Quick Answer

Yes, Honeywell does hire individuals with felony convictions for certain positions. As a multinational technology and manufacturing conglomerate with approximately 102,000 employees worldwide, Honeywell operates across aerospace, building automation, industrial automation, and energy solutions sectors. Employment decisions are conditional upon passing a background check and are subject to Fair Chance Hiring principles and EEOC guidelines.

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.

The greatest barriers are created by felonies related to fraud and financial crimes (due to access to sensitive corporate data and assets), theft and dishonesty offenses (impacting trust for positions with inventory or equipment access), and national security concerns (many aerospace and defense positions require federal security clearance). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

The best opportunities exist in manufacturing and production positions that do not require security clearances. Entry-level production operator and assembly technician roles offer accessible pathways with wages from $16-$25/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:

• No Blanket Exclusion: Must be aware that the company is not allowed to automatically exclude you solely for being a felon. EEOC guidelines require individualized assessment of all candidates.

  
  

• Job-Related Assessment: Must be prepared for the company to evaluate whether your felony is related to the job duties using the Green Factors (nature of crime, time elapsed, nature of job).

  
  

• Physical Requirements: Manufacturing positions require standing for extended periods, lifting up to 35-50 pounds, and working around heavy machinery.

  
  

• Drug Screen: Must pass a mandatory pre-employment 5-panel urine drug test administered through Quest Diagnostics. Honeywell maintains a drug-free workplace policy.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked (after conditional offer). Lying is an automatic disqualifier and can result in termination if discovered later.

  
  

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

  
  

• Security Clearance Eligibility (for applicable roles): Many aerospace and defense positions require U.S. citizenship and ability to obtain federal security clearance. Criminal history is reviewed indefinitely for clearance determinations.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential. Honeywell is headquartered in Charlotte, North Carolina, and operates facilities across multiple states with varying fair chance hiring laws. As a federal contractor and defense industry participant, the company must comply with additional federal requirements for many positions.

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. Blanket policies excluding all felons are prohibited under Title VII.

FCRA Requirements

Honeywell uses HireRight to conduct background checks. Under the Fair Credit Reporting Act (FCRA), if a job offer is denied based on the background check report, Honeywell must:

(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 the decision stands after review.

State-Specific Considerations

North Carolina, where Honeywell is headquartered, has limited fair chance protections for private employers. Executive Order 158 (effective November 2020) applies only to state agencies, not private companies like Honeywell. However, major Honeywell facilities in California, Arizona, and other states benefit from stronger local protections. California's Fair Chance Act prohibits inquiring about criminal history until after a conditional offer. Arizona has limited statewide protections. Applicants should research the specific laws in the state where they are applying, as some municipalities have additional Ban the Box ordinances.

Defense Contractor-Specific Considerations

Honeywell's significant involvement in aerospace and defense creates unique barriers. The company's Aerospace Technologies division provides products and services for commercial aviation, defense, and space programs. Many positions require federal security clearances (Confidential, Secret, or Top Secret), which involve comprehensive federal background investigations by the Defense Counterintelligence and Security Agency (DCSA). Criminal history is reviewed indefinitely for clearance determinations, focusing on trustworthiness, reliability, and loyalty. Certain convictions—particularly those involving espionage, terrorism, sabotage, or unauthorized disclosure of classified information—may permanently disqualify individuals from clearance eligibility. However, manufacturing, building automation, and corporate support positions typically do not require security clearances and remain accessible to second chance applicants.

Company Overview

Honeywell International Inc. is a diversified technology and manufacturing corporation founded in 1906. Headquartered in Charlotte, North Carolina, Honeywell operates through four primary business segments: Aerospace Technologies, Building Automation, Industrial Automation (including Safety and Productivity Solutions), and Energy and Sustainability Solutions. The company employs approximately 102,000 people globally and generated $38.5 billion in revenue for fiscal year 2024.

Honeywell is committed to technology innovation and sustainable solutions. The company provides products and services found on virtually every commercial, defense, and space aircraft worldwide. Beyond aerospace, Honeywell manufactures building automation systems, industrial safety equipment, and advanced materials.

Company Fast Facts

• Founded: 1906 (Minneapolis, Minnesota)

• Headquarters: Charlotte, North Carolina

• Employees: 102,000 globally (2024)

• Industry Rank: Fortune 500 (#115 in 2023)

• Major Operations: United States, Europe, Asia-Pacific, Middle East

• Stock Exchange: NASDAQ (HON)

• CEO: Vimal Kapur (since June 2023)

• Business Model: Technology manufacturing, aerospace components, building automation, industrial safety solutions

• Revenue: $38.5 billion (FY 2024)

Hiring Policy Analysis

Honeywell conducts background checks on all new hires as standard practice. While the company has not publicly signed the Fair Chance Business Pledge, it operates as an Equal Opportunity Employer and must comply with EEOC guidelines requiring individualized assessment. The company conducts background checks through HireRight after extending a conditional offer. The hiring process typically includes online application, phone screening, interviews, conditional offer, background check and drug test, and final decision. Processing time averages 30-45 days.

