Quick Answer

Yes, Deer Valley Resort hires individuals with felony convictions on a case-by-case basis. As an Equal Opportunity Employer and part of Alterra Mountain Company, Deer Valley considers applicants based on qualifications and job-related factors. Employment is contingent upon satisfactory background check conducted after conditional offer. The resort generally does not conduct pre-employment drug testing for most positions but reserves right to test after accidents or for reasonable suspicion. Greatest barriers exist for recent felonies involving crimes against minors, violence, theft, or dishonesty. Best entry points include Lift Operator ($16-$22/hour), Dishwasher ($15-$18/hour), Restaurant Host ($15-$19/hour), and Housekeeping ($17-$21/hour) positions with high seasonal hiring volume from November through April.

Table of Contents

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 and Compensation

11. Frequently Asked Questions

12. Disclaimer:

Felon-Friendly Scorecard

Eligibility Checklist

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

No Crimes Against Minors: Any felony or serious misdemeanor involving sexual crimes or crimes against children creates permanent bar, especially for children's programs and ski instruction positions.

Job-Relevant Assessment: Prepare for evaluation of whether criminal history relates to job duties (e.g., theft conviction for cash-handling role, DUI for driving position).

Honesty Paramount: Must be truthful about convictions if asked. Dishonesty on application is grounds for immediate denial or termination.

Post-Accident Drug Testing: While pre-employment drug testing not required for most positions, must be prepared for testing after workplace accidents or for reasonable suspicion.

Work Authorization: Must have legal authorization to work in United States. Resort uses E-Verify system to confirm eligibility.

Physical Capability: Mountain operations and some positions require ability to work in cold weather, lift up to 50 lbs, and stand for extended periods.

🚨 Critical Regulatory Information

IMPORTANT: Deer Valley Resort operates under Utah state employment laws and federal Equal Employment Opportunity Commission (EEOC) guidelines. As a luxury ski resort in Park City, Utah, approximately 38 miles from Salt Lake City, the resort employs 2,800-3,000+ seasonal and year-round staff members.

Utah Employment Law Context

No Statewide Ban-the-Box: Utah does not have private sector ban-the-box law. Employers may ask about criminal history on initial applications.

Indefinite Conviction Reporting: Utah law allows criminal convictions to be reported indefinitely on background checks, but requires individualized assessment of job relevance.

Utah Expungement Law: If your Utah record is legally expunged under Utah Code §77-40, you are generally permitted to legally deny the existence of the expunged record to private employers.

EEOC Title VII Compliance: Federal law requires individualized assessment. Blanket policies excluding all individuals with criminal records may constitute illegal discrimination.

Hospitality Industry Specific Concerns

Crimes Against Minors (Absolute Bar): Any felony or serious misdemeanor involving sexual crimes, crimes against children, or child abuse creates permanent barrier, especially for children's programs, ski instruction, and childcare positions.

Theft/Fraud Scrutiny: Convictions for theft, fraud, embezzlement, or larceny face highest scrutiny for cash-handling positions including restaurants, retail, and front desk roles.

Guest Safety Priority: Violent offenses and weapons charges create significant barriers due to luxury hospitality environment with high guest interaction.

Drug Testing Policy

No Routine Pre-Employment Testing: Deer Valley generally does not conduct pre-employment drug testing for most seasonal and entry-level positions, unlike many other ski resorts.

Post-Accident and Reasonable Suspicion: Resort reserves right to require drug testing after workplace accidents or if reasonable suspicion of impairment exists.

Safety-Sensitive Positions: Some positions (mountain operations, equipment operators, driving roles) may require drug screening due to safety considerations.

FCRA Background Check Rights

Written Consent Required: Employer must obtain written authorization before conducting background check.

Pre-Adverse Action Process: If denial intended based on background report, must provide copy of report and summary of rights before final decision.

Dispute Opportunity: Right to challenge inaccurate information before final hiring decision.

Company Overview

Deer Valley Resort is a luxury ski-only resort located in Park City, Utah, in the Wasatch Mountains, approximately 38 miles east of Salt Lake City International Airport. Founded in 1981 by Edgar Stern, the resort was built on the philosophy that exceptional guest service should be just as important as great skiing. Deer Valley has set the industry standard for luxury ski experiences and has been ranked the #1 Ski Resort in North America by World Ski Awards for 11 consecutive years.

The resort is one of only three ski-only resorts in North America (snowboarding prohibited) and is known for upscale accommodations, gourmet dining, and meticulous grooming. Deer Valley was a venue for the 2002 Winter Olympics, hosting freestyle moguls, aerials, and alpine slalom events, and is expected to host events for the 2034 Winter Olympics.

