Quick Answer

It is highly unlikely for Global Credit Union (formerly Alaska USA Federal Credit Union) to hire individuals with felony convictions involving dishonesty, breach of trust, or money laundering due to strict federal regulations under Section 205(d) of the Federal Credit Union Act. Global Credit Union is a federally insured credit union headquartered in Anchorage, Alaska, with approximately 2,000+ employees across 100+ branches in Alaska, Arizona, California, Washington, and Idaho. As of 2023, Global had over $12 billion in assets and more than 756,000 members.

The law prohibits credit unions from having a blanket policy excluding all felons. However, Section 205(d) creates an automatic prohibition for any person convicted of a crime involving dishonesty or breach of trust. Employment is only possible with prior written consent from the National Credit Union Administration (NCUA).

The greatest barriers are created by felonies related to fraud, embezzlement, theft, forgery, or financial crimes (automatic Section 205(d) prohibition), breach of trust or fiduciary duty (direct conflict with credit union operations), and money laundering (federally mandated exclusion). These are lifetime prohibitions unless an NCUA waiver is obtained.

Third-party contractor roles (outsourced janitorial, IT consulting) or positions at non-financial subsidiaries (like Global Insurance Brokers) offer the most accessible opportunities for Second Chance applicants because these positions may not require NCUA approval, though standard background checks still apply.

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:

• Section 205(d) Status: Must NOT have a felony conviction involving dishonesty, breach of trust, money laundering, or forgery unless you have obtained prior NCUA written consent.

  
  

• NCUA Waiver: If your conviction falls under prohibited categories, you must secure a written waiver from the NCUA before Global Credit Union can extend an offer. The credit union typically initiates this process.

  
  

• De Minimis Exception: Minor offenses may qualify for automatic exemption if: offense occurred 10+ years ago for felonies or 5+ years for misdemeanors, punishment was less than 1 year and/or fine under $2,500, and no incarceration beyond 3 days.

  
  

• Physical Requirements: Must be able to perform job duties which may include standing for extended periods, operating computer systems, and handling cash transactions.

  
  

• Drug Screen: Must pass a pre-employment drug screening. Global Credit Union maintains a drug-free workplace policy.

  
  

• Honesty is Paramount: Must be 100% truthful on all applications. Misrepresentation on NCUA waiver applications is a federal offense and results in permanent disqualification.

  
  

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

Critical Regulatory Information

Understanding the federal regulatory framework is essential for Second Chance applicants because credit unions like Global Credit Union are bound by federal law that supersedes standard fair chance hiring practices. The NCUA—not the credit union—ultimately determines employment eligibility for most positions involving access to member funds or data.

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. However, for credit union positions, federal Section 205(d) requirements supersede standard EEOC guidelines for covered offenses.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, Global Credit Union 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. NCUA waiver denials follow federal procedures rather than FCRA.

State-Specific Considerations

Global Credit Union operates in multiple states with varying Ban the Box laws. Alaska and Arizona have no statewide Ban the Box laws for private employers—criminal history questions may appear at any stage. California (Fair Chance Act) prohibits criminal history questions until after conditional offer for employers with 5+ employees with a 7-year lookback limit. Washington (Fair Chance Act) delays inquiry until after determination that applicant is otherwise qualified. However, for Section 205(d) covered positions, federal disclosure requirements override state Ban the Box protections.

Credit Union-Specific Considerations

Section 205(d) of the Federal Credit Union Act is the primary regulatory barrier. The law mandates that a federally insured credit union cannot employ a person with a covered conviction unless the NCUA provides prior written consent. Covered offenses include any criminal offense involving dishonesty or breach of trust: fraud, embezzlement, theft, forgery, check fraud, identity theft, tax evasion, money laundering, and breach of fiduciary duty. The Fair Hiring in Banking Act (2024) expanded de minimis exceptions and now allows individuals to file waiver applications directly in some cases. Penalties for non-compliance include fines up to $1 million per day, creating a zero-risk approach at credit unions.

