Quick Answer

Yes, Deadwood Gaming Establishments hire individuals with felony convictions, particularly for non-gaming positions. South Dakota legalized limited stakes gaming in 1989 with all commercial casino gaming legally restricted to the historic city of Deadwood, creating unique employment opportunities in the Black Hills region.

CRITICAL DISTINCTION: Gaming positions (dealers, cashiers, floor supervisors, cage personnel) require South Dakota Gaming License issued by SD Commission on Gaming (SDCG) after fingerprint-based background investigation—felony convictions often disqualify from licensing. Non-gaming positions (housekeeping, food service, hotel front desk, maintenance, grounds, restaurant) typically require only standard employer background check with individualized assessment. Major Deadwood casino employers include First Gold Gaming Resort, Cadillac Jack Gaming Resort, Lodge at Deadwood, Gold Dust Casino & Hotel, Tin Lizzie Gaming Resort, Mineral Palace, and Rocksino by Hard Rock.

Best entry points for applicants with records: Housekeeper ($14-$18/hr), Restaurant Server/Busser, Hotel Front Desk, Maintenance, Kitchen Staff where hospitality skills valued over gaming licensing. Non-gaming roles offer pathway to demonstrate reliability before pursuing gaming license if old conviction eligible. Many casinos offer employee housing and Black Hills adventure 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

13. Conclusion

14. Disclaimer

Felon-Friendly Scorecard

Eligibility Checklist

Before applying to Deadwood gaming establishments, assess these critical factors:

1. Determine Position Type: Gaming positions (Dealer, Cage Cashier, Floor Supervisor, Slot Attendant, Drop Team) require SDCG gaming license with fingerprint-based investigation—felony convictions frequently disqualify. Non-gaming positions (Housekeeping, Restaurant, Hotel, Maintenance, Kitchen) require standard employer background check with individualized review—significantly more accessible for applicants with records.

   
   

2. Assess Conviction Type for Gaming License: If pursuing gaming license, SDCG evaluates "suitability" with certain offenses creating automatic or near-automatic denial: crimes of moral turpitude (acts contrary to honesty and good morals); theft, fraud, embezzlement; felony drug dealing/trafficking; violent felonies; cheating or gaming fraud. Old, non-integrity-related convictions may receive individual consideration.

   
   

3. Prepare for Full Disclosure (Gaming): Gaming license applications require disclosure of ALL arrests, detentions, indictments, and convictions—including dismissed charges, expunged records, sealed records, and juvenile adjudications. Omission or dishonesty is automatic disqualification. Must disclose even if told "record sealed."

   
   

4. Understand Financial History Review (Gaming): Gaming license investigation includes thorough financial history check. Unstable finances (liens, judgments, excessive debt, bankruptcies) may indicate susceptibility to dishonesty or corruption and can result in denial even without criminal record.

   
   

5. Target Non-Gaming Positions First: If felony recent or integrity-related (theft, fraud), best path is non-gaming hospitality role. Build positive employment record, demonstrate reliability, then potentially pursue gaming license later if old conviction allows consideration.

   
   

6. Consider South Dakota Pardon/Expungement: South Dakota allows executive clemency (pardons) through Department of Corrections and limited expungement. While gaming license still requires disclosure of expunged records, pardon may support suitability argument. Non-gaming positions may not see expunged records on standard background check.

Critical Regulatory Information

IMPORTANT: Employment in Deadwood casinos operates under dual framework—state gaming commission licensing for gaming positions and standard employment law for non-gaming positions. Understanding this distinction is critical for Second Chance applicants.

South Dakota Commission on Gaming (SDCG) Licensing

The South Dakota Commission on Gaming regulates all gaming operations in Deadwood since legalization in 1989. Gaming positions require SDCG-issued license after comprehensive background investigation. License types include: Support License (most gaming floor employees); Key License (supervisory and management positions requiring greater scrutiny). Applications require fingerprint cards submitted to SDCG office for FBI and state criminal history check. SDCG Enforcement Division conducts background and criminal investigations. License fees and investigation costs paid by applicant. Processing time varies—plan for several weeks minimum.