Position-Specific Barriers

Barrier levels are determined by security clearance requirements, access to sensitive technology, and regulatory compliance obligations.

Available Positions and Pay

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

Career Path Examples

Honeywell emphasizes internal advancement and offers development programs. Many supervisory and management positions are filled through internal promotion. Employee reviews indicate advancement from operator to supervisor can occur within 2-3 years with strong performance.

Manufacturing Operations Track: Production Operator ($16-$23/hr) → Senior Operator ($20-$26/hr) → Team Lead ($24-$30/hr) → Production Supervisor ($55K-$75K/yr). Advancement requires demonstrated reliability, quality metrics, and willingness to train others.

Technical Maintenance Track: Assembly Technician ($17-$24/hr) → Manufacturing Technician ($20-$28/hr) → Maintenance Mechanic ($25-$32/hr) → Maintenance Supervisor ($65K-$85K/yr). Technical certifications and cross-training accelerate advancement.

Quality Assurance Track: Production Operator ($16-$23/hr) → Quality Inspector ($22-$31/hr) → Senior Quality Technician ($28-$36/hr) → Quality Supervisor ($70K-$90K/yr). Attention to detail and process documentation skills valued.

Background Check Process

Understanding Honeywell's background check process helps you prepare for what to expect. The company conducts background checks after extending a conditional job offer, giving you the opportunity to demonstrate qualifications before criminal history is reviewed.

• What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels through HireRight; identity verification through SSN trace and address history; employment history verification for the past 7-10 years; education verification for positions requiring specific credentials; drug screening (mandatory 5-panel urine test through Quest Diagnostics for all positions); motor vehicle record (MVR) for driving positions; federal security investigation for clearance-required positions.

  
  

• Lookback Period: Standard 7-year criminal lookback for most positions. Employment verification typically extends 7-10 years. Serious offenses may be considered beyond the 7-year window. Security clearance positions have no lookback limitation—criminal history is reviewed indefinitely.

  
  

• Timeline: The hiring process averages approximately 30-45 days from application to hire based on employee reports. Background checks typically take 2-4 weeks to complete after conditional offer. Security clearance positions may take significantly longer—potentially 3-12 months for clearance processing.

  
  

• Process Flow: Application submitted → Phone screening → Interview(s) conducted → Conditional offer extended → Background check and drug test authorization signed → Background check conducted by HireRight → Drug test at Quest facility → 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: Recent violent felonies (within 7 years); fraud, embezzlement, or financial crimes; theft of corporate property or trade secrets; drug trafficking or manufacturing; offenses involving dishonesty or breach of trust; any offense related to espionage, sabotage, or terrorism; sex offenses; convictions that would prevent security clearance for clearance-required positions.

Lower Risk (Case-by-Case): Non-violent property crimes more than 7 years old; drug possession (personal use, not trafficking) with evidence of rehabilitation; DUI/DWI older than 5 years with clean driving record; offenses committed as a minor; convictions that have been expunged or pardoned. All subject to individualized assessment considering rehabilitation evidence and job-relatedness.

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 with HireRight.

  
  

• Pre-Adverse Action Notice: Before a final decision, you must receive notice with a copy of the report and a summary of your FCRA rights. You have reasonable time (typically 5 business days) to respond and dispute inaccuracies.

  
  

• EEOC Protection: You have the right to an individualized assessment. Blanket exclusions based solely on criminal record are prohibited under Title VII.

  
  

• State Protections: If applying in California, you benefit from the Fair Chance Act which delays criminal history inquiry until after conditional offer and requires individualized assessment. Other states have varying protections—research the laws in your application state.

  
  

• Dispute Rights: You can dispute inaccurate information on background reports directly with HireRight. Check your own records beforehand through the state repository or a consumer reporting agency.

Application Strategy

1. Target Non-Clearance Manufacturing Positions: Focus on Production Operator, Assembly Technician, and Warehouse Associate roles which have the lowest barriers and highest volume hiring needs. Avoid aerospace engineering, defense systems, and any positions listing security clearance requirements.

   
   

2. Apply Through Official Channels: Submit your application through careers.honeywell.com. Honeywell also posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as manufacturing positions are posted frequently. Consider applying to multiple locations to maximize opportunities.