Company Overview

Global Credit Union (formerly Alaska USA Federal Credit Union) is one of the largest credit unions in the United States, headquartered in Anchorage, Alaska. Founded in 1948 to serve military and civilian personnel, the credit union has grown to serve over 756,000 members with more than $12 billion in assets. In 2022, Alaska USA merged with Global Credit Union of Spokane, Washington, resulting in a combined organization operating under the Global Credit Union name. The credit union is federally chartered and regulated by the National Credit Union Administration (NCUA).

Company Fast Facts

• Founded: 1948 (Anchorage, Alaska)

• Headquarters: Anchorage, Alaska

• Employees: ~2,000+

• Industry Rank: Among the 20 largest U.S. credit unions by membership

• Operations: 100+ branches in Alaska, Arizona, California, Washington, and Idaho

• Assets: $12+ billion (2023)

• Members: 756,000+

• Regulator: National Credit Union Administration (NCUA)

• Business Model: Not-for-profit, member-owned financial cooperative

Hiring Policy Analysis

Global Credit Union's hiring process is governed primarily by federal regulatory requirements rather than discretionary employer policy. For any position requiring access to member funds, accounts, or confidential financial information—which includes virtually every role inside the credit union—the NCUA's Section 205(d) rules govern hiring decisions, overriding general EEOC policies. Credit unions take a zero-risk approach due to severe penalties for non-compliance. The nexus between offense and job is automatically established by federal statute for any crime involving dishonesty or breach of trust. For minor, older offenses, a de minimis exception may apply, but felonies rarely qualify.

Position-Specific Barriers

Barrier levels are determined by access to member funds, accounts, confidential financial data, and Section 205(d) applicability.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, and PayScale. Actual compensation varies by location and experience.

Career Path Examples

For individuals who successfully obtain NCUA waivers or qualify for de minimis exceptions, career advancement is possible but remains challenging due to ongoing regulatory scrutiny.

Member Services Track: Member Service Rep I ($17-$19/hr) → Member Service Rep II ($19-$22/hr) → Financial Service Rep ($20-$24/hr) → Branch Supervisor → Branch Manager ($29-$41/hr). Requires NCUA waiver for all positions.

Lending Track: Loan Processor ($19-$26/hr) → Consumer Loan Officer → Mortgage Loan Originator ($24-$48/hr) → Lending Manager. NMLS licensing required; additional regulatory scrutiny.

Operations/IT Track: IT Help Desk ($25-$35/hr) → IT Analyst ($35-$45/hr) → Business Systems Analyst → IT Manager. Technical certifications valued; Section 205(d) applies.

Background Check Process

Global Credit Union's background check process is more extensive than typical employers due to federal regulatory requirements. Understanding this process is critical for Second Chance applicants.

What They Check: Comprehensive fingerprint-based FBI criminal history check; state and federal criminal records; credit history review (financial institution standard); employment verification; education verification; reference checks; Section 205(d) compliance screening.

Lookback Period: Indefinite for Section 205(d) covered offenses—the prohibition is based on conviction type, not age. For non-covered offenses, California and Washington impose 7-year limits. Alaska and Arizona have no statutory limits.

Timeline: Standard background checks take 1-2 weeks. If an NCUA waiver is required, add 3-12 months for the waiver process. The credit union cannot employ the individual until written NCUA consent is received.

Process Flow: Application submitted → Initial screening → Interview conducted → Conditional offer extended → Background check authorization → Fingerprint-based FBI check → Section 205(d) screening → If covered offense: NCUA waiver application → NCUA review (3-12 months) → Waiver granted/denied → Final hiring decision.

