Quick Answer

Yes, Idaho Power hires individuals with felony convictions for certain positions. As a major electric utility serving over 620,000 customers across southern Idaho and eastern Oregon with approximately 2,200 employees, Idaho Power operates as a regulated utility subject to EEOC guidelines. A felony conviction is not an automatic disqualifier, and the company conducts individualized assessments as required by federal law.

The law prohibits employers from having blanket policies excluding all felons. Idaho Power must evaluate each applicant individually using the EEOC Green Factors: nature of the offense, time elapsed, and job-relatedness. Idaho's Fair Employment Practices Act, enforced by the Idaho Human Rights Commission, encourages employers to give applicants with records a fair opportunity to prove their merit.

The greatest barriers are created by felonies related to theft, fraud, or sabotage (critical infrastructure security), violent offenses (workplace safety concerns), and crimes affecting integrity (positions handling sensitive data or funds). NERC Critical Infrastructure Protection (CIP) requirements impose additional scrutiny for positions with access to cyber systems or physical security areas.

The best opportunities exist in Warehouse Operations, Construction/Line Work Apprenticeships, Trade Assistant, and Customer Service positions. Idaho Power offers exceptional benefits including a defined benefit pension plan (increasingly rare), 401(k), generous paid time off, and competitive wages. The company's culture emphasizes safety, integrity, and respect for all employees.

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: Idaho Power cannot automatically exclude you solely for having a felony conviction. EEOC guidelines require individualized assessment using the Green Factors (nature of crime, time elapsed, job-relatedness).

  
  

• Job-Related Assessment: Must be prepared for the company to evaluate whether your conviction is related to specific job duties. Critical infrastructure positions face additional NERC CIP scrutiny.

  
  

• Physical Requirements: Many utility positions require physical capability including working outdoors in various weather conditions, climbing poles/structures, lifting equipment, and operating heavy machinery.

  
  

• Drug Screen: Must pass pre-employment drug testing. Safety-sensitive utility positions require strict drug-free compliance. DOT-regulated positions have additional testing requirements.

  
  

• Honesty is Paramount: Idaho Department of Labor advises ex-offenders to disclose convictions proactively and then focus on strengths and goals. Lying is an automatic disqualifier.

  
  

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

  
  

• Driver's License: Many positions require a valid driver's license; some require CDL. DUI/DWI convictions may affect eligibility for driving-related roles.

Critical Regulatory Information

Understanding the legal landscape is essential for second chance applicants at Idaho Power. The company operates critical infrastructure subject to federal FERC/NERC regulations while also following Idaho state employment laws and EEOC guidelines. Idaho has historically supported ex-offender re-entry through programs like the Federal Bonding Program and Work Opportunity Tax Credit.

EEOC Guidelines

The Equal Employment Opportunity Commission advises employers not to automatically refuse applicants based on criminal records. Employers must conduct individualized assessments 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. Any denial must be justified by job-relatedness and business necessity.

FCRA Requirements

Under Idaho Code § 67-3008, employers must obtain written consent from applicants before requesting criminal history from government agencies. The Fair Credit Reporting Act (FCRA) requires:

(1) Clear written disclosure and consent before background check;

(2) Pre-adverse action notice with copy of report and FCRA rights summary;

(3) Reasonable time to dispute inaccuracies;

(4) Final adverse action notice if decision stands. Non-conviction records older than 7 years cannot be reported for positions under $75,000/year.

State-Specific Considerations

Idaho does not have a statewide Ban the Box law for private employers, though state agencies follow ban-the-box principles. The Idaho Fair Employment Practices Act, enforced by the Idaho Human Rights Commission (IHRC), states that "a fair opportunity should be given to applicants to prove their merit even though they may have a police record." The IHRC encourages employers to consider severity, recency, and number of convictions before disqualifying applicants. Idaho employers can benefit from the Federal Bonding Program (protects against employee dishonesty) and Work Opportunity Tax Credit (WOTC) for hiring ex-offenders.

Utility Industry-Specific Considerations

Idaho Power operates critical infrastructure subject to North American Electric Reliability Corporation (NERC) Critical Infrastructure Protection (CIP) standards and Federal Energy Regulatory Commission (FERC) oversight. NERC CIP Standard CIP-004 requires personnel risk assessments for individuals with cyber or physical access to critical cyber assets. At minimum, this includes identity verification and a 7-year criminal background check, updated every 7 years. Positions involving access to control systems, substations, or cyber assets face heightened scrutiny. However, many entry-level and support positions may not require NERC CIP clearance.

