Quick Answer

Conditional, GE Aerospace may hire individuals with felony convictions for certain positions, but the pathway is significantly restricted. As a leading aerospace and defense contractor with approximately 53,000 employees worldwide, GE Aerospace operates in a highly regulated environment where many positions require federal security clearances. Employment decisions are contingent upon passing background checks and meeting facility access requirements, with strict compliance to federal regulations and EEOC guidelines.

The law prohibits companies from having a blanket policy excluding all felons. However, GE Aerospace's contractor security requirements explicitly restrict worksite access for individuals convicted of certain felonies. This creates significant barriers beyond standard EEOC individualized assessments. The company must conduct evaluations considering whether convictions are job-related and consistent with business necessity.

The greatest barriers are created by security clearance requirements (many technical positions require Secret or Top Secret clearances with indefinite lookback periods), worksite access restrictions (GE Aerospace security policies specifically bar contractors with felony convictions from worksites), and dishonesty on applications (misrepresenting information on the SF-86 security form results in automatic clearance denial). Financial crimes, drug offenses, and violent offenses face the highest scrutiny.

Non-clearance manufacturing and production roles at commercial aviation facilities represent the most accessible entry points. Applicants should target positions explicitly marked as not requiring security clearance and focus on demonstrating rehabilitation, stability, and absolute honesty throughout the process.

Table of Content

1. Quick Answer

2. Felon-Friendly Scorecard

3. Eligibility Checklist

4. Critical Regulatory Information

5. Company Overview

6. Hiring Policy Analysis

7. Background Check Process

8. Application Strategy

9. Tips for Applicants with Records

10. Benefits Overview

11. Frequently Asked Questions

12. Alternative Second Chance Employers

13. Conclusion

14. Disclaimer

Felon-Friendly Scorecard

Eligibility Checklist

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

• No Blanket Exclusion: While GE Aerospace cannot automatically exclude all felons under EEOC guidelines, their worksite security requirements create significant restrictions. Non-clearance commercial positions are subject to individualized assessment.

  
  

• Job-Related Assessment: Must be prepared for evaluation using the Green Factors (nature of crime, time elapsed, nature of job). GE Aerospace considers rehabilitation evidence when permitted by security requirements.

  
  

• Physical Requirements: Manufacturing positions require standing for extended periods, lifting up to 35-50 pounds, manual dexterity, and ability to work in production environments with noise, temperature variations, and safety equipment requirements.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test. GE Aerospace maintains a strict drug-free workplace policy. Testing screens for marijuana (THC), opiates, cocaine, amphetamines, and phencyclidine. Medical marijuana cards do not exempt applicants.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked. Dishonesty is an automatic disqualifier and results in termination if discovered later. For clearance positions, full disclosure on SF-86 is mandatory.

  
  

• Work Authorization: Must be legally authorized to work in the United States and provide required I-9 documentation. Many positions require U.S. citizenship due to ITAR regulations and security clearance prerequisites.

  
  

• Clearance Eligibility: For positions requiring security clearance, must be a U.S. citizen with ability to complete SF-86 disclosure and pass federal background investigation.

Critical Regulatory Information

Understanding the legal and regulatory landscape for criminal records in aerospace employment is essential for Second Chance applicants. GE Aerospace operates as a defense contractor subject to federal security requirements beyond standard employment law. The company is headquartered in Ohio, which has public-sector Ban the Box protections but limited private employer restrictions. As a federal contractor, GE Aerospace must also comply with the Fair Chance to Compete for Jobs Act.

EEOC Guidelines

The Equal Employment Opportunity Commission advises employers not to automatically refuse consideration of applicants because of criminal records. Employers must conduct an individualized assessment considering the Green Factors:

(1) Nature and gravity of the offense;

(2) Time elapsed since the offense and/or completion of sentence;

(3) Nature of the job sought and its relationship to the offense. Blanket policies excluding all felons are prohibited. However, EEOC guidelines defer to federal security requirements where applicable.

FCRA Requirements

When a third party conducts the background check and employment is denied based on the report, GE Aerospace must comply with the Fair Credit Reporting Act (FCRA) adverse action procedures:

(1) Provide pre-adverse action notice with a copy of the report and summary of FCRA rights;

(2) Allow reasonable time to dispute inaccuracies;

(3) Provide final adverse action notice if decision stands after review. The FCRA seven-year lookback for arrests not resulting in conviction applies, though criminal convictions may be reported indefinitely in Ohio.