Disqualifying Factors

High Risk for Disqualification (Section 205(d) Covered Offenses):

• Bank fraud, wire fraud, or financial institution fraud

• Embezzlement, theft, or larceny

• Forgery, counterfeiting, or check fraud

• Identity theft or misuse of personal information

• Money laundering or tax evasion

• Breach of fiduciary duty

Lower Risk (Non-Section 205(d) Offenses - Case-by-Case):

• Non-dishonesty offenses older than 7 years (e.g., simple assault unrelated to employment)

• Drug possession (not distribution) with demonstrated recovery

• Traffic offenses unrelated to fraud

  
  

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.

  
  

• NCUA Waiver Appeal: If the NCUA denies a waiver, you may request a hearing by submitting written request within 30 days.

  
  

• Individual Filing Option: Under the Fair Hiring in Banking Act (2024), you may file an NCUA waiver application directly in some cases without credit union sponsorship.

Application Strategy

1. Determine Section 205(d) Status First: Review NCUA guidance on covered offenses. If your felony involved theft, fraud, forgery, embezzlement, or any form of dishonesty, acknowledge that you face a federal prohibition requiring NCUA waiver.

   
   

2. Check De Minimis Eligibility: If your offense was minor, occurred 10+ years ago (felony) or 5+ years ago (misdemeanor), resulted in minimal punishment, and involved no incarceration beyond 3 days, you may qualify for de minimis exception.

   
   

3. Target Non-Credit Union Roles: Seek positions at third-party contractors (janitorial, IT consulting) that work with but are not directly employed by the credit union. These may avoid Section 205(d).

   
   

4. Seek Legal Counsel: Consult with an attorney experienced in banking employment law before applying. They can assess your Section 205(d) status and advise on waiver eligibility.

   
   

5. Apply Through Official Channels: Submit applications through careers-globalcu.icims.com. Global Credit Union posts positions on Indeed, LinkedIn, and Glassdoor.

   
   

6. Be Completely Honest: Never lie about your criminal history. Dishonesty is an automatic disqualifier and misrepresentation on NCUA forms is a federal offense resulting in permanent disqualification.

   
   

7. Document Rehabilitation Thoroughly: Gather comprehensive evidence: completion of treatment programs, educational certificates, stable employment history, community involvement, restitution payments, and character references. NCUA waivers require overwhelming rehabilitation evidence.

   
   

8. Prepare for Lengthy Process: If an NCUA waiver is needed, expect 3-12 months for the application process. The credit union must sponsor your waiver application and demonstrate why they want to hire you specifically.

Tips for Applicants with Records

1. Understand the Regulatory Reality: Credit union employment is fundamentally different from most industries. Federal law—not employer discretion—controls hiring for covered offenses. Accept this reality before investing time in applications.

   
   

2. Know What Section 205(d) Covers: Any crime involving dishonesty or breach of trust triggers the prohibition. This includes theft, fraud, forgery, embezzlement, identity theft, tax evasion, money laundering, and breach of fiduciary duty—even misdemeanors.

   
   

3. Time Matters for Waivers: Convictions more than 10 years old are viewed more favorably for NCUA waivers. If your conviction is recent (within 5 years), consider building a track record elsewhere first.

   
   

4. The Credit Union Must Want You: NCUA waivers require credit union sponsorship. The institution must justify why you specifically should be hired despite the conviction. This typically only happens for exceptional candidates with strong qualifications.

   
   

5. Build Experience Elsewhere First: Establish a track record of reliability in other industries. Several years of stable employment, community involvement, and professional development make waiver applications stronger.

   
   

6. Highlight Compliance Experience: If you've worked in other regulated industries (healthcare, government) and maintained a clean record, emphasize this experience as evidence of trustworthiness.

   
   

7. Consider FDIC-Insured Banks: Section 19 of the FDIA applies similar restrictions to FDIC-insured banks. However, the waiver process and criteria may differ slightly. Research both options.

   
   

8. Pursue Expungement Where Available: Alaska has very limited expungement options. California, Washington, and Arizona offer broader relief. Expunged records may not need to be disclosed for federal financial institution positions in some circumstances—consult legal counsel.