Suitability Standard for Gaming License

SDCG denies licenses to applicants failing "suitability" standard. Per SD gaming regulations, automatic or near-automatic denial applies to: Crimes of moral turpitude (acts contrary to honesty and good morals); Theft, fraud, embezzlement, larceny; Felony drug dealing or trafficking; Cheating at gaming or using improper devices; Crimes involving violence as defined by SD statutes; Prior denial of gaming license by any jurisdiction; Providing false information on application. Commission reviews entire criminal history—no time limit. However, applicants may present evidence of rehabilitation, changed circumstances, and current suitability for case-by-case consideration on older, non-integrity-related offenses.

Mandatory Disclosure Requirement

Gaming license applications explicitly require disclosure of ALL: Arrests (even without conviction); Detentions and indictments; Criminal charges (including dismissed); Convictions (including misdemeanors); Expunged or sealed records; Juvenile adjudications; Pending charges. Omission or misrepresentation is independent grounds for denial. Unlike standard employment where sealed/expunged records may be omitted, gaming license applications require complete disclosure regardless of record status. Absolute honesty is mandatory—discovered dishonesty is automatic disqualification.

Non-Gaming Position Requirements

Non-gaming positions (housekeeping, food service, hotel, maintenance, grounds) do not require SDCG gaming license. These positions use standard employer background check process governed by FCRA. South Dakota does not have ban-the-box law—employers can ask about criminal history on applications. Standard 7-year lookback typical for non-gaming positions. EEOC individualized assessment applies. Expunged/sealed records should not appear on standard consumer reporting agency background checks. Non-gaming positions offer significantly more accessible entry point for applicants with criminal records.

Company Overview

Deadwood, South Dakota represents the only location in South Dakota where commercial casino gaming is legally permitted, making it a unique employment destination in the northern Great Plains. This historic Black Hills town, famous for Wild West legends Wild Bill Hickok and Calamity Jane, transformed into a vibrant gaming destination when South Dakota legalized limited stakes gaming in 1989 to revitalize the declining former mining town. Today approximately 80 gaming establishments operate in Deadwood, ranging from small casinos with handful of slot machines and card tables to large full-service gaming resorts featuring hotels, multiple restaurants, entertainment venues, spas, and convention facilities. Gaming and tourism together drive Deadwood economy, creating hundreds of hospitality and gaming jobs in a permanent resident community of approximately 1,300 people. The Deadwood gaming industry generates over $100 million annually in gaming revenue, supporting both direct casino employment and broader tourism economy including hotels, restaurants, retail, and entertainment throughout the Black Hills region.

Major Deadwood gaming employers include: First Gold Gaming Resort (full-service resort with hotel, multiple restaurants, gaming floor, spa); Cadillac Jack Gaming Resort (Liv Hospitality property with gaming, hotel, entertainment, WaTiki waterpark connection); Lodge at Deadwood Gaming Resort (resort-style property with hotel, gaming, seasonal employment, employee housing); Gold Dust Casino & Hotel (Main Street casino with hotel, Mavericks Steakhouse); Tin Lizzie Gaming Resort (gaming, hospitality, entertainment); Mineral Palace (full-service casino with players club, restaurant, hotel); Rocksino by Hard Rock Deadwood (Hard Rock branded gaming property); Deadwood Gulch Gaming Resort; Lucky 8 Casino; The Landmark Casino (newer property). Many properties affiliated with local hotel chains and offer comprehensive employment including gaming and hospitality positions.

Tourism and gaming create distinct seasonal employment patterns in Deadwood. Summer months (June through August) represent peak tourist season with Black Hills attractions drawing millions of visitors, creating highest staffing demand. The annual Sturgis Motorcycle Rally (early August) brings hundreds of thousands of visitors to the region, requiring maximum staffing across all Deadwood properties. Fall shoulder season and winter months see reduced tourism, with some properties reducing staff or offering reduced hours. Year-round positions available at larger properties but seasonal flexibility helpful. Many employers offer employee housing—valuable benefit given Deadwood extremely limited housing market where rental availability is scarce and housing costs elevated by tourism economy. Black Hills location provides outdoor recreation access (hiking, skiing, fishing, Badlands, Mount Rushmore) as significant lifestyle benefit for employees. Some properties offer travel discounts to sister properties in other destinations.