In October 2017, Deer Valley became part of Alterra Mountain Company, which owns 15 mountain destinations and operates the Ikon Pass. The resort is currently undergoing its Expanded Excellence initiative, adding 16 new lifts, new villages, and more than doubling skiable terrain to become one of the largest ski resorts in North America.

Company Fast Facts

Employees: 2,800-3,000+ employees (mix of year-round, seasonal, local, and international staff)

Founded: 1981 by Edgar Stern

Location: Park City, Utah (38 miles from Salt Lake City Airport)

Parent Company: Alterra Mountain Company (owned since 2017)

Terrain: 2,026+ acres across 6 mountains with ongoing expansion

Season: Winter season typically December through April; summer operations June through September

Rankings: #1 Ski Resort in North America (World Ski Awards) for 11 consecutive years

Ski School: 600+ instructors, one of largest in North America

Dining: 15 on-mountain dining outlets ranging from casual cafés to elegant restaurants

Employee Retention: Over 1,100+ staff members celebrated 5+ seasons at resort

Deer Valley operates under a "Three Circle Model" philosophy emphasizing taking care of the guest, taking care of the company, and taking care of each other. The resort has not made specific public commitments regarding second-chance hiring but operates as an Equal Opportunity Employer and must comply with EEOC guidelines.

Hiring Policy Analysis

Official Policy

Deer Valley Resort operates as an Equal Opportunity Employer and maintains a drug-free workplace policy. The resort does not publish a specific written policy regarding hiring individuals with criminal records. However, as a private employer subject to EEOC guidelines, the company must conduct individualized assessments of criminal history and cannot maintain blanket exclusionary policies that automatically reject all applicants with criminal records. Background checks are conducted after conditional job offers are extended and must comply with Fair Credit Reporting Act (FCRA) requirements.

Key Regulatory Constraints

EEOC Guidelines: Mandatory individualized assessment considering nature of offense, time elapsed, and job relevance before denial.

FCRA Compliance: Written consent required; pre-adverse action notice and dispute opportunity mandatory.

Utah State Law: No ban-the-box protection for private employers; convictions may be reported indefinitely but require relevance assessment.

Hospitality Industry Standards: Higher scrutiny for theft/fraud (cash handling), violence (guest safety), and crimes against minors (children's programs).

Factors in Hiring Decisions

The individualized assessment considers:

Job Relevance: Crimes of theft scrutinized for cash-handling, retail, restaurant positions. Crimes against minors absolute bar for children's programs. Violence scrutinized for all guest-facing roles.

Time Elapsed: Convictions 7+ years old viewed significantly more favorably. Recent convictions (within 3-5 years) create greater barriers.

Pattern vs. Isolated: Single old offense much more likely to be overlooked than pattern of repeated criminal behavior.

Evidence of Rehabilitation: Post-conviction stability, employment history, education/training, treatment completion, character references.

Position Type: Entry-level outdoor mountain operations positions (lift operator, snow removal) have lower barriers than cash-handling or childcare roles.

Seasonal Volume Hiring: High-volume seasonal hiring (November-January) for 2,800+ positions creates more opportunities as resort prioritizes filling positions quickly.

Position-Specific Barriers

Available Positions and Pay

Pay data based on 2024-2025 Glassdoor, Indeed reports and resort job postings. Actual compensation varies by experience, certifications (PSIA levels for instructors), and season. Peak season (December-March) offers most hours.

Career Path Examples

Mountain Operations Track: Lift Operator ($16-$22/hr) → Lift Supervisor ($22-$28/hr) → Mountain Operations Manager ($45K-$65K/yr)

Food & Beverage Track: Dishwasher ($15-$18/hr) → Cook Helper ($15-$19/hr) → Line Cook ($18-$24/hr) → Sous Chef ($45K-$60K/yr) → Executive Chef ($65K-$85K/yr)

Ski Instruction Track: Ski Instructor Level 1 ($23-$39/hr) → Level 2 PSIA ($28-$45/hr) → Level 3 PSIA Private Desk ($32-$56/hr) → Ski School Supervisor ($55K-$75K/yr)

Lodging Track: Housekeeping ($17-$21/hr) → Housekeeping Supervisor ($22-$26/hr) → Front Desk Agent ($17-$23/hr) → Front Desk Supervisor ($40K-$55K/yr)

Many employees report starting in entry-level positions like lift operator or dishwasher, demonstrating reliability over 1-2 seasons, then advancing to higher-responsibility roles. The resort values internal promotion and long-term retention—over 1,100 staff members have 5+ seasons with Deer Valley.

