Quick Answer

Conditional, Collins Aerospace hires individuals with felony convictions for certain positions, primarily manufacturing roles not requiring security clearances. With approximately 80,000 employees globally across 250+ sites, employment is conditional upon passing a background check, drug screening, and federal defense contractor compliance.

The law prohibits companies from having a blanket policy excluding all felons. Instead, they must conduct an individualized assessment of the conviction to determine if it is job-related and consistent with business necessity.

The greatest barriers are created by felonies related to dishonesty or fraud (critical for clearance eligibility), drug offenses (federal prohibition regardless of state laws), and financial crimes (major clearance red flags). Many positions require Security Clearance, reviewing conduct indefinitely rather than standard 7-year lookbacks.

Manufacturing assembler, production technician, and warehouse positions that explicitly state "Clearance: None" or "Public Trust" offer the best entry points for applicants with records. These roles start at $16-$20/hr and provide pathways into a Fortune 500 aerospace company with comprehensive benefits.

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:

• No Blanket Exclusion: Must be aware that the company is not allowed to automatically exclude you solely for being a felon. EEOC guidelines require individualized assessment for all applicants.

  
  

• Job-Related Assessment: Must be prepared for the company to evaluate whether your felony is related to the job duties using the Green Factors (nature of crime, time elapsed, nature of job).

  
  

• U.S. Citizenship: Many positions require U.S. citizenship, particularly those involving security clearances or classified information. Be prepared to provide documentation.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test. Collins Aerospace maintains a drug-free workplace policy. Testing is typically a urine screening for a standard 5-panel or 10-panel test. Marijuana use is prohibited regardless of state legalization due to federal defense contractor requirements.

  
  

• Physical Requirements: Manufacturing and production roles require ability to stand for extended periods, lift up to 50 pounds, and perform repetitive manual tasks. Some positions require specific physical capabilities.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked. Dishonesty is an automatic disqualifier and can result in termination if discovered later. For clearance positions, falsifying the SF-86 is a federal crime.

  
  

• 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 legal landscape for criminal records in employment is essential for Second Chance applicants. Collins Aerospace operates in multiple states with varying fair chance hiring laws, but must comply with federal EEOC guidelines nationwide. As a subsidiary of RTX Corporation and a major defense contractor, the company is also subject to Department of Defense regulations and federal security clearance requirements that create additional barriers beyond typical employment.

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. Blanket policies excluding all felons are prohibited under Title VII if they have disparate impact on protected groups.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, Collins Aerospace 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 (typically 5 business days) to dispute inaccuracies;

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

State-Specific Considerations

North Carolina (headquarters location) has limited fair chance protections. Executive Order 158 (2020) implemented Ban the Box policies for state agencies only; private employers are not covered by statewide law. Iowa (major operations in Cedar Rapids) has only local fair chance policies in Waterloo. Connecticut (Windsor Locks operations) has statewide Ban the Box law covering private employers with one or more employees. Other major Collins locations in Minnesota, California, and Illinois have stronger fair chance hiring protections including private employer coverage.

Defense Contractor-Specific Considerations

As a major defense contractor and RTX subsidiary, Collins Aerospace faces unique regulatory requirements. Many positions require U.S. Government Security Clearance (Confidential, Secret, or Top Secret), which involves investigation by the Defense Counterintelligence and Security Agency (DCSA). Applicants must complete the Standard Form 86 (SF-86), disclosing all arrests, charges, citations, and foreign contacts. The federal investigation reviews conduct indefinitely rather than standard lookback periods. Clearance decisions follow the 13 National Security Adjudicative Guidelines including criminal conduct, personal conduct, drug involvement, and financial considerations. A felony does not automatically disqualify clearance eligibility, but requires demonstration of rehabilitation, time passage, and current trustworthiness. Dishonesty on the SF-86 is itself a federal crime under 18 U.S.C. § 1001.

Company Overview

Collins Aerospace is one of the world's largest suppliers of aerospace and defense products, formed in 2018 through the merger of Rockwell Collins and UTC Aerospace Systems. Headquartered in Charlotte, North Carolina, it operates as a subsidiary of RTX Corporation. The company designs, manufactures, and services aviation electronics, communications systems, airborne sensors, aircraft interiors, and flight control systems, employing approximately 80,000 people globally across 250+ sites in nearly 30 countries.

