Quick Answer

Conditional, Denver International Airport (DEN) and its network of employers—including airlines, concessionaires, service providers, and the City and County of Denver—hire individuals with felony convictions for certain positions. As the fifth-busiest airport in the United States with over 40,000 employees across hundreds of employers, DEN generates more than $47.2 billion annually for Colorado's economy. Employment decisions are conditional upon passing a background check and are subject to Fair Chance Hiring principles and EEOC guidelines for non-security positions.

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. However, positions requiring Security Identification Display Area (SIDA) badges are subject to mandatory federal TSA disqualification criteria that override all other protections.

The greatest barriers are created by felonies related to terrorism, treason, espionage, and murder (permanent disqualification for SIDA positions), theft, robbery, fraud, and drug distribution (10-year disqualification for SIDA positions), and dishonesty or misrepresentation (automatic disqualification for false statements on applications). Recent offenses within the past 10 years face the highest scrutiny for security-sensitive roles.

The best opportunities exist in pre-security concessions, food service, and retail positions in the Jeppesen Terminal that do not require SIDA clearance. The DEN New Heights Program, launched in partnership with the Colorado Department of Corrections, provides structured transitional employment specifically for individuals exiting the justice system, offering $23.75/hr with same-day payment, meals, and workforce support services.

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 for any position at Denver International Airport, carefully assess whether you meet these fundamental requirements. Understanding these baseline criteria will help you target appropriate positions and avoid wasting time on applications that will likely be denied.

• No Blanket Exclusion: Must be aware that employers are not allowed to automatically exclude you solely for being a felon for non-SIDA positions. EEOC guidelines require individualized assessment. However, SIDA positions have federally mandated disqualifications.

  
  

• Permanent Disqualification Check: For SIDA positions, you must NOT have any conviction for a Permanent Disqualifying Criminal Offense as defined by the TSA, including treason, espionage, sedition, murder, and terrorism-related crimes. These have no time limit.

  
  

• Interim Disqualification Review: For SIDA positions, you must NOT have been convicted of an Interim Disqualifying Offense within the past 10 years, including felony robbery, felony theft, drug distribution, aggravated assault, extortion, and fraud-related offenses.

  
  

• Drug Screen: Must pass a pre-employment drug test for most positions. Note that airport property is federal jurisdiction where marijuana remains illegal regardless of Colorado state law.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record. Any omission, falsification, or misrepresentation is grounds for immediate disqualification and can result in permanent badge denial.

  
  

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

  
  

• History Documentation: For SIDA positions, must be able to provide a complete 10-year history of residence and employment addresses. Gaps or inaccuracies can delay or prevent badge issuance.

Critical Regulatory Information

Understanding the regulatory framework governing airport employment is essential for anyone with a criminal record. Multiple layers of federal, state, and local regulations intersect to create a complex hiring environment where different rules apply depending on the specific position and employer. Colorado has strong fair chance protections, but federal TSA requirements override these for security-sensitive roles.

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. For non-automatically disqualifying positions, employers at DEN must evaluate each applicant's circumstances individually rather than applying automatic rejection criteria.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, employers 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 to dispute inaccuracies;

(3) Provide final adverse action notice if decision stands after review. Colorado law further restricts reporting of non-conviction information older than seven years.

State-Specific Considerations

Colorado has strong Fair Chance protections through the Chance to Compete Act (Ban-the-Box law). Private employers with any number of employees cannot ask about criminal history on initial job applications or advertise that applicants with criminal histories may not apply. For positions with the City and County of Denver, employers cannot inquire about criminal history until an applicant has been designated as a finalist. Colorado law also prohibits employers from asking about sealed or expunged records, and consumer reporting agencies generally cannot report non-conviction information older than seven years.

Airport-Specific Considerations

The most significant regulatory barrier for airport employment is the TSA's Security Identification Display Area (SIDA) badge requirement. For the vast majority of positions at DEN—including ramp agents, baggage handlers, aircraft mechanics, security personnel, and cleaning staff working in secured areas—applicants must be eligible for and obtain a SIDA badge. This federal requirement supersedes all state and local protections. The TSA maintains two categories of disqualifying offenses: permanent disqualifications with no time limit (including treason, espionage, murder) and interim disqualifications that apply for a 10-year lookback period (including felony theft, drug distribution, aggravated assault, fraud).