Benefits Overview

Global Credit Union offers competitive benefits for full-time employees, consistent with major financial institutions.

Compensation: Entry-level member service positions start at $17-$19/hr. Financial service representatives earn $18-$24/hr. Branch managers earn $60,000-$85,000/yr. Mortgage loan officers earn base salary plus commission ($50,000-$100,000+).

401(k) and Retirement: 401(k) plan with employer matching contribution. Vesting schedule applies. Retirement planning resources available.

Health Benefits: Medical, dental, and vision insurance for employees and eligible dependents. Multiple plan options available. Health Savings Account (HSA) options with some plans.

Time Off: Paid vacation starting at approximately 18 days annually (accrues based on tenure). Separate paid sick leave. Paid federal holidays.

Additional Benefits: Life insurance and disability coverage. Employee Assistance Program (EAP). Credit union membership benefits including reduced loan rates and higher savings rates.

Employee Perspectives

Pros:

• Competitive benefits package for financial industry

• Job stability in established institution

• Credit union membership perks

• Professional development opportunities

• Member-focused culture versus profit-driven banks

  
  

Cons:

• Heavy regulatory compliance burden

• Sales goals can conflict with member service mission

• Bureaucratic processes in large organization

• Pay may lag behind commercial banks for comparable roles

Frequently Asked Questions

1. Does Global Credit Union hire people with felonies?

   It is highly unlikely for Global Credit Union to hire individuals with felony convictions involving dishonesty, breach of trust, or money laundering due to Section 205(d) of the Federal Credit Union Act. This federal law prohibits federally insured credit unions from employing anyone with such convictions unless the NCUA grants prior written consent through a waiver. For non-dishonesty felonies (e.g., simple assault, DUI), case-by-case consideration is possible. Best opportunities are at third-party contractors or non-financial subsidiaries.

   
   

2. What is the background check process at Global Credit Union?

   Global Credit Union conducts comprehensive background checks including fingerprint-based FBI criminal history, state and federal records, credit history review, employment and education verification, and Section 205(d) compliance screening. Background checks occur after conditional offer. If a covered conviction is discovered, the credit union must either withdraw the offer or initiate an NCUA waiver application.

   
   

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

   For Section 205(d) covered offenses (crimes involving dishonesty or breach of trust), there is no lookback limit—the prohibition is lifetime unless an NCUA waiver is granted. For non-covered offenses, California and Washington impose 7-year limits on criminal record reporting. Alaska and Arizona have no statutory limits. The FBI fingerprint check covers all criminal history regardless of age.

   
   

4. What types of convictions make hiring more difficult at Global Credit Union?

   Section 205(d) covered offenses create the highest barriers: bank fraud, wire fraud, embezzlement, theft, forgery, check fraud, identity theft, money laundering, tax evasion, and breach of fiduciary duty. These are lifetime disqualifiers without NCUA waiver. Violence and robbery are concerning for branch positions. Drug trafficking may implicate dishonesty. Recent offenses (within 5 years) face highest scrutiny regardless of type.

   
   

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

   The best opportunities are positions that may avoid Section 205(d): third-party contractor roles (outsourced janitorial, IT consulting firms that service the credit union), non-financial subsidiaries (Global Insurance Brokers), and marketing roles without account access. Direct credit union positions like Member Service Rep ($17-$19/hr) require NCUA waiver for covered offenses.

   
   

6. Does Global Credit Union drug test, and what kind of test do they use?

   Yes, Global Credit Union conducts pre-employment drug screening as part of the hiring process. Standard urine analysis testing is typical. The credit union maintains a drug-free workplace policy. Failed tests are disqualifying. Note that marijuana use may be disqualifying despite state legalization in California and Washington due to federal law and financial institution policies.