   
   

3. Prepare for the Interview: Be ready to discuss your reliability, attention to detail, and ability to work in team environments. Research Honeywell's products and business segments. Emphasize your commitment to safety and quality—core values in manufacturing environments.

   
   

4. Be Completely Honest: Never lie about your criminal history. Dishonesty is an automatic disqualifier and can result in termination even after hire if discovered later. Wait until asked or until the appropriate stage (after conditional offer) to discuss your record.

   
   

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 in your state. North Carolina allows expungement of certain non-violent offenses after waiting periods. Contact legal aid organizations for assistance. Expunged records generally cannot be reported on background checks.

   
   

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. Manufacturing Has Constant Hiring Needs: Honeywell's manufacturing facilities operate multiple shifts and experience regular turnover. Don't be discouraged by individual rejections—keep applying to different facilities and positions.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at Honeywell begin in entry-level production roles. Prove reliability through consistent attendance and quality work. Training programs provide pathways to higher-paying technical and supervisory 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 in advance.

   
   

4. Manufacturing-Specific Preparation: Manufacturing environments require attention to detail, safety awareness, and physical stamina. Demonstrate understanding of workplace safety concepts. Consider obtaining forklift certification or other relevant credentials to stand out.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. Honeywell requires a 5-panel urine drug test for all positions administered through Quest Diagnostics. Testing occurs after conditional offer.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and any consistent work history—even informal work shows you can be counted on. Manufacturing employers especially value dependability and punctuality.

   
   

7. Network and Use Employee Referrals: Current Honeywell employees can provide referrals. Employee referrals often receive priority consideration. Network through LinkedIn or local workforce development programs to connect with current employees.

   
   

8. Be Flexible on Scheduling: Willingness to work second shift, third shift, or weekends increases your chances significantly. Manufacturing operates around the clock, and off-shift positions often have less competition. Shift differentials provide additional pay.

Benefits Overview

Honeywell offers a comprehensive benefits package for eligible employees. Benefits begin on date of hire for most coverage types.

• Compensation: Production and manufacturing positions range from $16-$35/hr depending on role and experience. Annual raises based on performance. Overtime paid at time-and-a-half (1.5x) for hours exceeding 40 per week.

  
  

• 401(k) and Retirement: Honeywell 401(k) Plan with generous employer match: 87.5% match on the first 8% of eligible pay you contribute (effectively up to 7% company contribution). Pre-tax, Roth, and after-tax contribution options available. 100% vested in your own contributions immediately.

  
  

• Health Benefits: Choice of two national medical carriers: Cigna or Horizon Blue Cross Blue Shield of New Jersey. High-deductible health plan design with Health Savings Account (HSA) option. HSA employer contributions for eligible employees. Prescription drug coverage included with medical enrollment. Telehealth visits available for all enrolled members.

  
  

• Additional Health Coverage: Dental and vision coverage. Employee Assistance Program (EAP) with up to 8 visits per issue. Behavioral health support available.

  
  

• Time Off: Paid time off accrual based on years of service. Paid holidays. Short-term and long-term disability benefits available. Parental leave for eligible employees.

  
  

• Additional Benefits: Life insurance and AD&D coverage. Business travel accident insurance. Flexible spending accounts. Commuter benefits. Tuition reimbursement. Employee discount programs.

  
  

• Employee Perspectives - Pros: Strong 401(k) match; stable employment with global company; advancement opportunities from within; diverse work environment; good work-life balance in some facilities; comprehensive benefits package.

  
  

• Employee Perspectives - Cons: Fast-paced manufacturing environment can be demanding; rotating shifts in production facilities; high deductibles on health insurance; 401(k) match paid as lump sum at year-end rather than per pay period; some facilities have mandatory overtime during peak periods.

Frequently Asked Questions

1. Does Honeywell hire people with felonies?

   Yes, Honeywell does hire people with felony convictions for certain positions, particularly in manufacturing, production, and warehouse roles that do not require security clearances. The company conducts thorough background checks on all applicants. Hiring decisions follow EEOC guidelines for individualized assessment. The best opportunities exist in non-clearance positions where factors like offense nature, time elapsed, and rehabilitation are considered. Positions requiring federal security clearance present significant barriers.

   
   

2. What is the background check process at Honeywell?

   Honeywell conducts background checks through HireRight after extending a conditional job offer. The process includes criminal history searches at county, state, and federal levels; SSN verification; employment verification for the past 7-10 years; education verification for applicable positions; and a mandatory 5-panel drug test through Quest Diagnostics. You must provide written consent before the background check begins, and you have the right to receive a copy of the report and dispute any inaccuracies.