Company Overview

Idaho Power Company is a regulated electric utility serving southern Idaho and eastern Oregon, operating as a subsidiary of IDACORP, Inc. (NYSE: IDA). Founded in 1916 and headquartered in Boise, Idaho, the company provides safe, reliable, and affordable electricity to residential, business, and agricultural customers. Idaho Power is proud to be among the nation's few investor-owned utilities with a significant hydroelectric generating base, resulting in some of the lowest electricity prices in the country.

The company operates 17 hydroelectric power plants along the Snake River and its tributaries, representing approximately 40% of generation capacity. Idaho Power has committed to providing 100% clean energy by 2045, with additional investments in wind, solar, and other renewable sources. The company has reduced carbon emissions intensity by almost 50 percent since 2005 and is exploring exiting its final coal plant. The company's culture emphasizes safety first, integrity always, and respect for all—values that guide employee interactions and customer service.

Idaho Power serves as a vital employer in the Boise metropolitan area and across its service territory. The company has deep roots in the communities it serves, dating back over a century. The utility industry provides essential services that communities depend on regardless of economic conditions, making Idaho Power one of the more recession-resistant employers in the region. The company's investment in clean energy infrastructure creates ongoing employment opportunities in construction, maintenance, and operations.

Company Fast Facts

• Founded: 1916 (Boise, Idaho)

• Headquarters: 1221 W. Idaho Street, Boise, Idaho 83702

• Employees: Approximately 2,200

• Service Area: 24,000 square miles across southern Idaho and eastern Oregon

• Customers Served: Over 620,000

• Parent Company: IDACORP, Inc. (NYSE: IDA)

• CEO: Lisa A. Grow

• Power Plants: 17 hydroelectric facilities plus natural gas and renewable sources

Hiring Policy Analysis

Idaho Power is an equal opportunity employer committed to non-discriminatory hiring practices. The company states: "We're proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, sex (including pregnancy), age, sexual orientation, gender identity, genetic information, veteran status, physical or mental disability, marital status, and any other status protected by applicable federal and state laws."

As a regulated utility operating critical infrastructure, Idaho Power must balance fair hiring practices with NERC CIP security requirements. Background checks are conducted after conditional offers for most positions. The company offers apprenticeship programs that provide paid training pathways into skilled trades. Idaho Power maintains a recruiting office at 208-388-2965 and welcomes inquiries about accommodations during the application process.

Employee reviews consistently highlight the company's excellent benefits, including a defined benefit pension plan that is increasingly rare in the private sector. The pension, combined with 401(k) contributions, competitive wages, and generous time off, makes Idaho Power an attractive employer for individuals seeking long-term career stability. Reviews note that pay is transparent with clear ranges for each position and predictable advancement paths.

The company's apprenticeship programs deserve special mention for second chance applicants. Idaho Power apprenticeships provide not only the training needed to learn a trade but also excellent pay and benefits from day one. Apprentices receive structured progression through skill development while contributing meaningfully to company operations. Many successful careers at Idaho Power began through the apprenticeship pathway, demonstrating the company's commitment to developing talent regardless of educational background.

Position-Specific Barriers

Barrier levels are determined by access to critical infrastructure, cyber systems, customer data/funds, and NERC CIP requirements.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, ZipRecruiter, and company postings. Idaho Power employees rate compensation and benefits 4.0-4.3/5 stars. The company offers competitive pay with annual merit increases and transparent pay ranges.

Career Path Examples

Idaho Power emphasizes internal advancement and offers apprenticeship programs that provide paid training in skilled trades. The company supports internal transfers and promotes from within. Employees describe opportunities for career growth across departments.

Linework Track: Pre-Apprentice Lineworker (temporary, $18-$22/hr) → Lineman Apprentice ($23-$33/hr, 4-year program) → Journeyman Lineman ($33-$47/hr) → Line Foreman ($45-$55/hr) → Line Crew Supervisor. Apprentices receive comprehensive training while earning competitive wages.

Customer Service Track: Entry Customer Service Rep ($18-$22/hr) → Senior Customer Service Rep ($22-$28/hr) → Team Lead ($28-$35/hr) → Customer Service Supervisor ($50K-$70K/yr). Strong performance and tenure open advancement opportunities.