Collins serves commercial aviation, business aviation, military defense, helicopters, and space operations. Major programs include F-35 components, Virginia-class submarine systems, and NASA spacesuits. The Employee Scholar Program provides up to $25,000 annually for approved degree programs.

Company Fast Facts

• Founded: 2018 (merger of Rockwell Collins and UTC Aerospace Systems)

• Headquarters: Charlotte, North Carolina

• Employees: Approximately 80,000 globally

• Parent Company: RTX Corporation (NYSE: RTX)

• Major Operations: Charlotte NC, Cedar Rapids IA, Windsor Locks CT, Rockford IL, Burnsville MN

• Revenue (2024): $28.3 billion

• Industry: Aerospace & Defense Manufacturing

Hiring Policy Analysis

Collins Aerospace conducts individualized assessments as required by EEOC guidelines and complies with state-specific fair chance laws where applicable. As stated in company job postings: "Nothing matters more to Collins Aerospace than our strong ethical and safety commitments. As such, all U.S. positions require a background check, which may include a drug screen." Background checks are conducted after conditional offer, giving applicants the opportunity to demonstrate qualifications before criminal history review. However, the company's defense contractor status creates additional barriers through security clearance requirements for many technical and engineering positions.

Position-Specific Barriers

Barrier levels are determined by security clearance requirements, access to classified information, financial responsibilities, and safety-sensitive designations.

Available Positions and Pay

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

Career Path Examples

Collins Aerospace emphasizes internal advancement and offers development programs including the Employee Scholar Program (up to $25,000/year for degrees) and leadership development rotations. Many supervisory positions are filled through internal promotion.

Manufacturing Track: Mechanical Assembler I ($16-$20/hr) → Mechanical Assembler II ($19-$25/hr) → Lead Assembler ($25-$32/hr) → Production Supervisor ($77K-$100K/yr). Advancement requires demonstrated reliability and completion of internal training programs.

Quality Track: Quality Technician I ($20-$25/hr) → Quality Technician II ($25-$32/hr) → Quality Inspector ($30-$38/hr) → Quality Supervisor ($70K-$95K/yr). Technical certifications and attention to detail drive advancement.

Technical Track: Production Technician ($18-$28/hr) → Test Technician ($22-$35/hr) → Senior Technician ($35-$45/hr) → Technical Specialist ($80K-$110K/yr). May require clearance at higher levels; Employee Scholar Program supports degree completion.

Background Check Process

Understanding Collins Aerospace's background check process helps you prepare mentally and practically for what to expect. The company conducts background checks after conditional offer, which means you'll have the opportunity to demonstrate your qualifications during interviews before criminal history review.

• What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; identity verification through SSN trace and address history; employment history verification (typically 7-10 years); education verification for positions requiring specific credentials; drug screening (mandatory for all positions); motor vehicle records for driving positions; credit check for financial responsibility positions; security clearance investigation through DCSA for classified positions.

  
  

• Lookback Period: Standard criminal lookback follows state-specific limits (typically 7 years in most states). Employment verification typically extends 7-10 years. However, for positions requiring security clearance, federal investigations review conduct indefinitely with focus on current risk assessment. Serious offenses involving national security concerns have no time limitation.

  
  

• Timeline: The standard hiring process takes approximately 2-4 weeks from application to offer. Background checks typically take 1-2 weeks to complete after conditional offer. Security clearance investigations can take 2-6 months for Secret clearance and 6-18 months for Top Secret clearance, depending on complexity.

  
  

• Process Flow: Application submitted → Resume screening → Phone interview → On-site interview(s) → Conditional offer extended → Background check and drug test authorization signed → Background check conducted → Results reviewed using individualized assessment → Pre-adverse or adverse action notice if applicable → Final hiring decision → Start date confirmed → Orientation and training (2-week soldering class for production new hires).