   
   

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

   Honeywell typically uses a standard 7-year lookback period for criminal history on most positions. Employment verification usually extends 7-10 years. However, serious offenses may be considered beyond 7 years, and positions requiring federal security clearance have no lookback limitation—criminal history is reviewed indefinitely. Some states limit what can be reported (California restricts reporting of convictions older than 7 years for positions under $125,000).

   
   

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

   The most challenging convictions include: fraud, embezzlement, and financial crimes; theft of corporate property or trade secrets; violent felonies (especially recent); drug trafficking; offenses involving dishonesty or breach of trust; sex offenses; and offenses disqualifying from security clearance. Non-violent offenses older than 7 years with demonstrated rehabilitation have better outcomes. Drug possession with treatment completion and property crimes with restitution are evaluated more favorably.

   
   

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

   The best entry-level positions include: Production Operator ($16-$23/hr) – high-volume hiring, best entry point; Assembly Technician ($17-$24/hr) – component assembly work; Warehouse Associate ($16-$21/hr) – material handling, forklift certification helpful; and Material Handler ($16-$20/hr). These positions do not require security clearances and offer pathways to advancement. Focus on Building Automation and Industrial Automation segments rather than Aerospace Technologies.

   
   

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

   Yes, Honeywell requires a pre-employment 5-panel urine drug test administered through Quest Diagnostics. The test screens for marijuana (THC), cocaine, amphetamines/methamphetamines, opiates, and PCP. Testing occurs after a conditional job offer. Honeywell maintains a drug-free workplace policy. Note that even in states where marijuana is legal, Honeywell can still take action based on positive THC results.

   
   

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

   Honeywell conducts background checks after extending a conditional job offer, meaning your criminal history is not reviewed until you've demonstrated your qualifications through the interview process. In states with Ban the Box laws (like California), Honeywell is required to delay criminal history inquiry until after the conditional offer. Focus on your qualifications during the application and interview—be honest if directly asked about your record while emphasizing rehabilitation.

   
   

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

   Yes, advancement to supervisory and management positions is possible, particularly in non-clearance manufacturing and operations roles. Employee reviews indicate promotions from operator to supervisor can occur within 2-3 years with strong performance. Key factors include consistent attendance, strong performance metrics, demonstrated leadership, completion of training programs, and continued clean record. Positions requiring security clearance or significant financial responsibility may face additional review.

   
   

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

   The complete hiring process typically takes 30-45 days from application to start date: application review (1-2 weeks), interviews (1-2 weeks), background check (2-4 weeks), drug test (48-72 hours), and final offer (3-5 days). Background checks can take longer with multiple addresses or discrepancies. Security clearance positions require 3-12 months additional processing.

   
   

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

    To improve your chances: target non-clearance manufacturing positions; obtain relevant certifications (forklift, OSHA); prepare a clear explanation of your conviction emphasizing rehabilitation; gather documentation of rehabilitation; pass the drug test; apply to multiple facilities; demonstrate scheduling flexibility; highlight transferable skills; follow up professionally; and respond promptly to any pre-adverse action notices with rehabilitation documentation.

Alternative Second Chance Employers

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

Conclusion

Honeywell offers genuine opportunities for individuals with criminal records, particularly in manufacturing and production positions that do not require federal security clearances. As a Fortune 500 company with 102,000 employees and $38.5 billion in revenue, the organization provides stable employment with competitive wages and comprehensive benefits. Background checks occur after conditional offers, allowing applicants to demonstrate qualifications first.

Manufacturing work can be physically demanding with rotating shifts. However, compensation is competitive ($16-$25/hr entry-level), and the 87.5% 401(k) match on the first 8% of pay is exceptional. Career advancement to supervisory roles is available within 2-3 years of strong performance.

Key Success Factors: Target non-clearance manufacturing positions; be completely honest about your record; document rehabilitation thoroughly; pass the drug test; demonstrate reliability through consistent attendance and quality work; express flexibility on scheduling.

Biggest Barriers: Security clearance requirements eliminate many aerospace and defense positions; recent fraud, theft, and dishonesty convictions face highest scrutiny; violent felonies within 7 years significantly reduce opportunities; positions with financial responsibility have elevated standards.

For applicants willing to start in entry-level manufacturing and demonstrate their value, Honeywell represents a legitimate second chance opportunity with a major global employer. Focus on building a track record of reliability, take advantage of training programs, and your criminal history will matter less over time as your performance speaks for itself.

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 employee reviews, employment information may change without notice. Always verify current practices directly with Honeywell.

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. Consult with an employment attorney or legal aid organization for specific legal advice about your situation.

Apply Now: https://careers.honeywell.com