Quick Answer

Yes, the Florida State Government hires individuals with felony convictions. Florida Statute § 112.011 prohibits state agencies from denying employment solely because of a prior conviction. However, all designated positions require a background screening (Level 1 or Level 2), and a person can be denied employment if the crime was a felony or first-degree misdemeanor that is directly related to the position sought.

The greatest barriers are created by positions requiring Level 2 Screening (jobs with children, vulnerable adults, or positions of special trust), which triggers an extensive list of disqualifying offenses under Chapter 435, Florida Statutes. Best opportunities are in general administrative, maintenance, and IT roles requiring only Level 1 screening at $14-$31/hr.

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:

• Job-Related Test: For non-exempt positions, your crime must NOT be a felony or first-degree misdemeanor that is directly related to the duties of the position sought.

• No Mandatory Disqualification: Must NOT have conviction for a crime on the Level 2 disqualification list (Chapter 435) if the position involves children, vulnerable adults, or special trust.

• Exemption Eligibility: If disqualified for Level 2 role, must meet mandatory waiting period (3 years for felonies after sentence completion) and be prepared to apply for Exemption from Disqualification (§ 435.07).

• Not a Sexual Predator/Offender: Sexual predators, sexual offenders, and career offenders are not eligible for exemptions under any circumstances.

• Full Disclosure: Must be prepared to fully cooperate in background investigation and submit fingerprints if required. Refusal is immediate ground for disqualification.

• Drug Screening: Some positions require pre-employment drug testing, especially safety-sensitive roles (transportation, heavy equipment, law enforcement).

Critical Regulatory Information

CRITICAL: Employment by the State of Florida is governed by specific statutes that dictate mandatory screening and grounds for disqualification. The key barrier is the

Level 2 screening process required for positions involving vulnerable populations or special trust, which triggers the extensive list of disqualifying offenses under Chapter 435, Florida Statutes.

Florida's Two-Tier Screening Framework

Florida uses a two-tier background screening system that determines how your criminal history is evaluated:

• Level 1 Screening: Name-based search through Florida Department of Law Enforcement (FDLE) for general positions. Results typically within 24-72 hours. Evaluation uses "directly related" test—denial only if crime is directly related to position duties.

• Level 2 Screening: Fingerprint-based search through FDLE and FBI for positions involving children, elderly, disabled, financial trust, or sensitive access. Includes sexual predator/offender registry search. Results in 1-3 weeks. Triggers Chapter 435 disqualifying offenses list.

Level 2 Disqualifying Offenses (Chapter 435, F.S.)

For positions subject to Level 2 screening, the following offenses result in automatic "Not Eligible" determination:

• Sexual Offenses: Sexual misconduct, sexual battery, unlawful sexual activity with minors, lewd/lascivious behavior, procuring for prostitution

• Violent Crimes: Murder, manslaughter, kidnapping, aggravated assault, aggravated battery, felony assault

• Abuse Offenses: Child abuse/neglect/exploitation, elder abuse/neglect/exploitation, abuse of developmentally disabled adults

• Drug Offenses: Felony drug trafficking, manufacturing, distribution

• Fraud Offenses: Medicaid/Medicare fraud (§ 409.920, § 409.9201), healthcare fraud, embezzlement

• Other Offenses: Domestic violence (§ 741.28), arson, robbery, burglary, human trafficking, carjacking, home invasion

• CRITICAL: Even adjudication withheld counts as a disqualification for Level 2 positions. Attempts, solicitation, or conspiracy to commit any listed offense also disqualifying.

Exemption from Disqualification Process (§ 435.07)

If disqualified from a Level 2 position, you may apply for an exemption through the appropriate licensing agency:

• Waiting Period: 3 years since completing sentence for felonies (including probation); 2 years for misdemeanors

• Financial Requirements: All court-ordered fines, fees, restitution, and liens must be paid in full

• Not Eligible: Sexual predators, sexual offenders, and career offenders cannot receive exemptions

• Required Documentation: Arrest reports, certified court dispositions, proof of sentence completion, proof of payment, rehabilitation evidence (treatment certificates, education, community involvement, character references)

• Standard of Proof: Must demonstrate rehabilitation by clear and convincing evidence

• Appeal Rights: Denied exemptions can be appealed through Chapter 120 administrative hearing process

Company Overview

The State of Florida employs approximately 257,000 workers across its executive branch agencies, making it one of the largest employers in the state. Employment is administered through the People First system, managed by the Department of Management Services. State agencies provide essential services including transportation infrastructure, healthcare administration, environmental protection, social services, education administration, tax collection, and regulatory oversight.