State-Specific Considerations

Ohio enacted Ban the Box legislation in 2016 (ORC Section 9.73) prohibiting public employers from including criminal history questions on job applications. However, this law applies only to public employers and does not extend to private employers like GE Aerospace. Ohio does not restrict how far back criminal convictions can be reported. Cities including Cincinnati and Cleveland have local fair chance ordinances for public sector and some private employment. Cincinnati requires individualized assessment considering job-relatedness, age at time of offense, and rehabilitation evidence. Ohio allows sealing and expungement of certain criminal records, and sealed records cannot legally be considered in hiring decisions.

Defense Contractor-Specific Considerations

The aerospace and defense industry involves classified government contracts requiring security clearances with unique regulatory considerations. GE Aerospace's security requirements explicitly prohibit certain convicted individuals from accessing worksites. According to company security documentation, persons convicted of specific felonies including murder, manslaughter, kidnapping, rape, sexual misconduct, domestic violence, assault, arson, robbery, burglary, theft, embezzlement, fraud, and drug offenses shall not perform work on GE Aerospace worksites. Additionally, individuals convicted of any felony, more than one misdemeanor in two years, or more than five misdemeanors in seven years face worksite access restrictions. Security clearances for classified positions require SF-86 disclosure with indefinite criminal history review. The focus is on current risk demonstrated by conduct, regardless of age. Mitigating factors including time elapsed, isolation of incident, and clear rehabilitation evidence are considered.

Company Overview

GE Aerospace is a world-leading provider of jet and turboprop engines, components, and integrated systems for commercial, military, business, and general aviation aircraft. The company became an independent publicly traded entity on April 2, 2024, following the split of General Electric into three companies. Headquartered in Evendale, Ohio (outside Cincinnati), the company operates over 60 manufacturing locations and 8 engineering centers across 24 countries, employing approximately 53,000 people globally.

GE Aerospace and its joint venture partners power three out of every four commercial flights worldwide. CFM International, a 50/50 joint venture with Safran Aircraft Engines, is the world's leading commercial aircraft engine supplier. In 2024, GE Aerospace generated $38.7 billion in revenue, with approximately 70% from aftermarket services.

Company Fast Facts

• Founded: 1892 (as General Electric); 2024 (as standalone GE Aerospace)

• Headquarters: Evendale, Ohio (Cincinnati area)

• Employees: 53,000 globally across 120 countries

• Industry Position: Global leader in aerospace propulsion and services

• Major Operations: Cincinnati OH, Lynn MA, Durham NC, Peebles OH, Auburn AL, Clearwater FL

• Stock Exchange: NYSE (GE)

• CEO: H. Lawrence Culp Jr.

• Business Model: Engine manufacturing, aftermarket services, military systems

• Revenue: $38.7 billion (2024)

Hiring Policy Analysis

GE Aerospace presents significant challenges for applicants with criminal records compared to other industries. While the company must comply with EEOC guidelines requiring individualized assessment, its role as a defense contractor creates additional security barriers. The company's security documentation explicitly restricts worksite access for individuals with certain convictions. However, for non-clearance positions at commercial aviation facilities, the company conducts standard background checks and evaluates applicants based on job-relatedness and business necessity. Background checks are conducted after conditional offers, giving applicants the opportunity to interview and demonstrate qualifications before criminal history is reviewed.

Position-Specific Barriers

Barrier levels are determined by security clearance requirements, worksite access policies, and the nature of job duties:

Available Positions and Pay

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

Career Path Examples

GE Aerospace emphasizes internal development through its FLIGHT DECK operating model and offers structured advancement opportunities. Leadership development programs and technical training are available to employees demonstrating performance and reliability.

Production Track: Production Assembler ($15-18/hr) → Production Associate ($22-26/hr) → Manufacturing Technician ($27-37/hr) → Production Supervisor ($65K-85K/yr). Requires consistent performance, safety record, and willingness to cross-train.

