 5-7 business days to respond with corrections or additional information.

  
  

• Individualized Assessment: Gaming Control Boards conduct individual reviews considering multiple factors. You have the right to present rehabilitation evidence and explain circumstances surrounding your conviction.

  
  

• Appeal Rights: If your gaming license application is denied, most states provide an appeal process through the Gaming Control Board or Gaming Commission. Appeals typically must be filed within 30-60 days of denial.

  
  

• Dispute Rights: You can dispute inaccurate information on background reports with the consumer reporting agency. Check your own criminal records beforehand through state repositories to identify and correct errors.

Application Strategy

1. Target Non-Gaming Support Positions First: Focus on housekeeping, kitchen, laundry, and facilities maintenance roles that require non-gaming employee registration rather than full gaming licenses. These positions have the lowest barriers and highest turnover, creating frequent openings. Avoid cage, slot, or dealer positions initially if your record includes financial or integrity-related offenses.

   
   

2. Apply Through Official Channels: Submit applications through careers.boydgaming.com. Boyd Gaming posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as hospitality positions are posted frequently. Consider applying to multiple properties to maximize opportunities—Boyd operates 28 properties across ten states.

   
   

3. Prepare Your Rehabilitation Package: Gaming Control Boards accept evidence of rehabilitation. Compile: certificates from treatment programs, educational credentials earned, letters of recommendation from employers or community leaders, documentation of community service, proof of stable housing and family support, court documents showing completed probation/parole, and any certificates of rehabilitation available in your state.

   
   

4. Be Completely Honest on All Applications: Dishonesty on gaming license applications is a criminal offense under state law. Non-disclosure that is later discovered results in immediate termination and potential criminal prosecution. Disclose everything required and present your rehabilitation story positively. The gaming regulators will discover your full history—integrity in the application process demonstrates the character they seek.

   
   

5. Prepare Your Narrative: Have a brief, honest explanation ready: acknowledge the offense without making excuses, describe what you learned, and explain specific steps you've taken to change. Focus on accountability, personal growth, and your commitment to integrity. Practice delivering this in 60 seconds or less.

   
   

6. Research Expungement Options: Investigate whether your offense qualifies for sealing or expungement under state law. Sealed records provide legitimate grounds to deny conviction on employment applications (though gaming license applications may still require disclosure). Contact local legal aid organizations for assistance with the expungement process.

   
   

7. Consider State-Specific Opportunities: Illinois recently amended gaming laws to specifically allow felons in non-gaming positions. Research gaming regulations in states where Boyd operates to identify jurisdictions with more favorable policies for your specific situation.

   
   

8. Follow Up Professionally: After applying, follow up with HR if you haven't heard back within one week. If you receive a pre-adverse action notice from the Gaming Control Board, respond promptly with your rehabilitation documentation. Persistence and professionalism demonstrate the character traits gaming employers value.

Tips for Applicants with Records

1. Gaming Hospitality Has Constant Hiring Needs: Casino resorts operate 24/7/365 with high turnover in hospitality positions. Boyd Gaming properties include hotels, multiple restaurants, entertainment venues, and extensive facilities requiring ongoing staffing. Don't be discouraged by individual rejections—positions open regularly.

   
   

2. Start in Hotel Operations, Build Your Reputation: Many successful Boyd Gaming careers began in housekeeping or kitchen positions. Prove reliability through consistent attendance, quality work, and positive attitude. Internal advancement is common, and demonstrated integrity over time can support future gaming license applications.

   
   

3. Run Your Own Background Check First: Know exactly what will appear before gaming regulators see it. Order your own criminal background check from a consumer reporting agency and obtain copies from state repositories where you've lived. Dispute any errors in advance—inaccuracies in official records are more common than many realize.

   
   

4. Understand Gaming Regulations Thoroughly: Research the specific gaming control board requirements for states where you're applying. Different states have varying disqualification categories and rehabilitation waiver processes. Knowledge of the regulatory framework demonstrates seriousness and preparation.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. Boyd Gaming requires pre-employment drug screening, typically urine-based testing. Note that while some states have legalized marijuana, gaming employers generally maintain zero-tolerance policies for all controlled substances.

   
   

6. Highlight Stability and Integrity: Emphasize stable housing, reliable transportation, and any consistent work history. Gaming employers value dependability above almost all other qualities. Even informal work or volunteer experience demonstrates responsibility and reliability.

   
   

7. Network Through Workforce Development: Connect with local workforce development programs, reentry organizations, and job placement services that have relationships with gaming employers. Employee referrals often receive priority consideration, and program coordinators may advocate on your behalf.

   
   

8. Be Flexible on Schedule and Location: Willingness to work nights, weekends, holidays, and swing shifts increases your chances significantly. Casino operations run around the clock, and flexibility demonstrates commitment. Consider properties in multiple locations to maximize opportunities.

Benefits Overview

Boyd Gaming offers a comprehensive benefits package to full-time team members, with some benefits available to part-time employees working 20-30 hours weekly. Benefits eligibility typically begins the first of the month following hire date.