Operations Track: Trade Assistant ($17-$22/hr) → Substation Technician Apprentice ($22-$28/hr) → Substation Technician ($28-$40/hr) → Senior Technician → Operations Supervisor. Technical skills development through on-the-job training.

Background Check Process

Understanding Idaho Power's background check process helps you prepare appropriately. As a critical infrastructure operator, the company conducts thorough screening while adhering to EEOC individualized assessment requirements. Background checks typically occur after conditional job offers.

• What They Check: Criminal history at county, state, and federal levels; SSN verification and identity confirmation; employment history verification; education verification for positions requiring specific credentials; drug screening; motor vehicle records for driving positions; NERC CIP personnel risk assessment for positions with access to critical cyber assets.

  
  

• Lookback Period: FCRA allows reporting convictions indefinitely in Idaho. Non-conviction records (arrests without conviction) cannot be reported beyond 7 years for positions under $75,000/year. NERC CIP positions require 7-year criminal history checks minimum, updated every 7 years or 'for cause.' Employment verification typically extends 5-7 years.

  
  

• Timeline: Application to interview typically takes 2-4 weeks. Background check process generally completes within 1-3 weeks after conditional offer. NERC CIP positions may require additional time for personnel risk assessment completion.

  
  

• Process Flow: Application submitted via idahopowercompany.wd1.myworkdayjobs.com → Recruiter screening → Interview(s) → Conditional offer → Background check authorization → Background check conducted → Results reviewed with individualized assessment → Final hiring decision → Pre-adverse/adverse action notice if applicable → Start date → Orientation.

During the individualized assessment phase, Idaho Power considers factors outlined in EEOC guidance: the nature and gravity of the offense, time elapsed since offense or completion of sentence, and relevance to the position sought. The Idaho Human Rights Commission guidance encourages giving applicants a fair opportunity to prove their merit. This means that even if negative information appears on a background check, you may have the opportunity to provide context and rehabilitation evidence before a final decision is made.

Disqualifying Factors

High Risk for Disqualification: Theft, fraud, embezzlement, or sabotage (critical infrastructure security); violent felonies (workplace safety); sexual offenses; drug manufacturing/distribution (safety-sensitive environment); felonies involving dishonesty that would compromise infrastructure security; gross misconduct that impugns reliability.

Lower Risk (Case-by-Case): Non-violent property crimes (older offenses); simple drug possession (especially if treatment completed); DUI/DWI (for non-driving positions, depending on recency); minor theft (older offenses with rehabilitation evidence). All decisions based on individualized assessment considering job-relatedness.

Your Rights as Applicant

• Written Consent Required: Under Idaho Code § 67-3008, employers must obtain your written consent before requesting criminal history from government agencies.

  
  

• FCRA Protections: You must receive clear written disclosure and provide consent before background check. If denied based on the report, you're entitled to a copy and right to dispute inaccuracies.

  
  

• Pre-Adverse Action Notice: Before final decision, you must receive notice with copy of report and summary of FCRA rights. Reasonable time to respond with corrections or context.

  
  

• EEOC Protection: You have the right to individualized assessment. Idaho HRC guidance states applicants should be given fair opportunity to prove merit despite police records.

Application Strategy

1. Target Entry-Level Trade/Labor Positions: Focus on Warehouse Worker, Trade Assistant, Construction Laborer, and Pre-Apprentice Lineworker positions. These roles have lower security barriers while offering pathways to skilled trades careers.

   
   

2. Apply Through Official Channels: Submit applications through Idaho Power's careers portal at idahopower.com/careers or the Workday jobs site. Contact the Recruiting Office at 208-388-2965 or jobs@idahopower.com with questions.

   
   

3. Follow Idaho's Proactive Disclosure Advice: The Idaho Department of Labor advises ex-offenders to let employers know upfront about convictions, then immediately pivot to discussing strengths and future goals. This builds trust and demonstrates honesty.

   
   

4. Prepare Your Narrative: Have a brief, honest explanation ready: acknowledge the offense without excuses, describe what you learned, and explain concrete rehabilitation steps. Focus on stability, reliability, and commitment to safety.

   
   

5. Document Rehabilitation: Gather evidence of positive changes: completion of treatment/education programs, vocational training, stable work history, community service, and character references from employers, probation officers, or community members.

   
   

6. Highlight Safety Consciousness: Idaho Power's culture emphasizes 'safety first.' Demonstrate understanding of workplace safety, willingness to follow protocols, and commitment to protecting coworkers and the public.