Disqualifying Factors

High Risk for Disqualification: Espionage or treason offenses (permanent bar for clearance positions); dishonesty on application or SF-86 (automatic disqualification); current drug use including marijuana regardless of state legalization; recent or unresolved financial problems including bankruptcy, significant debt, or tax liens; felonies involving fraud, theft, or embezzlement (high scrutiny for positions with access); violent offenses especially recent convictions; sex offenses (severely limit employment options).

Lower Risk (Case-by-Case): Non-violent property crimes with significant time passed; older drug offenses with demonstrated rehabilitation; DUI convictions (unless applying for driving positions); misdemeanor offenses unrelated to job duties. All subject to individualized assessment considering rehabilitation evidence, time elapsed, and job relevance.

Your Rights as Applicant

• 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 of the report and the right to dispute inaccuracies with the background check company.

  
  

• Pre-Adverse Action Notice: Before a final decision, you must receive notice with a copy of the report and a summary of your rights. You have reasonable time (typically 5 business days) to respond and dispute inaccuracies.

  
  

• EEOC Protection: You have the right to an individualized assessment. Blanket exclusions based solely on criminal record are prohibited. The company must consider the Green Factors before making employment decisions.

  
  

• State Fair Chance Laws: In applicable states (Connecticut, Minnesota, California, Illinois), employers cannot ask about criminal history on initial applications. Criminal history inquiry occurs after conditional offer.

  
  

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

Application Strategy

1. Target Non-Clearance Manufacturing Positions: Focus on Mechanical Assembler, Production Technician, Material Handler, and Warehouse positions that explicitly state "Clearance: None" in requirements. These roles have the lowest barriers and highest volume hiring needs. Avoid engineering, software, and classified program positions initially if your record is recent.

   
   

2. Apply Through Official Channels: Submit your application through careers.rtx.com/global/en/collins-aerospace. Collins Aerospace posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as manufacturing positions are posted frequently. Consider applying to multiple locations (Cedar Rapids, Charlotte, Rockford, Burnsville) to maximize opportunities.

   
   

3. Prepare for Technical Assessment: Manufacturing positions may include skills testing for soldering, assembly, or mechanical aptitude. Research aerospace manufacturing standards and demonstrate attention to detail. Emphasize any prior manufacturing, technical, or military experience.

   
   

4. Be Completely Honest: Never lie about your criminal history. Dishonesty is an automatic disqualifier and can result in termination even after hire. For positions potentially requiring clearance, understand that falsifying federal forms (SF-86) is a federal crime punishable by up to 5 years imprisonment.

   
   

5. Prepare Your Narrative: Have a brief, honest explanation ready: acknowledge the offense without making excuses, describe what you learned, and explain how you've changed. Focus on rehabilitation, personal growth, and stability. Keep it concise (30-60 seconds). Emphasize time elapsed and positive changes since conviction.

   
   

6. Document Rehabilitation: Gather evidence of positive changes: completion of treatment programs, educational certificates, vocational training, stable employment history, community involvement, resolution of financial issues, and references from employers, probation officers, or community members.

   
   

7. Address Financial Issues: Financial problems are major red flags for security clearances. Resolve outstanding debts, establish payment plans for collections, file any unfiled tax returns, and be prepared to explain and document financial rehabilitation.

   
   

8. Check Expungement Eligibility: Research whether your offense qualifies for sealing or expungement in the state of conviction. However, note that expunged records may still appear on federal security clearance investigations. Contact local legal aid for assistance with expungement procedures.

Tips for Applicants with Records

1. Aerospace Manufacturing Has Consistent Hiring Needs: Collins Aerospace operates over 250 sites with consistent turnover in production roles. The company employs 80,000 people globally with ongoing needs for manufacturing assemblers and technicians. Don't be discouraged by individual rejections—keep applying to different locations and positions.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at Collins begin in entry-level assembly positions. Prove reliability through consistent attendance and quality work. The Employee Scholar Program pays up to $25,000 annually for degrees and certifications that support advancement into higher-paying technical and supervisory positions.

   
   

3. Run Your Own Background Check First: Know what will appear before the employer sees it. Order your own criminal background check from a consumer reporting agency like Checkr, GoodHire, or your state repository. Dispute any errors or outdated information in advance.