   
   

7. When during the hiring process will Global Credit Union ask about criminal history?

   This varies by state. In California and Washington (Ban the Box states), criminal history questions cannot be asked until after conditional offer. In Alaska and Arizona (no Ban the Box), questions may appear earlier. Regardless of state, the FBI fingerprint-based background check occurs after conditional offer. For Section 205(d) covered offenses, federal disclosure requirements override state protections.

   
   

8. Can someone advance to management at Global Credit Union if they have a felony?

   Advancement to management is theoretically possible for individuals who obtained NCUA waivers or have non-covered offenses, but faces increased scrutiny. Management positions involve greater fiduciary responsibility and may require additional NCUA approval for promotions. The credit union may be reluctant to promote someone with a covered conviction history due to regulatory risk. Building an extensive track record of reliability and trustworthiness is essential.

   
   

9. How long does the hiring and background check process take at Global Credit Union?

   Standard background checks take 1-2 weeks. The complete hiring process from application to start date typically takes 2-4 weeks for candidates without Section 205(d) issues. If an NCUA waiver is required, add 3-12 months for the waiver application, review, and decision process. The credit union cannot employ the individual until written NCUA consent is received, making the total timeline potentially over a year.

   
   

10. What can applicants do to improve their chances of getting hired at Global Credit Union?

    First, assess whether your conviction is covered by Section 205(d). If not covered, proceed with application while being completely honest about your record. If covered, check de minimis eligibility (10+ years, minimal punishment). Target non-credit union roles (contractors, subsidiaries). Consult legal counsel before applying. Document comprehensive rehabilitation evidence. Build experience in other industries first. Be patient—the waiver process takes months. Never misrepresent your criminal history—this is a federal offense with permanent consequences.

Alternative Second Chance Employers

If Global Credit Union's Section 205(d) requirements create insurmountable barriers, consider these employers known for fair chance hiring practices:

Conclusion

Global Credit Union presents significant challenges for individuals with criminal records due to the federal regulatory framework governing credit union employment. Section 205(d) of the Federal Credit Union Act creates a lifetime prohibition for anyone convicted of a crime involving dishonesty or breach of trust—a category that includes most financial crimes. Unlike typical employers who have discretion in hiring decisions, credit unions are bound by federal law that requires NCUA approval before employing covered individuals.

The compensation and benefits are competitive for the financial services industry, with entry-level positions starting at $17-$19/hr and management positions reaching $60,000-$85,000 or more. The benefits package includes 401(k) matching, comprehensive health insurance, and credit union membership perks. Career advancement is possible for those who successfully obtain waivers or have non-covered offenses.

Key Success Factors: Determine Section 205(d) applicability before applying. Check de minimis eligibility if your offense is older. Target non-credit union roles (contractors, subsidiaries). Consult legal counsel. Document comprehensive rehabilitation. Be 100% honest—misrepresentation is a federal crime.

Biggest Barriers: Any crime involving dishonesty or breach of trust (fraud, theft, forgery, embezzlement, identity theft, money laundering, tax evasion) creates a lifetime prohibition requiring NCUA waiver. The waiver process takes 3-12 months and requires credit union sponsorship. Credit unions take a zero-risk approach due to penalties up to $1 million per day for non-compliance. For most Second Chance applicants with financial crimes in their history, employment at Global Credit Union—or any federally insured credit union—will not be realistic without extraordinary circumstances.

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, employee reviews (Glassdoor, Indeed), salary databases (PayScale), and federal regulatory guidance, employment information and company policies may change without notice. Always verify current practices directly with Global Credit Union.

Inclusion in this guide does not guarantee employment. Background check laws, expungement procedures, and fair chance hiring requirements vary by state and should be confirmed with legal professionals. Federal financial institution regulations (Section 205(d) FCU Act, Section 19 FDIA) create absolute barriers for certain convictions that cannot be overcome without regulatory waiver. Consult with an employment attorney or legal aid organization for specific legal advice about your situation, particularly regarding NCUA waiver eligibility.

Apply Now: https://careers-globalcu.icims.com