Technical Track: Assembly Technician ($32-38/hr) → Senior Technician ($38-45/hr) → Test Technician ($40-50/hr) → Technical Lead ($90K-110K/yr). Requires technical certifications and demonstrated expertise.

Quality Track: Quality Inspector ($32-40/hr) → Quality Specialist ($40-50/hr) → Quality Engineer ($85K-115K/yr) → Quality Manager ($110K-140K/yr). Requires attention to detail, certifications, and possible degree for advanced positions.

Background Check Process

Understanding GE Aerospace's background check process helps you prepare mentally and practically for what to expect. The company conducts background checks after extending conditional offers, giving applicants the opportunity to interview and demonstrate qualifications before criminal history is reviewed. The depth of the check varies significantly based on position requirements and security clearance needs.

• What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; identity verification through SSN trace and address history; last 7 years of employment history verification; education verification for positions requiring credentials; mandatory drug screening for all positions; watchlist screening; additional checks for clearance positions including credit history, foreign contacts, and comprehensive life history.

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• Lookback Period: Standard 7-year criminal lookback for non-clearance positions consistent with FCRA guidelines. Employment verification typically extends 7 years. For security clearance positions, criminal history is reviewed indefinitely with focus on current risk. Ohio does not limit how far back criminal convictions can be reported.

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• Timeline: The hiring process averages approximately 3-6 weeks from application to hire based on employee reports. Standard background checks typically take 1-2 weeks to complete. Security clearance investigations can take several months depending on complexity and investigation backlog.

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• Process Flow: Application submitted → Phone screening → Interview(s) conducted → Conditional offer extended → Background check and drug test authorization signed → Background check conducted → Results reviewed using individualized assessment → Final hiring decision made → Pre-adverse or adverse action notice if applicable → Start date confirmed → Orientation.

Disqualifying Factors

High Risk for Disqualification: Murder, manslaughter, kidnapping, and violent felonies (absolute barrier for most positions); sexual offenses and domestic violence (security policy exclusion); theft, embezzlement, fraud, and financial crimes (integrity concern); drug manufacturing or trafficking; espionage or terrorism-related offenses; any dishonesty during application process (automatic disqualifier); more than one misdemeanor in two years or five misdemeanors in seven years.

Lower Risk (Case-by-Case): Non-violent property crimes (older offenses); simple drug possession (depending on timing and rehabilitation); DUI/DWI without aggravating factors (except driving positions); misdemeanors older than seven years. All subject to individualized assessment considering time elapsed, rehabilitation evidence, and job relevance.

Your Rights as Applicant

• FCRA Protections: You must receive written notice and provide consent before a background check. If denied based on the report, you're entitled to a copy 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. Reasonable time to respond is required.

  
  

• EEOC Protection: You have the right to an individualized assessment for non-clearance positions. Blanket exclusions based solely on criminal record are prohibited under EEOC guidelines.

  
  

• Fair Chance Act: As a federal contractor, GE Aerospace must comply with the Fair Chance to Compete for Jobs Act, delaying criminal history inquiries until after conditional offer for positions related to federal contracts.

  
  

• Dispute Rights: You can dispute inaccurate information on background reports with the reporting agency. Check your own records beforehand to identify and correct errors.

Application Strategy

1. Target Non-Clearance Commercial Positions: Focus on production, assembly, and manufacturing roles at commercial aviation facilities that do not require security clearance. Look for postings stating "Clearance: None" or at facilities focused on commercial rather than military programs.

   
   

2. Apply Through Official Channels: Submit applications through careers.geaerospace.com. GE Aerospace also posts on Indeed, LinkedIn, and Glassdoor. Check regularly as manufacturing positions are posted frequently.

   
   

3. Prepare for the Interview: Research GE Aerospace's products and FLIGHT DECK operating philosophy. Demonstrate understanding of aerospace quality and safety standards. Emphasize reliability and attention to detail.

   
   

4. Be Completely Honest: Never lie about your criminal history. Dishonesty is an automatic disqualifier and can result in termination even after hire. For clearance positions, full SF-86 disclosure is mandatory—omissions are considered worse than the underlying offenses.

   
   

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

   
   

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

   
   

7. Check Expungement Eligibility: Research whether your offense qualifies for sealing or expungement under Ohio law (ORC 2953.32). Certain non-violent offenses may be sealed. Contact Ohio Legal Aid or local legal assistance programs. Sealed records cannot legally be considered in hiring.