Company Fast Facts

• Location: Deadwood, South Dakota (Black Hills region);

• Gaming Legalized: 1989;

• Regulatory Body: South Dakota Commission on Gaming (SDCG); Gaming Establishments: ~80 casinos;

• Gaming Type: Limited stakes gaming and slot machines;

• Major Employers: First Gold, Cadillac Jack, Lodge at Deadwood, Gold Dust, Tin Lizzie, Mineral Palace, Rocksino/Hard Rock;

• Tourism Season: Peak summer, Sturgis Rally;

• Employee Perks: Employee housing, Black Hills recreation access, travel discounts; Permanent Population: ~1,300 residents.

Hiring Policy Analysis

Deadwood gaming establishments operate under two distinct hiring frameworks. Gaming positions require SDCG licensing with suitability determination—felony convictions, especially integrity-related offenses, frequently result in license denial. However, non-gaming hospitality positions use standard employment practices with individualized assessment of criminal history, creating genuine opportunity for applicants with records. Seasonal tourism economy creates high hiring volume during peak months, with employers actively recruiting for hospitality roles.

Small-town hospitality culture means employers often know employees personally and evaluate individuals rather than applying strict corporate policies. High tourism season creates staffing pressure—qualified, reliable workers valued regardless of background for non-gaming positions. Many properties offer employee housing—significant benefit that may outweigh concerns about older criminal history. Some employers explicitly recruit through workforce development programs serving justice-involved populations.

Position-Specific Barriers

Available Positions and Pay

Pay data from 2024-2025 Indeed, ZipRecruiter, employer postings for Deadwood gaming establishments. Tips significantly increase compensation for tipped positions.

Career Path Examples

Non-Gaming Track: Housekeeper/Busser/Dishwasher ($12-$16/hr entry) → Senior Housekeeper/Experienced Server ($15-$18/hr plus tips for servers) → Hotel Front Desk Agent/Restaurant Supervisor ($16-$20/hr, customer service focus) → Hotel Front Desk Supervisor/Restaurant Manager ($40K-$55K annually, supervisory responsibility) → Hotel General Manager/Food & Beverage Director ($50K-$70K+, operations management).

Timeline: 3-6 years for supervisor, 5-10 years for management. Builds hospitality skills and employment record within casino environment without requiring gaming license. Provides viable long-term career path with advancement opportunities across Deadwood properties. Management positions at larger resorts (First Gold, Cadillac Jack, Lodge at Deadwood) offer professional careers competitive with gaming positions.

Gaming Track (if license obtainable): Non-Gaming Entry Position (housekeeping, restaurant—build 1-2 year positive employment record) → Cocktail Server Gaming Floor (if SDCG Support License approved, $10-$14/hr + significant tips) → Dealer Training Program (many casinos offer training) → Blackjack Dealer ($10-$14/hr base + tips, often earning $40-$60K+ annually with tips at busy properties) → Floor Supervisor (requires SDCG Key License, higher scrutiny, $45K-$60K) → Shift Manager/Pit Boss ($55K-$75K, operations management).

Timeline: 5-10 years for full progression. Each gaming step requires SDCG license approval—suitability determination at each level. Only viable career path if criminal history permits licensing. Integrity-related felonies (theft, fraud) typically preclude this track regardless of time elapsed.

Background Check Process

Gaming Positions: Application to employer AND SDCG license application; Fingerprint cards submitted to SDCG (obtained from SDCG office 605-578-3074); FBI and state criminal history check; Financial history investigation (credit, liens, judgments); Character reference verification; SDCG Enforcement Division investigation; Suitability determination by Commission. Timeline: Several weeks to months. License fee and investigation costs paid by applicant.

Non-Gaming Positions: Standard employer application; Background check through third-party consumer reporting agency; Criminal history (typically 7-year lookback under FCRA); Employment verification; No gaming commission involvement. Timeline: 1-2 weeks typical. Employer typically pays background check cost.