• Compensation: Hourly positions range from $14-$28/hr depending on role and location. Tipped positions (servers, bartenders, dealers) earn base wage plus gratuities. Shift differentials available for overnight and holiday shifts at many properties.

  
  

• 401(k) and Retirement: Company matches 25% of employee contributions up to 6% of annual pay. Employees become eligible after meeting service requirements. Empower Retirement administers the plan.

  
  

• Health Benefits: Choice of four medical plan options with varying coverage levels and costs. All plans include prescription drug coverage with low-cost generics and mail-order options. Dental and vision coverage available. Company-paid basic life insurance for employees enrolled in health coverage. Part-time employees (20-30 hours) eligible for Mini Med Plans.

  
  

• Time Off: Paid time off accrues based on tenure, typically starting at two weeks annually for full-time employees. Additional vacation days accrue with years of service. Paid holidays vary by property and union contract.

  
  

• Additional Benefits: Tuition reimbursement up to $5,000 annually (after one year of service). Student loan reimbursement program (after three years). Employee Assistance Program for counseling and support services. Discounts at Boyd Gaming properties for hotel stays, dining, and entertainment. Flexible spending accounts for healthcare and dependent care. Identity theft protection.

Employee Perspectives

Pros: Free meals during shifts at many properties; opportunity for advancement; union representation at several locations providing job security; generally supportive management; good coworker relationships; comprehensive training programs.

Cons: Health insurance premiums and deductibles considered high by some employees; 401(k) match percentage lower than some competitors; scheduling can be inconsistent; pay rates below some competitors in major markets; benefits enrollment timing (first of month) can delay coverage.

Frequently Asked Questions

1. Does Boyd Gaming hire people with felonies?

   Yes, Boyd Gaming hires individuals with felony convictions for certain positions, subject to mandatory state gaming regulatory approval. The gaming industry requires all employees to obtain either a gaming license or non-gaming employee registration through the State Gaming Control Board. Positions in hotel support (housekeeping, laundry), food service (kitchen, dishwasher), and facilities maintenance typically have lower barriers than gaming floor positions. Success depends on the nature of the offense, time elapsed, and demonstrated rehabilitation. Crimes of moral turpitude and dishonesty face the highest scrutiny.

   
   

2. What is the background check process at Boyd Gaming?

   Boyd Gaming's background check process involves both standard employment screening and mandatory gaming regulatory investigation. After a conditional offer, applicants submit fingerprints for state and federal criminal history checks through the Gaming Control Board. The investigation includes criminal records at all levels, identity verification, employment history, and financial background review for cash-handling positions. Applicants must authorize the background check and complete drug screening. The process typically takes 2-4 weeks for hiring, with gaming license processing potentially adding additional time.

   
   

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

   Gaming license applications require disclosure of complete criminal history regardless of age. There is no statutory limit on how far back gaming regulators can review. For practical hiring decisions, most attention focuses on the past 5-10 years, with serious offenses (violent crimes, major fraud, organized crime connections) reviewed indefinitely. Employment verification typically covers 7-10 years. Sealed or expunged records may not appear on standard employment background checks but may still be accessible to gaming regulators depending on state law.

   
   

4. What types of convictions make hiring more difficult at Boyd Gaming?

   The most difficult convictions for gaming employment are: crimes of moral turpitude (theft, fraud, embezzlement, forgery, perjury)—these directly conflict with gaming integrity requirements; violent felonies (assault, battery, domestic violence, weapons offenses)—raise safety concerns for guests and staff; gaming-related offenses (cheating, illegal gambling, prior license denial)—demonstrate unsuitability for gaming environment; organized crime connections—virtually permanently disqualifying; recent serious felonies within 5 years—insufficient time to demonstrate rehabilitation; and financial crimes (money laundering, serious tax fraud)—concerning for positions involving cash.

   
   

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

   The best entry-level positions for applicants with records are: Housekeeper/Custodian ($14-$17/hr)—non-gaming registration, minimal cash handling, high turnover creates frequent openings; Kitchen Helper/Dishwasher ($14-$16/hr)—back-of-house with limited customer interaction; Laundry Attendant ($14-$16/hr)—support role away from gaming floor; Groundskeeper ($14-$17/hr)—outdoor facilities work; and Line Cook ($16-$22/hr)—culinary experience valued, non-gaming registration. These positions require only non-gaming employee registration rather than full gaming licenses, offering lower regulatory barriers.

   
   

6. Does Boyd Gaming drug test, and what kind of test do they use?

   Yes, Boyd Gaming conducts mandatory pre-employment drug testing for all positions. Testing is typically a urine-based screening conducted at a designated collection facility after a conditional job offer. The test typically screens for common controlled substances including marijuana, cocaine, opiates, amphetamines, and PCP. Note that while some states have legalized recreational marijuana, gaming employers generally maintain zero-tolerance drug-free workplace policies. Random drug testing may occur during employment, particularly for safety-sensitive positions.