   
   

7. Consider Apprenticeship Programs: Idaho Power apprenticeships provide paid training, excellent benefits, and career advancement. If your record is older and rehabilitation is documented, these programs offer structured pathways.

   
   

8. Be Flexible on Location: Idaho Power serves a 24,000-square-mile territory. Positions in more remote areas may have less competition. Willingness to relocate or travel increases opportunities.

Tips for Applicants with Records

1. Utility Industry Offers Stable Careers: Electricity is essential infrastructure. Idaho Power provides regulated, stable employment with pension benefits increasingly rare in private industry. This stability supports long-term rehabilitation success.

   
   

2. Start Entry-Level, Prove Yourself: Begin with positions having lower security barriers. Demonstrate reliability, safety consciousness, and integrity. Once established, internal advancement becomes possible even for NERC CIP 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 in advance.

   
   

4. Pass the Drug Test: Utility work is safety-sensitive. If you have substance issues, address them completely before applying. Idaho Power requires pre-employment drug screening for all positions.

   
   

5. Leverage Federal Bonding Program: Idaho participates in the Federal Bonding Program, which provides employers fidelity bonds protecting against employee dishonesty. This reduces employer risk in hiring ex-offenders.

   
   

6. Mention WOTC Eligibility: Employers can receive Work Opportunity Tax Credits for hiring qualified ex-felons. While you shouldn't lead with this, it's an incentive that may support your candidacy.

   
   

7. Emphasize Physical Capability: Many utility positions require physical labor, outdoor work, and ability to work in challenging conditions. Highlight relevant physical work experience and willingness to work hard.

   
   

8. Consider Seasonal/Temporary First: Pre-Apprentice Lineworker positions are often temporary. These provide an opportunity to demonstrate capabilities before permanent hiring decisions.

Benefits Overview

Idaho Power offers an exceptional benefits package that employees consistently rate highly (4.0-4.3/5 for compensation and benefits). The defined benefit pension plan is particularly notable as these have become increasingly rare in private industry. Benefits are available to eligible full-time employees.

• Pension Plan: Defined benefit pension plan—increasingly rare in private sector. Provides guaranteed retirement income based on years of service and final average pay. This benefit alone attracts many long-term employees.

  
  

• 401(k): Company contributions to 401(k) retirement savings in addition to pension. Provides additional retirement security and tax-advantaged savings.

  
  

• Health Benefits: Medical, dental, and vision insurance. Employee reviews note coverage is good, especially for individuals, though family coverage costs more as with most employers.

  
  

• Time Off: Generous Flexible Time Off (FTO) accrual starting immediately. 8 paid holidays plus up to 4 floating holidays. New employees receive 40 hours FTO upon hire. Accrual rate increases with tenure.

  
  

• Insurance: Basic life insurance at 1.5x annual salary provided at no cost. Short-term and long-term disability coverage included—benefits other companies charge for.

  
  

• Work-Life Balance: Customer Service positions offer Monday-Friday schedules. Hybrid work environment (2 days remote for eligible positions). Employees report good work-life balance.

  
  

• Employee Perspectives - Pros: Pension plan (rare to find); fair pay with transparent ranges; great benefits that improve with tenure; stable industry; work-life balance; internal advancement opportunities; excellent time-off accruals.

  
  

• Employee Perspectives - Cons: Some report slow decision-making; management quality varies by department; promotions can take time; some favoritism concerns; change management challenges during company growth.

Frequently Asked Questions

1. Does Idaho Power hire people with felonies?

   Yes, Idaho Power hires individuals with felony convictions for certain positions. The company is an equal opportunity employer and conducts individualized assessments as required by EEOC guidelines. Best opportunities are in Warehouse, Trade Assistant, Construction Labor, and Customer Service roles. NERC CIP positions involving critical infrastructure access face higher scrutiny but are not automatically excluded.

   
   

2. What is the background check process at Idaho Power?

   Idaho Power conducts comprehensive background checks after conditional job offers. Checks include criminal history (county, state, federal), employment verification, education verification, and drug screening. Positions with NERC CIP requirements undergo additional personnel risk assessments including identity verification and 7-year criminal checks. The company uses individualized assessment and provides FCRA notices.

   
   

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

   Idaho follows FCRA guidelines: convictions can be reported indefinitely, while non-convictions (arrests without conviction) cannot be reported beyond 7 years for positions under $75,000/year. NERC CIP positions require minimum 7-year criminal history checks. Employment verification typically extends 5-7 years. Decisions are based on individualized assessment considering recency and relevance.

