Quick Answer

Conditional. JetBlue Airways hires individuals with felony convictions for certain positions, but the airline industry presents uniquely challenging barriers due to federal security regulations. As a major U.S. airline with approximately 25,000 employees, JetBlue is subject to stringent oversight from the Transportation Security Administration (TSA), Federal Aviation Administration (FAA), and Department of Transportation (DOT).

The law prohibits companies from having a blanket policy excluding all felons. However, federal aviation security requirements create mandatory disqualifying offenses that permanently bar individuals from obtaining SIDA (Secure Identification Display Area) badges required for most operational positions. State laws like New York's Fair Chance Act provide additional protections for headquarters positions.

The greatest barriers are created by TSA permanently disqualifying felonies (espionage, sedition, treason, terrorism, hazmat violations), interim disqualifying offenses with 10-year bars (murder, kidnapping, rape, drug trafficking, robbery, weapons violations), and DOT drug testing requirements for all safety-sensitive positions.

The best entry points are Support Center positions (reservations, customer support) that do not require SIDA badges, and administrative roles at corporate headquarters in Long Island City, NY where NYC Fair Chance Act protections apply. Individuals without disqualifying offenses may also pursue operational roles after thorough TSA vetting.

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:

• TSA Eligibility (for operational roles): Must NOT have any of the 36 TSA disqualifying criminal offenses. Permanent disqualifiers include espionage, sedition, treason, terrorism, and hazmat transportation violations. Interim disqualifiers (10-year bar) include murder, kidnapping, rape, robbery, drug trafficking, and weapons violations.

  
  

• EEOC Protection (for non-SIDA roles): For positions not requiring SIDA badges, JetBlue must conduct individualized assessment under EEOC guidelines considering the Green Factors (nature of offense, time elapsed, job relevance).

  
  

• Drug Screen: Must pass mandatory DOT pre-employment drug testing for all safety-sensitive positions. Testing screens for marijuana, cocaine, opiates, PCP, and amphetamines. This is a federal requirement with no exceptions.

  
  

• Honesty is Paramount: Must be completely honest on all federal security forms. Falsification of information on TSA/FBI background check forms is a separate federal offense and results in permanent disqualification.

  
  

• Work Authorization: Must be legally authorized to work in the United States. U.S. citizenship may be required for certain positions involving federal security clearances.

  
  

• Physical Requirements: Operational roles require ability to lift 70+ pounds, work in all weather conditions, and meet DOT physical examination requirements.

Critical Regulatory Information

Understanding the regulatory landscape is critical for Second Chance applicants in the airline industry. JetBlue operates under multiple federal regulatory frameworks that create barriers beyond the company's discretion. However, positions outside the secure area and at corporate locations offer pathways subject to standard EEOC guidelines.

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;

(3) Nature of the job sought. However, EEOC guidelines do not override federal TSA/FAA security requirements for positions requiring SIDA badges or security clearances.

FCRA Requirements

JetBlue must comply with the Fair Credit Reporting Act (FCRA) for all background checks:

(1) Written disclosure and consent before background check;

(2) Pre-adverse action notice with copy of report if denial is being considered;

(3) Reasonable time to dispute inaccuracies;

(4) Final adverse action notice if decision stands. TSA/FBI criminal history checks are separate from FCRA requirements but applicants must still be notified of results.

State-Specific Considerations

JetBlue is headquartered in Long Island City, New York, where the NYC Fair Chance Act provides strong protections. This law prohibits employers from inquiring about criminal history until after a conditional offer is extended and requires a Fair Chance Analysis before withdrawing offers. However, federal security requirements supersede state protections for positions requiring TSA vetting. JetBlue also has operations in Orlando (Florida has no statewide Ban the Box) and Salt Lake City (Utah has limited protections). Focus City locations vary by state law.

Aviation Industry-Specific Considerations

The aviation industry operates under unique federal security requirements: TSA Security Threat Assessment (STA) required for all SIDA badge holders; FBI fingerprint-based Criminal History Records Check (CHRC) with 10-year lookback; DOT drug and alcohol testing mandatory for safety-sensitive positions; FAA oversight for flight crew and maintenance positions. The TSA maintains a list of 36 disqualifying criminal offenses—individuals with these convictions are legally barred from holding SIDA badges regardless of employer willingness to hire.

Company Overview

JetBlue Airways Corporation is a major American low-cost airline founded in 1998 by David Neeleman and headquartered in Long Island City, New York. The airline began operations in February 2000 and has grown to become the sixth-largest airline in the United States. JetBlue operates approximately 1,000 daily flights to over 100 destinations in the Americas and Europe, with focus cities including John F. Kennedy International Airport (JFK), Boston Logan (BOS), Fort Lauderdale (FLL), Orlando (MCO), and San Juan (SJU). The airline has built its reputation on delivering a premium customer experience at competitive prices, differentiating itself from traditional budget carriers.