Background Check Process

What They Check

Criminal History: County, state, and potentially federal criminal background searches through third-party consumer reporting agency.

E-Verify: Mandatory electronic verification of work authorization eligibility through U.S. government system.

Employment Verification: Previous employers and dates may be verified for some positions.

Reference Checks: Professional references may be contacted for management and specialized positions.

Drug Screening: Generally NOT required pre-employment for most seasonal positions; may be required post-accident or for reasonable suspicion.

Lookback Period Summary

Timeline

Background checks typically take 3-7 business days. Complete hiring process from application to start date is usually 1-3 weeks during peak hiring season (November-January). Resort prioritizes fast hiring to fill 2,800+ seasonal positions. Follow up with hiring manager after 3-5 days if no response.

Disqualifying Factors

High Risk for Disqualification:

Crimes Against Minors: Any sexual offense, child abuse, or crime involving minors creates permanent barrier especially for ski instruction and children's programs

Recent Theft/Fraud: Convictions for theft, shoplifting, fraud, embezzlement within 5-7 years for cash-handling, retail, or restaurant positions

Recent Violent Crimes: Assault, domestic violence, weapons charges within 5-7 years due to guest safety concerns in hospitality environment

Dishonesty on Application: Lying or omitting criminal history when asked is grounds for immediate rejection or termination

Lower Risk Convictions (Subject to Individualized Assessment):

Old Non-Violent Offenses: Property crimes, drug possession 7+ years old with no subsequent criminal activity

Misdemeanors: Non-violent misdemeanors 5+ years old unrelated to job duties

Your Rights

FCRA Protections:

Written Consent: Employer must obtain written authorization before background check.

Pre-Adverse Action Notice: If denial intended based on report, must provide copy and rights summary before final decision.

Opportunity to Dispute: Right to challenge inaccurate information before final hiring decision.

EEOC Guidelines:

Individualized Assessment: Case-by-case evaluation required considering offense nature, time elapsed, and job relevance.

No Blanket Exclusions: Automatic rejection of all individuals with records may constitute illegal discrimination.

Application Strategy

Step-by-Step Process

1. Target High-Volume Entry-Level Roles: Focus on Lift Operator, Dishwasher, Housekeeping, Cook Helper positions with highest seasonal hiring volume. Resort hires 2,800-3,000+ employees annually November through January.

   
   

2. Apply Online at deervalley.com/jobs: Submit application through careers portal. Be prepared to address convictions honestly if asked. Background check conducted after conditional offer.

   
   

3. Emphasize Guest Service: Highlight customer service skills, reliability, punctuality, and team orientation. "The Deer Valley Difference" focuses on exceptional guest service.

   
   

4. Be Truthful Post-Offer: Provide accurate information for background check. Give honest brief explanation focusing on time elapsed and rehabilitation. Never lie or omit.

   
   

5. Leverage Seasonal Timing: Apply September-November for winter season. High-volume hiring creates less scrutiny per applicant during peak recruitment.

Tips for Applicants with Records

1. Start with Outdoor/Behind-Scenes Roles: Lift Operator, Dishwasher, Housekeeping have minimal cash handling and lower scrutiny.

   
   

2. Run Own Background Check: Order Utah criminal report before applying. Correct any errors with courts first.

   
   

3. Pursue Utah Expungement: Check eligibility under Utah Code §77-40. Many offenses qualify after 5-7 years.

   
   

4. Avoid Positions Involving Minors: Do not apply for Ski Instructor or Children's programs if convictions involving minors.

   
   

5. Leverage Peak Hiring: Apply November-December when resort desperately needs 2,800+ positions filled.

Benefits and Compensation

Base Pay: $15-$56/hour depending on position and skills

Ski Perks: Free Deer Valley season pass; free skiing at Alterra resorts; local Utah resort access

Meals: Subsidized employee dining while on shift; free breakfast bagels/cereal

Housing: Limited subsidized seasonal housing available in Park City

Benefits Package

Health Insurance: Medical, dental, vision for eligible full-time employees

401(k): Retirement plan with company match after 5 seasons

Ski Lessons: Free staff ski lessons; discounted equipment rentals

Discounts: Restaurant, retail, local business discounts in Park City

Uniforms: Provided for most positions

Employee Perspectives

Pros: Amazing ski benefits including free Deer Valley pass and Alterra resort access; beautiful mountain environment; friendly staff culture; subsidized meals; employee housing options; great for seasonal adventure; long-term career paths for dedicated employees.