   
   

8. Follow Up Professionally: After applying, follow up with HR if you don't hear back within 2-3 weeks. 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. Aerospace Manufacturing Has Hiring Needs: The aviation industry faces skilled labor shortages in manufacturing and production. GE Aerospace operates over 60 manufacturing facilities. Don't be discouraged—non-clearance positions at commercial facilities remain accessible.

   
   

2. Start Entry-Level, Advance Within: Many successful careers begin in entry-level production roles. Prove reliability through consistent attendance, quality work, and safety compliance. Internal development programs provide pathways to higher-paying positions.

   
   

3. Run Your Own Background Check First: Know what will appear before the employer sees it. Order your own criminal background check from a consumer reporting agency. Dispute any errors or outdated information. Check all jurisdictions where you've lived.

   
   

4. Understand Security Classification: Learn to distinguish between commercial and defense positions. Commercial aviation manufacturing typically has lower barriers. Defense and military programs require clearances that create significant obstacles for applicants with felony convictions.

   
   

5. Pass the Drug Test: Address substance issues completely before applying. GE Aerospace requires pre-employment drug screening testing for marijuana, opiates, cocaine, amphetamines, and PCP. Medical marijuana cards do not provide exemption.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and consistent work history. Aerospace manufacturing values precision, safety, and dependability. Demonstrate these qualities throughout the application process.

   
   

7. Consider Related Certifications: Manufacturing certifications, forklift licenses, quality certifications (ASQ), and technical training can strengthen your application. Community colleges and vocational programs offer relevant training.

   
   

8. Be Flexible on Shifts: Manufacturing facilities operate multiple shifts. Willingness to work second shift, third shift, or weekends increases your chances significantly. Shift differentials often add $1-3/hr to base pay.

Benefits Overview

GE Aerospace offers a comprehensive benefits package to employees. As part of the 2024 separation, all employees received a special one-time equity award. Benefits generally begin after standard eligibility waiting period.

• Compensation: Competitive wages by position and location. Production roles typically $15-40/hr. Annual performance raises. Shift differentials and overtime available.

  
  

• 401(k) and Retirement: Automatic 3% company contribution plus 50% match on employee contributions up to 6-8% of salary. Multiple investment options.

  
  

• Health Benefits: Multiple medical plan options including HDHP qualifying for HSA. Dental and vision coverage. No recent increases in employee contribution rates.

  
  

• Time Off: Paid vacation starting at 10 days annually, increasing with tenure. Paid holidays and sick leave. Parental leave for birth, adoptive, and surrogate parents.

  
  

• Additional Benefits: Employee Assistance Program with counseling at no cost. Tuition reimbursement up to $10,000/year. Life insurance, disability coverage, wellness programs, and employee discounts.

  
  

• Employee Perspectives - Pros: Strong 401(k) benefits; job stability; cutting-edge technology; comprehensive health coverage; tuition reimbursement.

  
  

• Employee Perspectives - Cons: Rigid vacation policies; limited flexibility for hourly employees; extensive background check process; demanding production schedules.

Frequently Asked Questions

1. Does GE Aerospace hire people with felonies?

   Conditionally. GE Aerospace must comply with EEOC guidelines requiring individualized assessment of criminal records. However, the company's security policies create significant restrictions—individuals with certain felony convictions are explicitly barred from GE Aerospace worksites under contractor security requirements. Non-clearance positions at commercial aviation facilities offer the best opportunities. Applicants with non-violent offenses older than seven years have better chances, particularly in production and manufacturing roles.

   
   

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

   Background checks are conducted after conditional offer through a third-party provider. Standard checks include 7-year criminal history at county, state, and federal levels; identity verification; employment verification; and drug screening. Applicants must provide written consent. If adverse action is considered, you receive a pre-adverse action notice with your report copy and time to respond.

   
   

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

   Standard positions use a 7-year criminal lookback consistent with FCRA guidelines. Ohio does not limit how far back convictions can be reported. Employment verification covers 7 years. For security clearance positions, criminal history is reviewed indefinitely, focusing on patterns and current risk. Older offenses are viewed more favorably but remain part of clearance evaluation.