The company employs approximately 25,000 crewmembers (JetBlue's term for employees) and generated revenue of approximately $9.28 billion in FY2024. In February 2024, Joanna Geraghty became CEO, making history as the first woman to lead a major U.S. airline. Geraghty joined JetBlue in 2005 as vice president and associate general counsel, rising through the ranks to serve as executive vice president and chief people officer before becoming president and COO. Her elevation to CEO signals JetBlue's commitment to internal development and promotion from within.

JetBlue is known for pioneering amenities like free Wi-Fi, seatback entertainment, and its Mint business class with lie-flat seats. The airline operates a fleet of approximately 280 aircraft, primarily Airbus A320 and A321 models, along with Embraer E190 jets for regional routes. JetBlue's Support Centers are located in Long Island City (corporate headquarters), Salt Lake City, Orlando, and several other locations, providing remote work opportunities for customer support and administrative positions.

Company Fast Facts

• Founded: 1998 (Operations began 2000)

• Headquarters: Long Island City, New York

• Employees: ~25,000 crewmembers

• Stock Symbol: JBLU (NASDAQ)

• Revenue: $9.28 billion (FY2024)

• CEO: Joanna Geraghty (since February 2024)

• Fleet: ~280 aircraft (Airbus A320/A321, Embraer E190)

• Focus Cities: JFK, Boston, Fort Lauderdale, Orlando, San Juan

Hiring Policy Analysis

JetBlue's hiring practices operate within the constraints of federal aviation security requirements. For positions requiring SIDA badges (most airport operational roles including ramp agents, gate agents, and aircraft maintenance), TSA regulations mandate specific criminal history checks that cannot be waived regardless of company policy or individual circumstances. These federal requirements supersede any internal JetBlue policies or state fair chance laws. For corporate and Support Center positions not requiring airport access, JetBlue conducts individualized assessments under EEOC guidelines and complies with state fair chance laws like NYC's Fair Chance Act at headquarters.

JetBlue refers to employees as 'crewmembers' and has historically emphasized a culture of respect and opportunity. The company conducts background checks after conditional offers are extended, giving applicants the opportunity to demonstrate their qualifications before criminal history is considered. For positions subject to individualized assessment, JetBlue considers the Green Factors: nature and gravity of the offense, time elapsed since the offense, and nature of the job sought. Union representation through TWU (flight attendants), IBT (maintenance), and ALPA (pilots) provides additional job security and advancement structures for represented positions.

Position-Specific Barriers

Barrier levels are determined primarily by whether the position requires SIDA badge access, DOT drug testing, or FAA certification.

Available Positions and Pay

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

Career Path Examples

JetBlue emphasizes internal mobility and promotes from within. Many leadership positions are filled by crewmembers who started in entry-level roles.

Customer Support Track: Reservation Agent ($13-18/hr) → Customer Support Specialist ($18-22/hr) → Team Lead ($22-28/hr) → Support Center Supervisor ($50-65K/yr). Remote-friendly with no SIDA requirement.

Airport Operations Track: Ground Operations Crew ($18-24/hr) → Lead Agent ($22-28/hr) → Supervisor Airport Operations ($55-75K/yr) → Station Manager ($80-120K/yr). Requires clear TSA history and DOT testing.

Inflight Track: Flight Attendant ($21-57/hr) → Lead Flight Attendant → Inflight Supervisor → Base Manager. Most stringent requirements. 13+ years to top-out pay of $57.53/hr.

Background Check Process

JetBlue's background check process varies significantly based on whether the position requires SIDA badge access. Operational roles undergo extensive federal vetting while corporate positions follow standard procedures.

• What They Check: For SIDA positions: FBI fingerprint-based Criminal History Records Check (CHRC); TSA Security Threat Assessment against terrorism watchlists; 10-year employment verification; DOT drug and alcohol testing. For non-SIDA positions: Standard criminal background check; employment verification; drug screening (may vary).

  
  

• Lookback Period: TSA requires 10-year criminal history review. Permanent disqualifying offenses have no time limit. FCRA limits reporting of non-convictions to 7 years in most states.

  
  

• Timeline: Standard background checks take 1-2 weeks. TSA/FBI vetting can take 2-4 weeks. SIDA badge processing after clearance takes 7-10 business days. Temporary 30-day badges may be issued pending final clearance.