Major agencies include: Department of Transportation (FDOT), Department of Children and Families (DCF), Department of Health (DOH), Department of Corrections (DOC), Department of Environmental Protection (DEP), Department of Revenue (DOR), Agency for Persons with Disabilities (APD), Agency for Health Care Administration (AHCA), and dozens of others. The state offers positions from entry-level administrative and maintenance roles to professional positions requiring advanced degrees.

Fast Facts

Headquarters: Tallahassee, Florida; Employees: ~257,000 executive branch; HR System: People First; Careers Portal: jobs.myflorida.com; Ban-the-Box: Yes (state agencies only); Screening: Level 1 (name-based) or Level 2 (fingerprint/FBI); Key Statute: § 112.011 (prohibits sole denial based on conviction)

Hiring Policy Analysis

Florida's approach to hiring individuals with criminal records operates through a two-tier framework. The first tier, established by § 112.011, provides baseline protection: state agencies cannot deny employment solely because of a prior conviction. This means your record alone cannot automatically disqualify you. However, if your felony or first-degree misdemeanor is "directly related" to the position's duties, denial is permitted.

The second tier involves Level 2 screening requirements under Chapter 435 for positions of trust. If your target position involves contact with children, elderly, or disabled individuals, or requires access to sensitive information or finances, a fingerprint-based FBI national criminal history check is mandatory. This check searches for specific disqualifying offenses that result in automatic "Not Eligible" determinations unless an exemption is granted.

Important: The general rule under § 112.011 does NOT apply to law enforcement agencies, correctional agencies, fire departments (4-year exclusion for felons under §§ 125.5801, 166.0442), or positions deemed critical to security or public safety.

Position-Specific Barriers

Available Positions and Pay

Pay data from 2024-2025 state salary databases and job postings. Rates vary by agency, location, and experience.

Career Path Examples

Level 1 Entry Path: Maintenance Worker or Administrative Assistant (Level 1 screening) → Build clean work history → Promotion within Level 1 track → Supervisor/Lead roles not requiring Level 2 → Long-term career without encountering stricter screening.

Level 2 Path (with Exemption): Complete waiting period → Apply for Exemption from Disqualification → If approved, eligible for Level 2 positions → Case Manager, Healthcare roles, positions of trust → Note: exemption from one agency may not transfer to another.

Professional Path: Target FDOT, DEP, or other technical agencies → Engineering, IT, environmental positions often Level 1 → Professional license (if obtainable) opens higher-paying opportunities → Management track possible within technical agencies.

Background Check Process

1. Apply Online: Submit application through People First portal (jobs.myflorida.com). No criminal history questions on initial application due to state ban-the-box policy.
   

2. Interview: If selected, participate in interview process. Criminal history may be discussed at or after interview stage.
   

3. Conditional Offer: Receive conditional offer pending successful background screening and any required drug test.
   

4. Level 1 Screening: For general positions, name-based FDLE check. Results typically in 24-72 hours.
   

5. Level 2 Screening: For positions of trust, submit electronic fingerprints for FDLE/FBI national check plus sexual predator/offender registry search. Results in 1-3 weeks.
   

6. Eligibility Determination: Agency reviews results. "Not Eligible" if disqualifying offense found for Level 2 position.
   

7. Exemption Process (if needed): Apply for exemption through appropriate agency (DCF, AHCA, APD). Must demonstrate rehabilitation by clear and convincing evidence.
   

8. Final Hire: If cleared or granted exemption, complete onboarding and begin employment.
   

Disqualifying Factors

Automatic Disqualifiers (Level 2 Positions):

• Conviction for any offense listed in Chapter 435, F.S. (sexual offenses, murder, kidnapping, child abuse, elder abuse, felony drugs, etc.)

• Adjudication withheld for any Chapter 435 offense (still counts as disqualification)

• Refusal to submit fingerprints or cooperate with investigation

• Falsification or misrepresentation of material facts on application

Significant Barriers (Level 1 Positions):

• Felony or first-degree misdemeanor "directly related" to position duties

• Recent convictions (less time to demonstrate rehabilitation)

• Pattern of criminal conduct

• Failed drug test

Your Rights as an Applicant

• Protection from Sole Denial: Under § 112.011, you cannot be denied state employment solely because of a prior conviction. The crime must be directly related to the position.