Disqualifying Factors

• Gaming License (SDCG): Automatic/Near-Automatic Denial: Crimes of moral turpitude; Theft, fraud, embezzlement, larceny; Felony drug dealing/trafficking; Cheating at gaming; Violence as defined by SD statutes (SDCL chapters 22-16 through 22-19, 22-22, etc.); Prior gaming license denial; Providing false information on application.

  
  

• Individual Review: Old convictions with rehabilitation evidence; Non-integrity-related offenses; Misdemeanors with significant time elapsed.

  
  

• Non-Gaming Positions: High Risk (individual review): Recent theft, fraud (cash handling concerns); Recent violence (workplace safety); Drug trafficking.

• Generally Acceptable: Old convictions (7+ years); Non-violent offenses unrelated to hospitality; Drug possession with sobriety; Demonstrated rehabilitation.

Your Rights as Applicant

1. SDCG Gaming License: Right to present evidence of rehabilitation and changed circumstances; Right to hearing before Commission; Right to appeal denial; However, extensive disclosure required including expunged/sealed records.

   
   

2. Non-Gaming (FCRA): Written consent before background check; Pre-adverse action notice with report copy; 5 business days to dispute; Adverse action notice if denied.

   
   

3. South Dakota: No ban-the-box law; Expungement available for limited offenses; Pardon process through Department of Corrections; Expunged records should not appear on standard employer background checks (but must disclose for gaming license).

Application Strategy

1. Target Non-Gaming Roles First: If felony is recent or integrity-related (theft, fraud, drug dealing), pursue non-gaming hospitality positions. Housekeeping, restaurant, kitchen, maintenance positions accessible without gaming license.

   
   

2. Absolute Honesty on Gaming Applications: If pursuing gaming license, disclose ALL criminal history including dismissed charges, expunged records, juvenile adjudications. Omission is automatic disqualification. Discovered dishonesty worse than conviction itself.

   
   

3. Prepare Rehabilitation Documentation: For any disclosed offense, gather evidence of rehabilitation: stable employment since conviction, education/certifications, treatment completion, character references, community involvement.

   
   

4. Address Financial History: Gaming license investigation includes financial review. Clean up credit issues, address outstanding judgments, demonstrate financial stability. Unstable finances suggest susceptibility to dishonesty.

   
   

5. Consider Timing: Build positive non-gaming employment record at Deadwood casino. After demonstrating reliability (1-2 years), old conviction may receive more favorable consideration if pursuing gaming license.

   
   

6. Pursue South Dakota Pardon: For serious old convictions, executive clemency through SD Department of Corrections may support suitability argument on gaming license application.

   
   

7. Contact SDCG Pre-Application: Consider contacting SD Commission on Gaming (605-578-3074) to discuss specific conviction and licensing likelihood before investing in application process.

   
   

8. Apply During Peak Season: Summer tourism season and Sturgis Rally period create staffing pressure. Employers more likely to consider applicants with records during high-demand periods.

Tips for Applicants with Records

1. Non-Gaming Path is Viable Career: Hospitality positions (hotel, restaurant, housekeeping) offer legitimate career without gaming license requirement. Many long-term employees never hold gaming positions.

   
   

2. Small-Town Advantage: Deadwood smaller community where employers often know employees personally. Individual evaluation rather than strict corporate policies. Build reputation through reliable work.

   
   

3. Employee Housing Benefit: Many casinos offer employee housing—significant benefit given Deadwood housing shortage. May make employers more willing to consider applicants needing second chance.

   
   

4. Seasonal Opportunities: Summer tourism creates staffing needs. Prove yourself during busy season to secure year-round position.

   
   

5. Gaming License Not Required for Success: Dealers earn good money with tips, but non-gaming management, hotel supervision, and restaurant positions also provide career advancement without licensing barriers.

Benefits Overview

• Compensation: $12-$22/hour base depending on position; Tipped positions (servers, dealers, bartenders) often earn significantly more; Shift differentials may apply.

  
  

• Health Insurance: Health, dental, vision available at larger properties (First Gold, Cadillac Jack, Lodge at Deadwood); Coverage varies by employer and full-time status.