   
   

7. When during the hiring process will Boyd Gaming ask about criminal history?

   Criminal history inquiry occurs after a conditional job offer is extended. Nevada's public-sector Ban the Box law does not apply to private employers like Boyd Gaming, but the company follows gaming industry best practices of delaying criminal history questions. The initial application and interview focus on qualifications and experience. After a conditional offer, you'll complete gaming license application paperwork that requires full criminal history disclosure. Background investigation then proceeds through the State Gaming Control Board.

   
   

8. Can someone advance to management at Boyd Gaming if they have a felony?

   Advancement to management is possible but faces increased scrutiny. Supervisory positions on the gaming floor require key gaming employee licenses with more intensive background review. Non-gaming supervisory roles (housekeeping supervisor, kitchen management, facilities supervisor) may be more accessible. Success factors include: length of time since conviction (10+ years significantly helps), demonstrated rehabilitation and character change, consistent positive employment record with the company, no integrity-related offenses in your history, and strong performance reviews and references from current supervisors.

   
   

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

   The complete hiring process at Boyd Gaming averages 2-4 weeks from application to start date for straightforward cases. Timeline breakdown: application to interview (3-7 days), interview to conditional offer (1-7 days), background check and drug test (1-2 weeks), gaming license processing (2-6 weeks, may run concurrently). Factors that extend timelines include: complex criminal history requiring additional review, out-of-state records retrieval, backlog at Gaming Control Board, and management or gaming floor positions requiring more extensive investigation.

   
   

10. What can applicants do to improve their chances of getting hired at Boyd Gaming?

    Key strategies to improve your chances:

    (1) Target non-gaming support positions initially rather than gaming floor roles;

    (2) Build a comprehensive rehabilitation package with certificates, references, and documentation;

    (3) Be completely honest on all applications—dishonesty is permanently disqualifying;

    (4) Check your own background records for errors before applying;

    (5) Research expungement or sealing options for eligible convictions;

    (6) Apply to multiple Boyd properties to maximize opportunities;

    (7) Demonstrate flexibility on scheduling including nights, weekends, and holidays; (8) Connect with workforce development programs that have gaming industry relationships;

    (9) Prepare a concise, accountable narrative about your past and rehabilitation;

    (10) Follow up professionally and respond promptly to any requests for additional information.

Alternative Second Chance Employers

If Boyd Gaming doesn't work out, consider these employers known for fair chance hiring in hospitality and related industries:

Conclusion

Boyd Gaming offers conditional opportunities for individuals with criminal records, particularly in hotel support, food service, and facilities positions that require non-gaming employee registration rather than full gaming licenses. As one of the largest casino operators in the United States with 28 properties and approximately 16,000 employees, the company provides potential pathways to stable employment with benefits, though the gaming industry's regulatory requirements create significant barriers that don't exist in most other industries.

The work involves the demands typical of hospitality environments—standing for extended periods, variable schedules, and customer service orientation. Compensation ranges from $14-$28/hr for hourly positions, with comprehensive benefits including health insurance, 401(k) matching, and tuition reimbursement. Career advancement is possible through demonstrated performance and reliability, though progression into gaming floor positions requires obtaining appropriate licensing.

Key Success Factors: Target non-gaming support positions initially; be completely honest on all applications (dishonesty is criminal under gaming law); build comprehensive rehabilitation documentation; understand state gaming regulations for your target locations; demonstrate stability and reliability; be flexible on scheduling and location.

Biggest Barriers: Mandatory state gaming licensing with indefinite criminal history review; crimes of moral turpitude (theft, fraud, dishonesty) face highest scrutiny; violent felonies raise safety concerns; any organized crime connections are typically permanently disqualifying; recent serious offenses within 5 years create presumptive bars.

For individuals with older, non-integrity-related offenses who can demonstrate genuine rehabilitation, Boyd Gaming's hotel and food service operations offer real opportunities for stable employment. Success requires patience, honesty, and willingness to build a track record starting in entry-level positions. The gaming industry's high standards for integrity can actually benefit second chance employees who demonstrate these qualities—your commitment to honesty and reliability will be recognized and valued in an environment where these traits are essential.

Disclaimer

This guide provides general information and should not be considered legal advice. Hiring policies vary by position, location, and individual circumstances, and are ultimately determined by state Gaming Control Board regulations rather than company policy alone. While we strive for accuracy using publicly available sources including company websites, job postings, employee reviews (Glassdoor, Indeed), salary databases (PayScale, ZipRecruiter), and gaming regulatory publications, employment information and regulatory requirements may change without notice.

Inclusion in this guide does not guarantee employment. Gaming license requirements, background check procedures, and fair chance hiring laws vary by state and should be confirmed with gaming regulatory authorities and legal professionals. The gaming industry operates under stricter background screening requirements than most industries, and standard employment law principles may not apply in all situations. Consult with an employment attorney or legal aid organization for specific legal advice about your situation.

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