   
   

4. Understand Security Clearance Reality: If your goal is eventually working on classified programs, understand that clearance decisions consider the whole person. A felony is not automatically disqualifying, but requires substantial time passage (typically 5+ years), demonstrated rehabilitation, and complete honesty. Recent drug use or financial problems are often more disqualifying than older criminal convictions.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. Collins Aerospace requires pre-employment drug screening for all positions. Marijuana use is prohibited regardless of state legalization due to federal requirements. Testing is typically a urine 5-panel or 10-panel screen.

   
   

6. Highlight Technical Skills and Stability: Emphasize any technical training, military experience, manufacturing skills, stable housing, and reliable transportation. Aerospace employers value precision, attention to detail, and ability to follow procedures exactly.

   
   

7. Consider Military Veteran Resources: Collins Aerospace actively recruits veterans through programs like RecruitMilitary. If you have military experience, leverage these resources and use the company's military skills translator to find matching positions.

   
   

8. Be Flexible on Shift Preferences: Willingness to work 2nd or 3rd shifts significantly increases your chances. Many manufacturing positions offer shift differentials of $1-3/hr additional pay for evening and night shifts.

Benefits Overview

Collins Aerospace offers comprehensive benefits for eligible full-time employees.

• Compensation: Hourly rates $16-$45/hr depending on position. Annual performance reviews with merit increases. Overtime at 1.5x rate available.

  
  

• 401(k) and Retirement: Generous 401(k) with 6% employer match plus additional 2% retirement contribution. Vesting from day one.

  
  

• Health Benefits: Medical, dental, and vision plans. HDHP with HSA option and company contributions. Pharmacy through CVS/Caremark. Wellness program incentives.

  
  

• Time Off: 3 weeks PTO starting. Separate vacation and sick time. 12 paid holidays including end-of-year shutdown week. Option to purchase additional vacation.

  
  

• Education Benefits: Employee Scholar Program pays up to $25,000 annually for approved courses and degrees from day one.

  
  

• Additional Benefits: Life insurance, disability coverage, EAP, dependent care assistance, and flexible work arrangements for eligible positions.

  
  

• Employee Perspectives - Pros: Generous PTO; Employee Scholar Program; good 401(k); stable Fortune 500 employment; advancement opportunities.

  
  

• Employee Perspectives - Cons: High-deductible health plans; benefits decreased since merger; fast-paced environment; mandatory overtime periods.

Frequently Asked Questions

1. Does Collins Aerospace hire people with felonies?

   Collins Aerospace can hire people with felony convictions for positions not requiring security clearances. The company follows EEOC guidelines requiring individualized assessment. Manufacturing assembler, production technician, and warehouse positions offer the best opportunities. Many engineering and technical positions require federal clearances involving extensive investigation. Employee reports suggest clearance positions are "highly unlikely" for those with records, but non-clearance manufacturing roles remain accessible.

   
   

2. What is the background check process at Collins Aerospace?

   Collins Aerospace conducts comprehensive background checks after conditional offer. All U.S. positions require checks including criminal history search (county, state, federal), identity verification, employment history verification, and education verification. Positions requiring clearance involve additional DCSA investigation. You must provide written consent and receive pre-adverse action notice if negative findings may affect candidacy.

   
   

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

   Standard background checks follow state limits, typically 7 years. Employment verification extends 7-10 years. For security clearance positions, federal investigations review conduct indefinitely. The SF-86 asks about most offenses for 7 years, but serious offenses involving violence, drugs, or mental health require lifetime disclosure. Adjudicators apply the "whole person" concept rather than strict time cutoffs.

   
   

4. What types of convictions make hiring more difficult at Collins Aerospace?

   Most challenging: dishonesty, fraud, or falsification offenses; drug trafficking; espionage or treason (permanent bar); recent violent offenses; financial crimes; sex offenses. For clearance positions, financial irresponsibility is often more disqualifying than older criminal convictions. Current drug use, including marijuana regardless of state legalization, disqualifies for all positions.

   
   

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

   Best opportunities: Mechanical Assembler I ($16-$20/hr), Material Handler ($17-$22/hr), Production Worker, and Warehouse positions explicitly stating "Clearance: None." These have lowest barriers and highest volume hiring. Focus on Cedar Rapids, Charlotte, Burnsville, and Rockford locations.