Cons: Seasonal work with inconsistent hours; physically demanding outdoor work in extreme cold; Park City high cost of living; competitive wages but not highest in industry; difficult commute if not local.

Frequently Asked Questions

1. Does Deer Valley Resort hire people with felonies?

   Yes, Deer Valley Resort hires individuals with felony convictions on a case-by-case basis. As an Equal Opportunity Employer and part of Alterra Mountain Company, Deer Valley evaluates applicants based on qualifications and job-related factors rather than maintaining blanket exclusionary policies. The resort hires 2,800-3,000+ seasonal and year-round employees annually, creating significant opportunities. Background checks are conducted after conditional job offers and use individualized assessment considering nature of offense, time elapsed, and job relevance. Best opportunities exist in entry-level positions like Lift Operator, Dishwasher, Housekeeping, and Cook Helper that have high hiring volume and lower barriers than cash-handling or childcare roles.

   
   

2. What is the background check process at Deer Valley Resort?

   Deer Valley conducts background checks through third-party consumer reporting agencies after extending conditional job offers. The check includes criminal history searches at county, state, and potentially federal levels, and mandatory E-Verify confirmation of work authorization eligibility. The process complies with Fair Credit Reporting Act requirements including written consent and pre-adverse action procedures. Unlike many ski resorts, Deer Valley generally does NOT require pre-employment drug testing for most seasonal positions, though post-accident or reasonable suspicion testing may occur. Background checks typically take 3-7 business days with complete hiring process of 1-3 weeks during peak season.

   
   

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

   Utah state law allows criminal convictions to be reported indefinitely on background checks without time limits. However, the individualized assessment process weighs time elapsed as major mitigating factor convictions 7+ years old are viewed significantly more favorably than recent offenses. Properly expunged records under Utah Code §77-40 should not appear on background checks and may be legally denied to private employers. FCRA limits reporting of arrests without conviction to 7 years. The practical reality is older convictions with demonstrated rehabilitation create fewer barriers than recent offenses.

   
   

4. What types of convictions make hiring more difficult at Deer Valley Resort?

   The most challenging convictions are crimes against minors including any sexual offenses, child abuse, or crimes involving children—these create permanent barriers especially for Ski Instructor and Children's Center positions. Recent theft, fraud, embezzlement, or shoplifting convictions within 5-7 years face highest scrutiny for cash-handling positions in restaurants, retail, and front desk roles. Recent violent crimes including assault, domestic violence, or weapons charges create significant barriers due to guest safety concerns in luxury hospitality environment. Dishonesty on the application about criminal history is grounds for immediate disqualification or termination regardless of underlying offense. However, old non-violent offenses 7+ years ago with demonstrated stable employment and rehabilitation are much more readily overlooked.

   
   

5. What are the best entry-level roles at Deer Valley Resort for applicants with a record?

   Lift Operator positions ($16-$22/hour) offer best entry point with high-volume seasonal hiring, outdoor work, and minimal cash handling. Dishwasher roles ($15-$18/hour) have behind-scenes work with minimal guest contact and hire workers as young as 14. Housekeeping positions ($17-$21/hour) are highest-paying entry-level with independent work cleaning 400+ lodging units. Cook Helper and Busperson positions ($15-$19/hour) also provide good opportunities. These roles all prioritize reliability and work ethic over detailed background scrutiny. Avoid applying for positions involving children (Ski Instructor, Children's Center) or significant cash handling (Server, Retail, Front Desk) until establishing track record.

   
   

6. Does Deer Valley Resort drug test, and what kind of test do they use?

   Deer Valley generally does NOT conduct pre-employment drug testing for most seasonal and entry-level positions, which is unusual compared to other ski resorts. This policy makes Deer Valley more accessible for applicants with past substance issues who are now clean. However, the resort maintains drug-free workplace policy and reserves right to require drug testing after workplace accidents or if reasonable suspicion of impairment exists. Some safety-sensitive positions like equipment operators or driving roles may require pre-employment screening. The specific type of test when administered is not publicly disclosed but likely urine or saliva screening.

   
   

7. When during the hiring process will Deer Valley Resort ask about criminal history?

   Utah does not have private-sector ban-the-box law, so Deer Valley may include criminal history questions on initial job application. However, the actual background check is only conducted after you receive a conditional job offer, in compliance with FCRA requirements. If asked about criminal history on the application, you must answer truthfully—dishonesty is grounds for immediate disqualification even if the underlying offense might have been acceptable. Focus answers on time elapsed, rehabilitation, and lessons learned. Some applicants choose to proactively address their record in cover letter or interview to demonstrate honesty.