Company Overview

Denver International Airport (DEN) is the fifth-busiest airport in the United States and serves as the primary commercial aviation hub for the Denver metropolitan area and the Rocky Mountain region. Opened in 1995 and operated by the City and County of Denver Department of Aviation, the airport generates more than $47.2 billion annually for the Colorado economy. In 2024, DEN set an all-time passenger record with over 82 million passengers served.

The DEN workforce includes several distinct categories of employers. The City and County of Denver directly employs workers for airport operations, maintenance, administration, and security functions. Additionally, hundreds of third-party contractors operate at the airport, including major airlines (United, Southwest, Frontier), concessionaires, ground handling companies, parking operators, rental car agencies, and specialized service providers. Each employer maintains their own hiring policies within the framework of federal TSA requirements.

DEN has established the Center of Equity and Excellence in Aviation (CEEA) to promote inclusive hiring practices and workforce development. Through initiatives like the DEN New Heights Pilot Program, launched in 2023 in partnership with the Colorado Department of Corrections and Bayaud Enterprises, the airport demonstrates commitment to providing employment pathways for individuals with criminal records. The program provides transitional work experience with same-day payment for individuals exiting the justice system.

Company Fast Facts

• Opened: 1995 (Denver, Colorado)

• Headquarters: Denver, Colorado

• Total Workforce: Over 40,000 employees across all employers

• Airport Rank: 5th busiest in the United States

• Economic Impact: $47.2 billion annually

• Passengers (2024): 82.4 million

• CEO: Phil Washington (City and County of Denver Department of Aviation)

Hiring Policy Analysis

Employment at DEN involves a dual-track evaluation process: the employer's own hiring assessment and, for security-sensitive positions, the mandatory federal security clearance process. DEN complies with Colorado's Chance to Compete Act, meaning criminal history cannot be asked on initial applications. The City of Denver cannot ask until an applicant is a finalist. Background checks are conducted after conditional offers, giving applicants opportunity to demonstrate qualifications first. The DEN New Heights Program demonstrates active commitment to second-chance hiring.

Position-Specific Barriers

Barrier levels are determined primarily by whether the role requires a SIDA badge for unescorted access to secured areas.

Available Positions and Pay

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

Career Path Examples

DEN and its employers emphasize internal advancement. Many management positions are filled through internal promotion based on performance, additional training, and time in service.

New Heights Program Track: New Heights Participant ($23.75/hr) → Permanent Landside Maintenance ($20-26/hr) → Maintenance Technician ($25-32/hr) → Supervisor ($55K-70K/yr). Program completion provides references and work history for permanent employment.

Concessions Track: Food Service Worker ($15-18/hr) → Shift Lead ($18-22/hr) → Assistant Manager ($45K-55K/yr) → General Manager ($55K-75K/yr). Strong performers can advance to management within 2-3 years.

City of Denver Track: Entry-Level Worker ($20-26/hr) → Specialist ($26-32/hr) → Senior Specialist ($32-40/hr) → Supervisor ($65K-85K/yr). Structured pay grades with excellent pension and benefits.

Background Check Process

The background check process at DEN varies significantly depending on the position and employer. Understanding the specific requirements for different types of positions helps you prepare appropriately. Background checks occur after conditional job offers, in compliance with Colorado's Chance to Compete Act.

What They Check (SIDA Positions): FBI fingerprint-based Criminal History Records Check (CHRC); TSA Security Threat Assessment (STA) against terrorism watchlists; verification of 10 years employment and residence history; identity and work authorization verification.

What They Check (Non-SIDA Positions): Standard criminal background check subject to Colorado's seven-year lookback limit; employment verification; drug screening; individualized assessment per EEOC guidelines.