   
   

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

   Certain offenses create substantial barriers: violent felonies (murder, assault, kidnapping), sexual offenses, domestic violence, theft/embezzlement/fraud, and drug trafficking are explicitly restricted under security policies. Dishonesty during the application process is an automatic disqualifier. Financial crimes face intense scrutiny due to integrity concerns. Multiple misdemeanors within short timeframes trigger exclusion. Drug possession and DUI are evaluated case-by-case based on timing and rehabilitation.

   
   

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

   Production Assembler ($15-18/hr), Material Handler ($18-23/hr), and Production Associate ($22-26/hr) positions at commercial aviation facilities offer the best entry points. Look for positions explicitly not requiring security clearance. Manufacturing facilities in locations like Lafayette IN, Durham NC, and Auburn AL have frequent openings. Entry-level roles allow you to demonstrate reliability before pursuing advancement.

   
   

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

   Yes, GE Aerospace requires mandatory pre-employment drug testing for all positions. Testing screens for marijuana (THC), opiates, cocaine, amphetamines, and phencyclidine (PCP). Medical marijuana cards do not provide exemption—federal contractor status requires compliance with drug-free workplace policies. Testing is typically conducted at authorized collection sites after conditional offer acceptance.

   
   

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

   Criminal history inquiries occur after conditional offer for positions subject to the federal Fair Chance Act. The initial application and interview process focuses on qualifications and experience. Background check authorization is requested after conditional offer is extended. You will have opportunity to discuss any findings during the individualized assessment process before final hiring decisions are made.

   
   

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

   Advancement is possible but faces increasing barriers at higher levels. Production supervisory roles may be attainable for individuals with older, non-violent offenses who demonstrate excellence. Management positions often require clearances that create obstacles. Technical advancement within commercial manufacturing offers better pathways.

   
   

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

   The overall process typically takes 3-6 weeks from application to start for standard positions. Background checks take 1-2 weeks. Drug testing results return within days. Security clearance investigations for classified positions can take several months to over a year.

   
   

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

    Target non-clearance commercial manufacturing positions. Document rehabilitation thoroughly. Be completely honest—dishonesty is worse than the offense. Prepare a concise explanation focusing on growth. Check your own background report for errors. Obtain manufacturing certifications. Apply to multiple locations. Follow up professionally.

Alternative Second Chance Employers

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

Conclusion

GE Aerospace presents a challenging but not impossible pathway for individuals with criminal records. As a leading aerospace and defense contractor with 53,000 employees and $38.7 billion in revenue, the company offers competitive compensation and comprehensive benefits. However, federal security requirements, worksite access restrictions, and defense contractor obligations create substantial barriers beyond typical manufacturers.

The best opportunities exist in non-clearance production and manufacturing roles at commercial aviation facilities. Production Assembler, Material Handler, and Manufacturing Technician positions offer realistic entry points for applicants with older, non-violent offenses. Starting pay ranges from $15-37/hr with advancement potential. The benefits package adds significant value.

Key Success Factors: Target non-clearance commercial positions; be completely honest; document rehabilitation; apply to multiple locations; be flexible on shifts; demonstrate reliability and safety consciousness.

Biggest Barriers: Security clearance requirements; worksite access restrictions for specific offenses; indefinite lookback for clearance positions; mandatory drug testing; dishonesty is automatic disqualifier.

For applicants with recent offenses, violent felonies, or financial crimes, alternative employers may offer more accessible pathways. However, for those with older, non-violent offenses willing to start in entry-level production roles, GE Aerospace's commercial aviation operations provide a potential path to stable, well-compensated careers. Focus on what you can control and approach the application process with honesty, preparation, and professionalism.

Disclaimer

This guide provides general information and should not be considered legal advice. Hiring policies vary by position, location, and individual circumstances. While we strive for accuracy using publicly available sources including company websites, job postings, and salary databases, employment information may change without notice. Always verify current practices directly with GE Aerospace.

Background check laws, expungement procedures, and fair chance hiring requirements vary by state. Security clearance requirements create additional barriers not present at non-defense employers. Consult with an employment attorney or legal aid organization for specific legal advice about your situation.

Apply Now:

https://careers.geaerospace.com