  
  

• Process Flow: Application → Interview → Conditional offer → Background check authorization → Standard check + TSA submission (if applicable) → Drug test → Results reviewed → Pre-adverse/adverse action if applicable → Final offer → Orientation → SIDA training (if applicable).

Disqualifying Factors

• TSA Permanent Disqualifiers (No Time Limit): Espionage; sedition; treason; terrorism; improper transportation of hazardous materials; conspiracy to commit any of the above.

  
  

• TSA Interim Disqualifiers (10-Year Bar): Assault with intent to murder; kidnapping or hostage taking; rape or aggravated sexual abuse; unlawful possession/use of firearms or explosives; robbery; distribution or intent to distribute controlled substances; felony arson; extortion; bribery; illegal entry.

  
  

• Other High-Risk Offenses: Felony theft (among most common disqualifiers); fraud; dishonesty-related offenses; DUI/substance offenses for safety-sensitive roles; lying on federal security forms (automatic bar).

Your Rights as Applicant

• FCRA Protections: Written notice and consent required before background check. Copy of report and summary of rights if adverse action considered. Right to dispute inaccuracies.

  
  

• NYC Fair Chance Act (HQ positions): Criminal history inquiry prohibited until after conditional offer. Fair Chance Analysis required before withdrawing offers. Right to respond to concerns within 5 business days.

  
  

• TSA Appeal Rights: Right to appeal TSA determinations. Redress process available through DHS Traveler Redress Inquiry Program (DHS TRIP). Right to correct FBI records through FBI Identity History Summary.

Application Strategy

1. Verify TSA Eligibility First: Before applying to ANY operational role, review the TSA list of 36 disqualifying offenses. If you have any permanently disqualifying offense, focus exclusively on Support Center or corporate positions.

   
   

2. Target Support Center Positions: Focus on remote Customer Support, Reservations, and administrative roles at Long Island City, Salt Lake City, or Orlando Support Centers. These don't require SIDA badges.

   
   

3. Apply Through Official Channels: Submit applications through careers.jetblue.com. JetBlue posts positions on LinkedIn, Indeed, and Glassdoor. Check regularly as positions open frequently.

   
   

4. Be Completely Honest: Never lie on federal security forms. Falsification is a separate criminal offense and results in permanent disqualification. Many applicants with records have been hired—dishonesty prevents employment.

   
   

5. Prepare Your Narrative: Have a brief, honest explanation: acknowledge the offense, describe what you learned, explain your growth. Focus on rehabilitation and stability. Keep it concise.

   
   

6. Document Rehabilitation: Gather evidence: certificates, stable employment history, community involvement, reference letters. Particularly important for positions subject to individualized assessment.

   
   

7. Check Expungement Eligibility: Research whether your offense qualifies for sealing or expungement. Sealed/expunged records generally cannot be reported. Consult legal aid for assistance.

   
   

8. Leverage NYC Fair Chance Act: For headquarters positions, you cannot be asked about criminal history until after conditional offer. Prepare for Fair Chance Analysis discussion if your record becomes an issue.

Tips for Applicants with Records

1. Understand Federal Limitations: Unlike most industries, airline employment is heavily regulated by federal law. TSA disqualifying offenses cannot be waived regardless of rehabilitation.

   
   

2. Focus on Non-SIDA Roles: Support Center positions offer genuine pathways. Remote work options have expanded since COVID, creating more opportunities outside secure areas.

   
   

3. Order Your FBI Record: Request your Identity History Summary from the FBI before applying. Know exactly what will appear. Dispute errors in advance.

   
   

4. Pass the Drug Test: DOT drug testing is mandatory for safety-sensitive positions with no exceptions. Marijuana is federally illegal regardless of state laws. Address substance issues completely.

   
   

5. Consider the Timeline: Interim disqualifying offenses have 10-year bars. If you're approaching the 10-year mark, operational roles may become available.

   
   

6. Build Aviation Experience: Consider ground handling companies (GAT, Swissport) that may have different policies. Experience can strengthen future JetBlue applications.

   
   

7. Network and Use Referrals: Current JetBlue crewmembers can provide referrals. Employee referrals often receive priority consideration.

   
   

8. Be Flexible on Location: Support Centers in Salt Lake City and Orlando may have different opportunities than New York. Willingness to relocate expands options.

Benefits Overview

JetBlue offers competitive benefits for crewmembers. Benefits begin after eligibility periods and vary by position type and union status. The company has historically invested in employee benefits as part of its culture-first approach to business operations.

• Travel Benefits: Free unlimited standby travel on JetBlue flights is the most valued benefit. Crewmembers receive 20% discount on confirmed JetBlue reservations. Buddy passes allow friends and family to fly standby at reduced rates. Interline agreements provide discounted travel on partner airlines worldwide. These travel benefits extend to eligible family members and begin after initial employment period.