  
  

• Retirement: 401(k) plans offered at larger properties; Employer match varies.

  
  

• Paid Time Off: Paid holidays (often double pay on major holidays); Vacation accrual; Holiday pay includes New Year, Easter, Memorial Day, July 4th, Labor Day, Thanksgiving, Christmas; Some properties pay double on birthdays.

  
  

• Housing: Employee housing available at multiple properties—significant benefit given Deadwood housing shortage; Lodge at Deadwood offers on-site housing; Reduces commute and living costs.

  
  

• Travel/Recreation: 50% travel discounts (Lodge at Deadwood); Discounted room rates at affiliated properties (Cadillac Jack/Liv Hospitality locations); WaTiki Waterpark passes; Black Hills recreation access.

  
  

Employee Perspectives

Pros: Employee housing available; Black Hills lifestyle; Small-town community; Tips for gaming positions; Travel discounts; Outdoor recreation access; Double pay holidays; Seasonal adventure opportunities.

Cons: Gaming license requirement for many positions; Small-town isolation; Seasonal employment fluctuation; Tourist service demands; Remote location; Limited housing (but employee housing helps); Winter weather.

Frequently Asked Questions

1. Do Deadwood casinos hire people with felonies?

   Yes, but with important distinction. Non-gaming positions (housekeeping, restaurant, hotel, maintenance) use standard background checks with individualized assessment—felony convictions evaluated based on nature, time elapsed, job relevance. Gaming positions (dealers, cashiers, floor supervisors) require SDCG gaming license—felony convictions, especially integrity-related offenses (theft, fraud, drug dealing), frequently result in license denial. Target non-gaming positions if recent or integrity-related felony.

   
   

2. What is the background check process for gaming positions?

   Gaming positions require SDCG license: Complete license application with full criminal history disclosure (ALL arrests, charges, convictions including expunged/sealed); Submit fingerprint cards to SDCG (obtained from office at 605-578-3074); FBI and state criminal history check conducted; Financial history investigated (credit, liens, judgments); SDCG Enforcement Division investigation; Suitability determination by Commission.

   
   

3. Timeline: Several weeks to months. Applicant pays license fee and investigation costs.

   
   

4. Can I work at a Deadwood casino with a felony?

   Yes, in non-gaming positions. Housekeeping, restaurant, hotel front desk, maintenance, kitchen positions do not require gaming license. Standard employer background check applies with 7-year lookback and individualized assessment. Build positive record in non-gaming role before pursuing gaming license if old conviction might permit consideration.

   
   

5. What types of convictions disqualify from gaming license?

   SDCG frequently denies licenses for: Crimes of moral turpitude (acts contrary to honesty/good morals); Theft, fraud, embezzlement, larceny; Felony drug dealing/trafficking; Gaming cheating or fraud; Violent felonies defined in SD statutes; Prior gaming license denial anywhere; False information on application. Old, non-integrity convictions may receive individual consideration with rehabilitation evidence.

   
   

6. What are the best entry-level roles for applicants with records?

   Housekeeper ($14-$18/hr) most accessible—non-gaming, limited customer contact, no cash handling. Restaurant Busser/Dishwasher ($12-$16/hr) back-of-house entry. Grounds/Maintenance ($15-$22/hr) if have skills. Kitchen Staff if cooking experience. All avoid gaming license requirement while building employment record.

   
   

7. Do Deadwood casinos drug test?

   Drug testing policies vary by employer. Many casinos conduct pre-employment drug screening. Gaming license process may include drug testing. South Dakota does not have recreational marijuana—cannabis remains illegal. Check specific employer policies. Sobriety demonstrates reliability and supports employment and licensing.

   
   

8. Do I have to disclose expunged records for gaming license?

   Yes. SDCG gaming license applications require disclosure of ALL arrests, charges, convictions including expunged, sealed, and dismissed matters. This differs from standard employment where expunged records typically need not be disclosed. Complete honesty required—discovered omission is automatic denial regardless of underlying offense severity.