• Delayed Inquiry: State agencies cannot ask about criminal history on the initial application form (ban-the-box).

• Exemption Process: If disqualified under Level 2, you have the right to apply for an Exemption from Disqualification under § 435.07 after meeting waiting periods.

• Administrative Appeal: If your exemption is denied, you can request an administrative hearing under Chapter 120, Florida Statutes.

• Sealing/Expungement: Florida allows certain records to be sealed (§ 943.059) or expunged (§ 943.0585). If sealed/expunged, you may legally answer "no" to most employment questions.

• FCRA Rights: If third-party background check company is used, you have rights under Fair Credit Reporting Act including receiving copy of report and disputing inaccuracies.

Application Strategy

1. Target Level 1 Positions First: Focus on roles requiring only Level 1 screening (general administrative, maintenance, IT support, warehouse) to avoid the strict Chapter 435 disqualification list. These positions use the more favorable "directly related" test.
   

2. Research Job Classification: Before applying, verify whether position requires Level 2 screening. Job postings typically indicate "background screening required" and may specify level. When in doubt, contact HR.
   

3. Analyze Direct Relationship: For Level 1 positions, prepare to explain why your offense is NOT directly related to job duties. Example: old drug conviction for IT role; old theft conviction for maintenance position.
   

4. Consider Agency Culture: FDOT, DEP, and other technical agencies may be more receptive than agencies heavily focused on vulnerable populations. Research specific agencies.
   

5. Prepare Exemption Package Early: If you may need an exemption, start gathering documentation now: arrest reports, court dispositions, proof of sentence completion, proof fines paid, letters of recommendation, rehabilitation evidence.
   

6. Address Financial Issues: Pay all outstanding fines, fees, restitution, and court costs. Unpaid obligations prevent exemption eligibility.
   

7. Be 100% Honest: Never lie on state employment application. Falsifying material facts on Level 2 application is first-degree misdemeanor. Even for Level 1, dishonesty results in immediate disqualification.
   

8. Apply Broadly: With dozens of agencies, apply to multiple positions. Rejection from one agency doesn't prevent consideration by another. Persistence pays off.

Tips for Applicants with Records

1. Obtain Your Records First: Request your criminal history from FDLE before applying so you know exactly what employers will see. No surprises.
   

2. Resolve Outstanding Issues: Address any active warrants, pending cases, unpaid fines, or incomplete probation before applying.
   

3. Consider Sealing/Expungement: Consult an attorney about eligibility. If granted, you can legally deny the arrest/conviction on most applications.
   

4. Document Everything: Keep copies of probation completion letters, receipts for fines paid, certificates from programs, and character references.
   

5. Build Rehabilitation Evidence: Stable employment, education, volunteer work, treatment completion, and clean record since offense all demonstrate rehabilitation.
   

6. Stay Clean: Any new arrests—even minor—will severely damage your application. Maintain spotless record throughout process and beyond.

Benefits Overview

Retirement: Florida Retirement System (FRS) offers choice of defined benefit pension plan (vests after 8 years) or investment plan (vests after 1 year). State contributes on your behalf.

Health Insurance: State-subsidized health, dental, and vision coverage for employees and dependents. Multiple plan options.

Life Insurance: Basic life insurance provided at no cost to employee.

Paid Time Off: Accrued annual leave (vacation), sick leave, approximately 10 paid state holidays plus 1 personal holiday.

Education: State Employee Tuition Waiver Program allows up to 6 credit hours per term at state universities and colleges at no cost.

Deferred Compensation: Optional 457 plan for additional retirement savings.

FSA Accounts: Pre-tax flexible spending accounts for healthcare and dependent care expenses.

Public Service Loan Forgiveness: State employment qualifies for federal PSLF after 120 qualifying payments.

Job Security: Career Service employees have procedural protections against arbitrary dismissal.

Frequently Asked Questions

1. Does Florida State Government hire people with felonies?

   Yes, the Florida State Government hires individuals with felony convictions. Under Florida Statute § 112.011, state agencies cannot deny employment solely because of a prior conviction. However, if your felony is "directly related" to the position's duties, or if you're applying for a Level 2 position and have a disqualifying offense under Chapter 435, you may be denied. Positions not involving children, vulnerable adults, or special trust are most accessible.
   