  
  

• Health Insurance: Medical coverage through Aetna with multiple plan options including PPO and high-deductible health plans. HSA-eligible plans available with company contributions to health savings accounts. Comprehensive dental coverage for preventive and major services. Vision coverage for exams, glasses, and contact lenses. Prescription drug coverage with mail-order options for maintenance medications. Mental health coverage including therapy and counseling services. Coverage typically begins after 30-60 days depending on position.

  
  

• Retirement: 401(k) plan with company match up to specified percentage of employee contribution. Profit sharing distributions when company achieves profitability targets. Employee Stock Purchase Plan (ESPP) allows crewmembers to purchase JetBlue stock at 15% discount through payroll deductions. Financial planning resources and retirement counseling available through benefits portal.

  
  

• Time Off: Vacation accrual based on seniority, with longer-tenured crewmembers earning more weeks annually. Paid sick time for illness and medical appointments. Personal days for individual needs. Parental leave for new parents including birth, adoption, and foster placement. Bereavement leave for family loss. PTO accrued weekly for hourly employees based on hours worked.

  
  

• Additional Benefits: Basic life insurance of $13,000 provided at no cost. Supplemental life insurance options available at group rates. Short and long-term disability coverage for income protection. Group legal plan covering common legal needs. Employee Assistance Program (EAP) providing confidential counseling and referral services. Commuter benefits for parking and transit expenses. Crewmember discounts on hotels, rental cars, and various products and services.

  
  

• Employee Perspectives - Pros: Outstanding travel benefits consistently rated as top perk; supportive culture with emphasis on work-life balance; genuine career growth opportunities; competitive pay for industry; 76% of employees report receiving overtime pay; strong team environment described as 'family-like' atmosphere.

  
  

• Employee Perspectives - Cons: Irregular schedules for operational roles can be challenging for work-life balance; junior seniority means less schedule control and more undesirable shifts; complex schedules for flight crews with varying trip lengths; airline industry volatility creates uncertainty during economic downturns; standby travel can be unpredictable during peak seasons.

Frequently Asked Questions

1. Does JetBlue hire people with felonies?

   Conditionally yes. JetBlue hires individuals with felony convictions for certain positions, but the airline industry has unique federal barriers that create more challenges than most employers. Positions requiring SIDA badges (most airport operational roles) are subject to TSA regulations with 36 specific disqualifying offenses that cannot be waived. Support Center and corporate positions that don't require airport access offer better opportunities for applicants with records, as these roles follow standard EEOC individualized assessment guidelines rather than federal security mandates.

   
   

2. What is the background check process at JetBlue?

   The process varies significantly by position type. For SIDA positions: comprehensive FBI fingerprint-based Criminal History Records Check (CHRC), TSA Security Threat Assessment against terrorism watchlists, 10-year employment verification, and mandatory DOT drug and alcohol testing. For non-SIDA positions: standard criminal background check covering county, state, and federal records; employment verification typically covering past 5-7 years; education verification where applicable; and drug screening which may vary by location. The process typically takes 1-4 weeks depending on position type and complexity of history.

   
   

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

   TSA requires a 10-year criminal history review for all SIDA positions, which is mandated by federal law and cannot be shortened. Permanent disqualifying offenses such as espionage, terrorism, and treason have no time limit and result in lifetime disqualification from SIDA-required positions. FCRA limits reporting of non-conviction records to 7 years for standard background checks. Interim disqualifying offenses carry 10-year bars, after which individuals may be eligible for reconsideration. Employment verification typically covers the past 5-10 years.

   
   

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

   The hierarchy of difficulty depends on federal TSA classifications. Permanent bars with no pathway include: espionage, sedition, treason, terrorism, and hazmat violations. 10-year bars include: murder, assault with intent to murder, kidnapping, rape, robbery, drug trafficking, and weapons violations. High-risk offenses for all positions: felony theft (among the most common disqualifiers reported by TSA), fraud, embezzlement, and dishonesty-related offenses. DUI and substance offenses create barriers for safety-sensitive roles. Lying on federal security forms results in automatic permanent disqualification.

   
   

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

   The best options avoid TSA vetting requirements entirely. Reservation Agent ($13-18/hr) offers remote work with no SIDA badge required and consistent hiring volume. Customer Support Specialist ($15-20/hr) handles inquiries from Support Centers with remote positions available. Administrative Support ($18-25/hr) at corporate headquarters in Long Island City qualifies for NYC Fair Chance Act protections. Business Analyst and IT roles ($55-85K/yr) at corporate locations don't require airport access. These positions follow standard EEOC guidelines with individualized assessment rather than automatic TSA disqualifications.