   
   

8. Can someone advance to management at Deer Valley Resort if they have a felony?

   Yes, advancement to supervisory and management positions is possible for employees with felony convictions who demonstrate reliability, strong performance, and leadership skills over time. Deer Valley values internal promotion and long-term retention—over 1,100 staff members have celebrated 5+ seasons at the resort. Start in entry-level position, prove yourself reliable for 1-2 seasons, then pursue advancement to supervisor roles. The "Three Circle Model" philosophy emphasizes taking care of each other, creating supportive culture for employee growth. Management positions will undergo more thorough background review, so maintaining clean record post-hire and demonstrating consistent rehabilitation is critical.

   
   

9. How long does the hiring and background check process take at Deer Valley Resort?

   Background checks typically take 3-7 business days once initiated after conditional offer. Complete hiring process from application submission to first day of work usually takes 1-3 weeks during peak hiring season (November-January for winter positions). The resort prioritizes fast hiring to fill 2,800+ seasonal positions before December opening. If you haven't heard back within 3-5 days after applying, follow up by calling HR at 435-645-6654 or emailing jobs@deervalley.com. Proactive communication demonstrates serious interest.

   
   

10. What can applicants do to improve their chances of getting hired at Deer Valley Resort?

    Target high-volume entry-level positions like Lift Operator, Dishwasher, or Housekeeping rather than specialized or childcare roles. Apply early September-November for winter season when resort desperately needs to fill thousands of positions high-volume hiring creates less time for detailed scrutiny. Be completely honest on application about criminal history; dishonesty is automatic disqualifier. Emphasize customer service skills, reliability, and willingness to work in mountain weather conditions. Run your own Utah criminal background check before applying to know what employers will see and correct any errors. Consider pursuing expungement under Utah Code §77-40 if eligible—many offenses qualify after 5-7 years. Gather rehabilitation evidence including stable employment records, treatment completion certificates, and character references. Mention if you have secured housing in Park City area. Finally, leverage the amazing ski benefits (free Deer Valley pass, Alterra resort access) as motivation to demonstrate commitment to full season employment.

Alternative Employers

If Deer Valley Resort isn't the right fit, consider these alternative employers in Utah ski resorts and Park City hospitality:

Conclusion

Deer Valley Resort offers exceptional opportunities for job seekers with criminal records who target appropriate entry-level positions and demonstrate reliability. As one of North America's premier luxury ski resorts with 2,800-3,000+ seasonal employees, the high-volume hiring creates genuine pathways for second-chance employment. The resort's philosophy of "The Deer Valley Difference" exceptional guest service, ski-only mountain experience, and commitment to employee well-being creates a supportive environment for those willing to work hard.

Key Success Factors: Focus on high-volume entry-level positions (Lift Operator, Dishwasher, Housekeeping) that offer easiest entry with amazing benefits including free Deer Valley season pass and access to Alterra Mountain Company resorts. Apply during peak hiring season (September-November) when resort needs to fill thousands of positions quickly. Be completely honest about criminal history dishonesty is automatic disqualifier. Demonstrate reliability, guest service orientation, and willingness to work in mountain conditions.

Biggest Barriers: Crimes against minors create permanent bars for ski instruction and children's programs. Recent theft or fraud (within 5-7 years) creates significant barriers for cash-handling positions. Violent crimes raise guest safety concerns in luxury hospitality environment. However, old convictions (7+ years) with stable employment and rehabilitation evidence are much more readily overlooked.

The Deer Valley Advantage: Unlike many ski resorts, Deer Valley generally does NOT require pre-employment drug testing for most positions, making it more accessible. The resort values long-term retention over 1,100 employees have 5+ seasons indicating supportive culture for reliable workers. With ski benefits worth thousands of dollars, subsidized employee housing, and clear advancement paths, Deer Valley offers not just seasonal jobs but genuine career opportunities in one of the world's best ski resorts.

Apply Now at deervalley.com/jobs

Contact: Human Resources 435-645-6654 | jobs@deervalley.com

Disclaimer:

Hiring policies and background check practices change frequently. Always verify current requirements directly with Deer Valley Resort Human Resources. Individual results vary based on specific circumstances, position applied for, time elapsed since conviction, rehabilitation evidence, and business hiring needs during application period. Salary information based on 2024-2025 Glassdoor and Indeed data and may vary by experience, certifications (PSIA levels), and season. Utah employment law and expungement eligibility should be verified with legal counsel. This guide is for informational purposes only and does not constitute legal advice. Deer Valley Resort and Alterra Mountain Company names used for informational purposes. FelonFriendlyJobsNow.com makes no warranties about employment outcomes.