Lookback Period: TSA permanent disqualifying offenses have no time limit. TSA interim disqualifying offenses use a 10-year lookback from conviction date. SIDA badge applications require 10 years of employment and residence history. Standard Colorado background checks typically cover seven years.

Timeline: SIDA background checks typically take 7-15 business days once fingerprints are submitted. Some employers issue temporary escorted-access badges allowing work to begin during processing. Non-SIDA checks typically return within 3-7 business days. Overall hiring process averages 2-4 weeks.

Disqualifying Factors

Automatic Permanent Disqualification (SIDA): Espionage, sedition, treason, terrorism, murder, RICO violations with predicate terrorism offenses. No time limit; no waiver available.

Interim Disqualification (SIDA - 10 Years): Felony robbery, felony theft, felony extortion, distribution of controlled substances, aggravated assault, felony arson, fraud, unlawful firearms offenses, voluntary manslaughter.

High Risk for Any Position: Providing false or incomplete information (immediate disqualification); failure to report new conviction while holding badge; extensive criminal history pattern.

Lower Risk (Non-SIDA, Case-by-Case): Non-violent drug possession older than 7 years; older non-violent property crimes; simple assault; DUI/traffic infractions. Subject to individualized EEOC assessment.

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 and the right to dispute inaccuracies.

  
  

• 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 to respond.

  
  

• Ban the Box (Colorado): Private employers cannot ask about criminal history on initial applications. City of Denver cannot ask until you are a finalist. Criminal history inquiry occurs after conditional offer.

  
  

• SIDA Denial Appeal: If denied, you receive written notice with specific reasons. You can appeal and submit additional documentation. However, there are no waivers for disqualifying offenses—appeals only correct inaccurate information.

Application Strategy

1. Assess Your SIDA Eligibility: Before applying, carefully review the TSA's list of disqualifying offenses. If your conviction appears on either the permanent or interim list within the lookback period, focus exclusively on non-SIDA positions or the New Heights Program.

   
   

2. Target Pre-Security Positions: If SIDA clearance is unlikely, concentrate on concessions, food service, and retail positions in the Jeppesen Terminal before security checkpoints. Apply through the DEN jobs portal at flydenver.com/jobs.

   
   

3. Consider the New Heights Program: If exiting the justice system or under CDOC supervision, inquire about eligibility through Bayaud Enterprises. This program provides structured support, same-day payment at $23.75/hr, and workforce transition services.

   
   

4. Prepare 10-Year Documentation: Compile complete records of all addresses and employers for the past decade. Verify dates and addresses against records. Gaps or inaccuracies delay processing and raise concerns.

   
   

5. Maintain Complete Honesty: Never omit or misrepresent information about your criminal history. Dishonesty results in disqualification and may permanently bar future applications. Honesty combined with rehabilitation evidence is always the better strategy.

   
   

6. Prepare Your Narrative: Have a brief, honest explanation ready: acknowledge the offense without excuses, describe what you learned, explain how you've changed. Focus on rehabilitation, personal growth, and stability. Keep it to 30-60 seconds.

   
   

7. Check Sealing/Expungement: Research whether your offense qualifies for sealing under Colorado law. Contact Colorado Legal Services or a legal aid organization for assistance. Sealed records cannot be reported.

   
   

8. Follow Up Professionally: If you receive a pre-adverse action notice, respond promptly with rehabilitation documentation. Persistence and professionalism demonstrate the qualities employers value.

Tips for Applicants with Records

1. DEN Has Constant Hiring Needs: With 40,000+ employees across hundreds of employers and serving 82+ million passengers annually, DEN has continuous turnover in concessions, food service, and retail. Don't be discouraged by individual rejections—keep applying.

   
   

2. Start Entry-Level, Advance Within: Many management positions at DEN concessionaires are filled internally. Prove reliability through consistent attendance and performance. Strong performers advance to supervisor and management within 2-3 years.

   
   

3. Run Your Own Background Check First: Know what will appear before employers see it. Order your own criminal background check from a consumer reporting agency. Dispute any errors or outdated information in advance.