   
   

6. Does Collins Aerospace drug test, and what kind of test do they use?

   Yes, mandatory pre-employment drug screening for all positions via third-party clinic using urine testing (5-panel or 10-panel). Marijuana prohibited regardless of state legalization due to federal requirements. Safety-sensitive positions subject to random testing. Failing results in immediate termination.

   
   

7. When during the hiring process will Collins Aerospace ask about criminal history?

   Background checks occur after conditional offer, complying with EEOC guidance and state fair chance laws. In Ban the Box states (Connecticut, Minnesota), criminal history questions cannot appear on initial applications. You interview and demonstrate qualifications before criminal history review. Clearance positions require SF-86 completion after accepting conditional offer.

   
   

8. Can someone advance to management at Collins Aerospace if they have a felony?

   Advancement to supervisory positions within non-clearance manufacturing tracks is possible with demonstrated reliability. Production Supervisor positions ($77K-$163K/yr) often filled through internal promotion. Advancement into clearance-required roles may be limited depending on offense nature and recency. Employee Scholar Program supports education for career growth.

   
   

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

   Standard process: 2-4 weeks from application to offer for non-clearance positions. Background checks: 1-2 weeks after conditional offer. Security clearances: Secret averages 2-6 months; Top Secret 6-18 months. Interim clearances may allow work to begin during investigation.

   
   

10. What can applicants do to improve their chances of getting hired at Collins Aerospace?

    Target non-clearance manufacturing positions; apply through careers.rtx.com; be completely honest; prepare rehabilitation narrative; document positive changes; resolve financial issues; obtain relevant certifications; pass drug test (eliminate marijuana); be flexible on shifts; apply to multiple locations; leverage veteran status if applicable.

Alternative Second Chance Employers

If Collins Aerospace doesn't work out, consider these employers known for fair chance hiring practices in manufacturing and related industries:

Conclusion

Collins Aerospace offers conditional opportunities for individuals with criminal records, primarily in manufacturing and production positions that do not require security clearances. As one of the world's largest aerospace and defense suppliers with 80,000 employees globally, the company provides pathways to stable employment with comprehensive benefits including generous 401(k) matching, extensive PTO, and educational assistance up to $25,000 annually. The company follows EEOC individualized assessment guidelines and complies with applicable state fair chance laws.

The work is fast-paced and detail-oriented, reflecting aerospace industry precision requirements. Compensation is competitive for manufacturing, starting at $16-$20/hr for entry-level assembly positions with opportunities for advancement into higher-paying technical and supervisory roles through internal promotion and education programs.

Key Success Factors: Target non-clearance manufacturing positions explicitly; be completely honest throughout the process; demonstrate rehabilitation and stability; pass mandatory drug screening (eliminate marijuana use); maintain patience through the hiring process; consider multiple locations; and be flexible on shift preferences.

Biggest Barriers: Security clearance requirements for many positions create indefinite criminal history review; federal prohibition on marijuana use regardless of state laws; dishonesty or fraud-related offenses face highest scrutiny in defense contractor environment; financial instability is major disqualifier for clearance positions; and recent offenses within the past 5 years face significant barriers.

For applicants willing to start in entry-level manufacturing roles, demonstrate reliability, and work within the non-clearance track, Collins Aerospace represents a genuine pathway to stable employment with a Fortune 500 aerospace company. Success requires patience, honesty, and commitment to the rehabilitation narrative.

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), and salary databases (PayScale, ZipRecruiter), employment information and company policies may change without notice. Always verify current practices directly with Collins Aerospace.

Inclusion in this guide does not guarantee employment. Background check laws, expungement procedures, security clearance requirements, and fair chance hiring requirements vary by state and should be confirmed with legal professionals. Security clearance decisions are made by federal adjudicators, not by Collins Aerospace, and are subject to federal guidelines beyond employer control. Consult with an employment attorney, legal aid organization, or security clearance attorney for specific legal advice about your situation.

Apply Now: https://careers.rtx.com/global/en/collins-aerospace