2. What is the background check process at Florida State Government?

   Florida uses a two-tier system: Level 1 is a name-based FDLE check for general positions (results in 24-72 hours); Level 2 is a fingerprint-based check through FDLE and FBI for positions of trust (results in 1-3 weeks). Level 2 also includes sexual predator/offender registry searches. Background check occurs after conditional offer. State agencies cannot ask about criminal history on initial application.
   

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

   There is no standard lookback period—all criminal history is reviewed. For Level 2 positions, disqualifying offenses under Chapter 435 never age out. For Level 1 positions, older convictions may be less impactful under the "directly related" test, but they still appear on the check. Time elapsed is considered but doesn't erase the record.
   

4. What types of convictions make hiring more difficult at Florida State Government?

   For Level 2 positions: sexual offenses, murder, kidnapping, child/elder abuse, felony drugs, domestic violence, and fraud are automatic disqualifiers under Chapter 435. For Level 1 positions: convictions directly related to job duties create barriers (e.g., theft for financial roles, violence for security roles). Adjudication withheld still counts for Level 2 disqualification.
   

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

   Level 1 positions not involving vulnerable populations or financial trust: maintenance and groundskeeping ($14-$19/hr), customer service ($17-$20/hr), administrative support ($17-$23/hr), warehouse/logistics, and general IT support ($22-$34/hr for non-sensitive systems). These use the "directly related" test rather than Chapter 435's strict disqualification list.
   

6. Does Florida State Government drug test, and what kind of test do they use?

   Yes, Florida may require pre-employment drug testing depending on position and agency. Safety-sensitive positions (transportation, law enforcement, heavy equipment operation) typically require urine testing. Some agencies conduct random testing of current employees. The Florida Drug-Free Workplace Act (§ 112.0455) provides the framework. Refusing a drug test results in automatic disqualification or termination.
   

7. When during the hiring process will Florida State Government ask about criminal history?

   Florida state agencies cannot include criminal history questions on the initial job application (ban-the-box for state employment). Inquiries typically occur after a conditional offer is made, during background screening. At interview stage or after conditional offer, be prepared to discuss your record honestly. Never volunteer information before asked, but never lie when asked.
   

8. Can someone advance to management at Florida State Government if they have a felony?

   Yes, advancement to management is possible, particularly within Level 1 career tracks. If you enter through a Level 1 position (maintenance, administrative), you can advance to supervisory and management roles without encountering stricter Level 2 requirements. However, promotions into roles involving vulnerable populations or financial responsibilities may trigger new Level 2 screening with Chapter 435 disqualifiers.
   

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

   Standard hiring timeline is 2-6 weeks depending on agency and position. Level 1 background checks return in 24-72 hours. Level 2 fingerprint-based checks take 1-3 weeks due to FBI processing. If an exemption is needed, the exemption process can add additional weeks to months depending on documentation and agency workload. Complex cases or out-of-state history may extend timelines.
   

10. What can applicants do to improve their chances of getting hired at Florida State Government?

    Target Level 1 positions initially to avoid Chapter 435 disqualifiers; Be completely honest on all applications (lying is a criminal offense for Level 2); Obtain your FDLE record before applying so you know what they'll see; Resolve outstanding warrants, fines, and probation; Document rehabilitation thoroughly; Consider sealing/expungement if eligible; Apply to multiple agencies; Address financial obligations required for exemption eligibility.

Alternative Second Chance Employers

Conclusion

Florida State Government offers legitimate employment opportunities for individuals with criminal records, particularly in positions that don't involve contact with vulnerable populations. The key is understanding the two-tier system: Level 1 positions use a "directly related" test that gives you room to argue your case, while Level 2 positions have strict disqualifying offenses with limited paths forward through the exemption process.

Target Level 1 positions where your offense isn't related to job duties, always be completely honest about your record, and if you need an exemption, invest the time to build a strong rehabilitation package. With approximately 257,000 state employees and constant turnover, opportunities exist—but success requires understanding the legal framework and applying strategically to the right positions.

Key success factors: Target Level 1 positions initially; Be absolutely honest (lying is a criminal offense for Level 2); Address all outstanding fines and obligations; Document rehabilitation thoroughly; Consider sealing/expungement if eligible; Apply to multiple agencies; Persistence pays off.

Disclaimer

This guide is provided for informational purposes only and does not constitute legal advice. Employment decisions are made by individual state agencies based on the specific facts of each case. Laws and policies change frequently; verify current requirements with the hiring agency and consult with an attorney for legal advice regarding your specific situation. Information is current as of the publication date but may not reflect recent changes to Florida statutes or agency policies.

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