   
   

9. Can someone advance to gaming positions with a felony?

   Potentially, depending on conviction type and age. Build positive non-gaming employment record (1-2+ years). For old, non-integrity convictions, compile rehabilitation evidence and consider applying for gaming license. SDCG may conduct individual suitability determination. Consider contacting SDCG (605-578-3074) before investing in application. Integrity-related felonies (theft, fraud) face significant barriers regardless of time elapsed.

   
   

10. Is employee housing really available?

    Yes, several Deadwood casino employers offer employee housing—significant benefit given area housing shortage. Lodge at Deadwood offers on-site housing. First Gold provides employee housing options. Reduces commute and living costs. Available for single occupancy and sometimes families. Check specific employer offerings during application.

    
    

11. What can applicants do to improve chances?

    Target non-gaming positions initially (no licensing barrier); Be completely honest about criminal history; Build positive employment record at casino; Document rehabilitation (stable work, sobriety, community involvement, references); Address financial issues (credit, debts); Apply during peak tourist season (summer, Sturgis Rally); Consider South Dakota pardon for serious old convictions; Contact SDCG before gaming license application to assess likelihood.

Alternative Second

Conclusion

Deadwood gaming establishments offer genuine Second Chance opportunity, particularly for non-gaming hospitality positions. The critical distinction between gaming positions (SDCG license required, felonies often bar) and non-gaming positions (standard background check, individualized assessment) determines accessibility. Applicants with felony convictions—especially recent or integrity-related offenses—should target housekeeping, restaurant, hotel, and maintenance positions that do not require gaming license.

Non-gaming path provides viable career trajectory. Hospitality positions offer competitive wages, tips for customer-facing roles, and advancement to supervisory and management positions. Employee housing—available at multiple properties—addresses Black Hills housing shortage and provides significant benefit. Small-town casino culture often means personal evaluation rather than strict corporate policies, creating opportunity for individuals to demonstrate reliability.

Gaming positions remain accessible for applicants with old, non-integrity-related convictions who can demonstrate rehabilitation. Building positive non-gaming employment record (1-2+ years), documenting rehabilitation, and addressing financial stability all support gaming license applications. However, integrity-related felonies (theft, fraud, embezzlement, drug dealing) create substantial barriers to gaming licensing regardless of time elapsed—non-gaming career path likely more realistic.

Key success factors: Target non-gaming positions initially; Be completely honest on all applications (especially gaming license—disclose ALL including expunged records); Build positive employment record; Document rehabilitation; Address financial issues; Consider seasonal employment during peak tourism; Contact SDCG before gaming license application to assess likelihood; Pursue South Dakota pardon for serious old convictions.

The Deadwood gaming industry operates under unique regulatory framework requiring careful navigation for Second Chance applicants. The SDCG gaming license process involves comprehensive investigation examining complete criminal history, financial stability, and character—creating significant barriers for applicants with integrity-related felony convictions. However, the dual-track employment structure (licensed gaming positions versus non-licensed hospitality positions) creates genuine opportunity. Non-gaming hospitality careers offer competitive compensation, advancement potential, and employee benefits including the valuable housing benefit many properties provide. Understanding the gaming license versus non-gaming distinction, maintaining absolute honesty on all applications (especially gaming license where disclosure of expunged records required), and pursuing appropriate positions based on individual criminal history creates viable pathway to employment in this historic Black Hills destination. Deadwood casino culture often provides more personal, individualized consideration than large corporate gaming operations, potentially benefiting applicants who can demonstrate rehabilitation and reliability.

Apply Now at Individual casino websites or deadwood.com/chamber-info/employment-opportunities; SD Commission on Gaming: 605-578-3074

Disclaimer

This guide provides general information and should not be considered legal advice. South Dakota Commission on Gaming (SDCG) makes independent licensing determinations based on individual circumstances. Gaming license requirements strictly enforced—disclosure requirements include expunged and sealed records. Individual casino policies may vary. Salary data from 2024-2025 job postings may vary by employer, position, season, experience. Seasonal employment fluctuates with tourism. Employee housing availability varies by property. Contact SDCG (605-578-3074) for specific licensing questions. Consider consulting attorney for complex criminal history situations. FelonFriendlyJobsNow.com makes no warranties about employment or licensing outcomes.