   
   

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

   Yes. DOT-mandated pre-employment drug testing for all safety-sensitive positions (ramp agents, flight crew, maintenance). Testing screens for marijuana, cocaine, opiates, PCP, and amphetamines. This is federal law with no exceptions regardless of state marijuana laws.

   
   

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

   For NYC headquarters positions, under the Fair Chance Act, criminal history inquiry is prohibited until after conditional offer. For operational roles, TSA vetting occurs after conditional offer. However, you must be truthful on all federal security forms when asked.

   
   

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

   Yes, for non-SIDA positions. JetBlue promotes from within and values career development. Management roles in Support Centers don't require TSA vetting. However, management in airport operations requires clear TSA history. Corporate advancement opportunities exist for qualified crewmembers.

   
   

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

   Standard positions: 2-3 weeks total. SIDA positions: 3-6 weeks including TSA vetting. Background checks take 1-2 weeks; TSA/FBI vetting adds 2-4 weeks. SIDA badge processing takes 7-10 days after clearance. Temporary 30-day badges may be issued pending final clearance.

   
   

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

    Key strategies:

    (1) Verify TSA eligibility before applying to operational roles;

    (2) Target Support Center positions;

    (3) Be completely honest on all forms;

    (4) Document rehabilitation thoroughly;

    (5) Order and review your FBI record;

    (6) Check expungement eligibility;

    (7) Leverage NYC Fair Chance Act for HQ positions;

    (8) Network with current crewmembers.

Alternative Second Chance Employers

If JetBlue doesn't work out due to TSA restrictions, consider these employers in aviation and related industries:

Conclusion

JetBlue Airways presents a uniquely challenging employment landscape for individuals with criminal records due to the overlay of federal aviation security requirements. Unlike most industries where EEOC guidelines and state fair chance laws provide meaningful protections, TSA regulations create mandatory barriers that cannot be waived regardless of rehabilitation, time elapsed, or employer willingness to hire. The federal government maintains ultimate authority over who can work in secure areas of airports, which affects the majority of airline operational positions.

However, genuine opportunities exist for those who understand the landscape and strategically target appropriate positions. Support Center positions in reservations, customer support, and administrative roles offer pathways that don't require SIDA badges or TSA vetting. JetBlue's Long Island City headquarters positions benefit from NYC's Fair Chance Act protections, which prohibit criminal history inquiries until after conditional offer and require individualized assessment before withdrawing offers. Remote work expansion has created additional opportunities outside secure airport environments.

For individuals without TSA disqualifying offenses who have passed the 10-year interim period, operational roles become accessible. The 10-year lookback for interim offenses means that time can open doors—those approaching this milestone should plan ahead and prepare their applications for when eligibility is restored. The TSA Rap Back system provides continuous monitoring, so maintaining a clean record after being hired is essential for continued employment in SIDA positions.

Key Success Factors: Verify TSA eligibility before applying to operational roles by reviewing the complete list of disqualifying offenses; target Support Center positions that don't require airport access; be completely honest on all federal security forms since falsification is a separate criminal offense; document rehabilitation with certificates, stable employment, and reference letters; leverage state fair chance protections in NYC and other applicable jurisdictions; network with current crewmembers for referrals; be flexible on location and schedule.

Biggest Barriers: TSA permanently disqualifying offenses create no pathway regardless of rehabilitation; interim disqualifying offenses carry mandatory 10-year bars; DOT drug testing requirements with zero tolerance for federally controlled substances; lying on federal security forms results in automatic permanent disqualification; the FBI Rap Back system enables continuous criminal history monitoring after hire.

For those with non-disqualifying records seeking aviation careers, JetBlue offers competitive compensation, outstanding travel benefits that employees consistently rate as their top perk, and genuine advancement opportunities. The airline's culture emphasizes crewmember development, and many current leaders—including CEO Joanna Geraghty—started in entry-level roles and worked their way up. With persistence, honesty, and strategic positioning, individuals with criminal histories can build successful careers at JetBlue.

Disclaimer

This guide provides general information and should not be considered legal advice. Hiring policies and federal regulations may change. While we strive for accuracy using publicly available sources, TSA regulations and JetBlue policies may evolve. Always verify current requirements directly with JetBlue and review TSA disqualifying offense lists at tsa.gov.

Inclusion in this guide does not guarantee employment. Federal aviation security requirements supersede state fair chance laws for positions requiring SIDA badges. Consult with an employment attorney for specific legal advice about your situation.

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