   
   

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

   Highest barriers: theft, fraud, embezzlement, sabotage (infrastructure security); violent felonies (workplace safety); crimes affecting integrity that would compromise critical infrastructure; drug manufacturing/distribution; sexual offenses. Lower barriers: non-violent property crimes (older offenses), simple drug possession with treatment completion, DUI (non-driving positions). All subject to individualized assessment.

   
   

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

   Warehouse Worker ($16-$20/hr), Trade Assistant ($17-$22/hr), Construction Laborer ($18-$24/hr), and Customer Service Representative ($18-$22/hr) offer the best entry points. These positions have lower NERC CIP requirements and provide pathways to advancement. Pre-Apprentice Lineworker positions (temporary) can lead to apprenticeships.

   
   

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

   Yes, Idaho Power requires pre-employment drug screening for all positions. Utility work is safety-sensitive and the company maintains a drug-free workplace. DOT-regulated positions (CDL drivers) have additional testing requirements including random testing. Failing or refusing a drug test is disqualifying.

   
   

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

   Idaho does not have a statewide Ban the Box law for private employers. Idaho Power may ask about criminal history on applications or during interviews. However, Idaho Department of Labor advises proactive disclosure followed by discussing strengths. Background checks are conducted after conditional offers, and individualized assessment occurs before final decisions.

   
   

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

   Yes, advancement is possible. Idaho Power promotes from within and supports internal transfers. Starting in lower-barrier positions and demonstrating reliability, safety consciousness, and integrity over time opens advancement opportunities. Some management and supervisory positions may have NERC CIP requirements, but demonstrated track record can support qualification.

   
   

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

   Application to interview typically takes 2-4 weeks. Background checks generally complete within 1-3 weeks after conditional offer. NERC CIP positions may require additional time for personnel risk assessment. Total process from application to start date averages 4-8 weeks depending on position and verification requirements.

   
   

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

    (1) Target entry-level positions (Warehouse, Trade Assistant, Construction Laborer); (2) Apply through official careers portal;

    (3) Proactively disclose conviction and pivot to strengths;

    (4) Prepare rehabilitation documentation;

    (5) Emphasize safety consciousness;

    (6) Pass drug screening;

    (7) Highlight physical capability and work ethic;

    (8) Consider temporary/seasonal positions to demonstrate abilities;

    (9) Mention Federal Bonding eligibility;

    (10) Be flexible on location within service territory.

Alternative Second Chance Employers

If Idaho Power doesn't work out, consider these employers in Idaho and related industries:

Conclusion

Idaho Power offers genuine second chance opportunities for individuals with criminal records, particularly in Warehouse, Trade Assistant, Construction Labor, and Customer Service positions. As a regulated utility with approximately 2,200 employees serving southern Idaho and eastern Oregon, the company provides stable, long-term career opportunities in an essential industry. The exceptional benefits package—including a defined benefit pension plan, 401(k), generous PTO, and comprehensive health coverage—makes Idaho Power an attractive employer for those seeking career stability.

The company's critical infrastructure role creates additional security requirements through NERC CIP standards, but many positions do not require this level of clearance. Idaho's support for ex-offender re-entry through Federal Bonding and WOTC programs creates incentives for employers to give fair chances. Entry-level positions provide pathways to skilled trades through apprenticeship programs that offer paid training and excellent benefits.

The utility industry offers something many other industries cannot: genuine career stability with pension benefits. For individuals rebuilding their lives after incarceration, this stability can be transformational. Starting in a warehouse or trade assistant role and advancing through demonstrated reliability opens doors to careers as journeyman lineworkers earning $70,000-$100,000 annually with comprehensive benefits and retirement security.

Key Success Factors: Target entry-level trade/labor positions; proactively disclose conviction and pivot to strengths; prepare rehabilitation documentation; emphasize safety consciousness and integrity; pass drug screening; highlight physical capability and work ethic; consider temporary positions to demonstrate abilities; be flexible on location.

Biggest Barriers: Theft, fraud, sabotage convictions (critical infrastructure security); violent felonies (workplace safety); crimes affecting integrity; NERC CIP requirements for positions with access to control systems or cyber assets.

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, ZipRecruiter), and government guidance, employment information and company policies may change without notice. Always verify current practices directly with Idaho Power.

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://www.idahopower.com/about-us/careers/