   
   

4. Leverage the New Heights Program: If eligible, this program offers structured entry with same-day payment, meals, transportation, and support services. Successful completion provides valuable references and work experience.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. Airport property is federal jurisdiction where marijuana remains illegal regardless of Colorado state law. Testing is typically urine-based.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and any consistent work history. Airport employers especially value punctuality and dependability given 24/7 operations.

   
   

7. Connect with Reentry Resources: Organizations like the Center for Employment Opportunities (CEO), Second Chance Center, and WAGEES provide job coaching, training, and employer connections for second-chance hiring.

   
   

8. Be Flexible on Scheduling: DEN is a 24/7/365 operation. Willingness to work early mornings, evenings, weekends, and holidays significantly increases your chances. Many positions offer shift differentials for off-peak hours.

Benefits Overview

Benefits at DEN vary significantly depending on the employer. Understand what each employer type offers to make informed decisions about your career path.

New Heights Program: Same-day payment at $23.75/hr; daily breakfast and lunch; supplementary clothing and hygiene items; RTD Eco Pass for transportation; case management support; job seeking and retention classes. Transitional 12-week program.

City of Denver Employees: Comprehensive health insurance; dental and vision coverage; pension plan with employer contributions; paid time off; paid holidays; professional development; job security; career progression with defined pay grades.

Concessions/Contractors (Full-Time): Health insurance (varies by employer); paid time off; employee discounts; 401(k) plans (some employers offer matching); tuition assistance (some employers); advancement programs.

Concessions/Contractors (Part-Time): Limited or no health benefits; scheduling flexibility; employee discounts; may qualify for Colorado state marketplace coverage.

Employee Perspectives

Pros: Diverse work environment; exposure to travelers from around the world; opportunities for advancement; transportation benefits (RTD passes/parking); dynamic atmosphere.

Cons: Long commute for many employees; security checkpoint processing adds time; 24/7 scheduling requirements; can be chaotic during peak travel periods; some positions physically demanding.

Frequently Asked Questions

1. Does Denver International Airport hire people with felonies?

   Yes, but with significant conditions. Non-SIDA positions such as concessions and retail in pre-security areas are accessible to many individuals with felony convictions, subject to individualized assessment under EEOC guidelines and Colorado's Chance to Compete Act. SIDA-required positions are governed by federal TSA regulations that automatically disqualify individuals with certain felony convictions regardless of rehabilitation. DEN also operates the New Heights Program specifically designed for individuals exiting the justice system.

   
   

2. What is the background check process at Denver International Airport?

   For SIDA positions, the process includes FBI fingerprint-based Criminal History Records Check, TSA Security Threat Assessment against terrorism watchlists, verification of 10 years of employment and residence history, and identity verification. Non-SIDA positions typically involve standard criminal background checks subject to Colorado's seven-year lookback limit and EEOC individualized assessment. Background checks occur after conditional job offers per Colorado law.

   
   

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

   TSA permanent disqualifying offenses (terrorism, treason, espionage, murder) have no time limit and apply indefinitely. TSA interim disqualifying offenses use a 10-year lookback from conviction date. SIDA badge applications require 10 years of employment and residence history. Standard Colorado background checks for non-SIDA positions typically cover seven years for most convictions.

   
   

4. What types of convictions make hiring more difficult at Denver International Airport?

   For SIDA positions, the most problematic are: terrorism-related offenses, treason, espionage, and murder (permanent bars); and felony theft, felony robbery, drug distribution, aggravated assault, fraud, extortion, and weapons offenses within the past 10 years. For non-SIDA positions, convictions involving dishonesty, theft, or violence are generally more challenging but are evaluated individually using EEOC Green Factors.

   
   

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

   The most accessible are: DEN New Heights Program ($23.75/hr, for those exiting justice system); concessions and food service in pre-security areas ($15-20/hr); retail positions in non-secured areas ($15-19/hr); and shift lead/supervisor roles after demonstrating reliability ($18-24/hr). These typically do not require SIDA clearance and are subject to standard Colorado employment law.

   
   

6. Does Denver International Airport drug test, and what kind of test do they use?

   Drug testing policies vary by employer. City of Denver positions and safety-sensitive roles typically require pre-employment drug testing, commonly using urine tests. Many concessions employers also conduct drug testing. Critically, airport property is federal jurisdiction where marijuana remains illegal regardless of Colorado state law—positive THC tests may disqualify candidates.

   
   

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

   Under Colorado's Chance to Compete Act, private employers cannot ask about criminal history on initial job applications. The City of Denver cannot ask until an applicant is designated a finalist. However, all SIDA positions require disclosure during the federal badging process, which occurs after a conditional job offer. Be prepared to discuss your history honestly once appropriate inquiries are made.

   
   

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

   Yes, advancement to management is possible, particularly within concessions operations where many management positions do not require SIDA clearance. Strong performers in food service and retail can advance to shift lead, supervisor, assistant manager, and general manager positions. City of Denver career progressions are also available based on performance and time in service. Management positions requiring SIDA access remain subject to federal clearance requirements.

   
   

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

   The SIDA background check typically takes 7-15 business days once fingerprints are submitted. Some employers issue temporary escorted-access badges allowing work to begin during this period. For non-SIDA positions, standard background checks typically return within 3-7 business days. The entire hiring process from application to first day of work typically ranges from 2-4 weeks depending on position and employer.

   
   

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

    Key strategies:

    (1) Focus applications on positions matching your eligibility—if SIDA clearance is unlikely, target non-secured area positions;

    (2) Compile complete and accurate 10-year history documentation before applying;

    (3) Build a strong rehabilitation narrative with supporting documentation;

    (4) Consider the New Heights Program if eligible;

    (5) Be completely honest throughout the process;

    (6) Connect with reentry support organizations for coaching and employer connections;

    (7) Be flexible on scheduling for 24/7 operations;

    (8) Start in concessions to build a track record.

Alternative Second Chance Employers

If DEN employment does not align with your eligibility profile, several employers in the Denver area actively support second-chance hiring:

Conclusion

Denver International Airport offers meaningful employment opportunities for individuals with felony convictions, though navigating the regulatory landscape requires careful planning. The key distinction is between positions requiring SIDA access—subject to strict federal disqualification criteria with no waivers—and non-secured positions that offer greater accessibility under Colorado's fair chance hiring laws.

DEN's commitment to second-chance employment is demonstrated through the New Heights Program, which provides $23.75/hr with same-day payment, meals, and support services for individuals exiting the justice system. For those whose convictions do not fall within TSA disqualification criteria, the airport offers diverse career opportunities with competitive compensation across hundreds of employers. For those facing federal barriers, focusing on concessions and pre-security positions provides a path to stable employment.

Key Success Factors: Honest self-assessment of SIDA eligibility; targeting appropriate positions; complete documentation of 10-year history; absolute honesty throughout the process; building rehabilitation narrative; leveraging New Heights or reentry programs; flexibility on 24/7 scheduling.

Biggest Barriers: TSA permanent disqualifying offenses (no waiver available); interim disqualifications within 10-year lookback; dishonesty on applications (automatic disqualification); federal marijuana prohibition despite Colorado legalization; extensive documentation requirements for SIDA.

With patience, persistence, and strategic targeting of positions matching your eligibility profile, employment at one of the nation's busiest airports can provide a foundation for rebuilding your career. The key is honest assessment, thorough preparation, and focusing your efforts where opportunities exist.

Disclaimer

This guide provides general information and should not be considered legal advice. Hiring policies, federal regulations, and background check procedures are subject to change. The information presented reflects publicly available information at the time of writing and may not reflect current practices at all DEN employers. Individual circumstances vary, and outcomes depend on specific conviction types, timing, and employer policies.

Inclusion in this guide does not guarantee employment. Background check laws, sealing/expungement procedures, and fair chance hiring requirements vary by situation and should be confirmed with legal professionals. Consult with an employment attorney or legal aid organization such as Colorado Legal Services for specific legal advice about your situation. Neither the author nor publisher assumes responsibility for decisions made based on this information.

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