Quick Answer

Yes, JPMorgan Chase is a prominent Second Chance employer actively hiring individuals with criminal records. Since "banning the box" in 2018, approximately 10% of new U.S. hires (2,100+ annually) have criminal backgrounds. As America's largest bank with 270,000+ employees and 5,000+ branches nationwide, JPMorgan Chase collaborates with nonprofit partners in Phoenix, Chicago, Columbus, Detroit, Nashville, New York, Seattle, and Wilmington providing legal aid, career coaching, expungement clinics, wraparound services. Employment contingent upon FDIC Section 19 compliance—federal law bars individuals convicted of crimes involving dishonesty, breach of trust, or money laundering without FDIC waiver or Fair Hiring in Banking Act (FHBA) exclusion. Critical barriers include FDIC Section 19 requirements for dishonesty-related convictions, mandatory credit checks evaluating financial stability, and recent convictions requiring FDIC waiver process. However, FHBA reforms (2021) created automatic exclusions for offenses 7+ years old or 5+ years from release, dramatically expanding access. Best entry points: Transaction Processing ($17-$24/hr), Customer Service Representative ($16.67-$26.26/hr), Branch Operations Associate ($19-$27/hr) with company actively recruiting through Second Chance initiatives offering free legal aid for expungement and FDIC waivers.

Table of Contents

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. Disclaimer

Felon-Friendly Scorecard

Eligibility Checklist

Before applying, assess your FDIC Section 19 compliance and financial standing:

Check FHBA Exclusion Eligibility: If convicted of crime involving dishonesty or breach of trust, verify if you meet Fair Hiring in Banking Act automatic exclusions requiring NO waiver: (1) 7+ years elapsed since offense occurred OR 5+ years since release from incarceration; (2) Offense committed before age 21 AND 30+ months elapsed since sentencing; (3) Conviction legally expunged or sealed under state law; (4) Designated as "de minimis" lesser offense (simple possession, small-dollar theft under $1,000) AND 1+ year elapsed since conviction. Meeting any criterion creates automatic exclusion from Section 19 prohibition.

Evaluate Credit History: Credit check required for all positions. Heavy debt, liens, defaults, bankruptcies, charge-offs create concerns about financial stress potentially leading to theft or fraud in banking environment. Recent bankruptcies or ongoing financial crises create higher barriers especially for positions with cash handling or financial transaction access. Not automatic disqualification but evaluated contextually.

Verify Not OCC/FDIC Barred: If previously barred by Office of Comptroller of Currency or FDIC from banking industry employment, additional scrutiny applies. Permanent bars rare but possible for severe violations.

Ability to Pass Comprehensive Background Check: Criminal history (nationwide search including federal, state, county records); Employment history verification (past 7-10 years); Education verification (degrees, certifications claimed); Professional licenses if applicable; Reference checks. Dishonesty on application discovered during verification = automatic disqualification regardless of offense.

Consider FDIC Waiver Timeline: If offense recent (within 7 years) and involves dishonesty without FHBA exclusion qualification, prepare to pursue FDIC waiver with legal assistance. Waiver process typically 90-180 days. JPMorgan Chase partners provide free legal representation for waiver applications. Company will sponsor waiver if you receive conditional offer demonstrating company investment in Second Chance hiring beyond rhetoric.

Document Rehabilitation Evidence: Stable employment history since release; Education completion (GED, college, vocational training); Community involvement (volunteer work, church, mentorship); Character references from employers, community leaders, counselors; Treatment program completion if substance abuse related; Lack of subsequent arrests or violations. Strong rehabilitation evidence critical for waiver applications and borderline cases.

🚨 Critical Regulatory Information

IMPORTANT: JPMorgan Chase operates under Federal Deposit Insurance Act Section 19, which creates unique barriers for banking employment. This federal law prohibits FDIC-insured institutions from employing individuals convicted of crimes involving dishonesty, breach of trust, or money laundering without written FDIC consent (waiver). Understanding Section 19 requirements and Fair Hiring in Banking Act exclusions is absolutely critical before applying.

FDIC Section 19 Overview

Federal Deposit Insurance Act Section 19 prohibits banks from employing, without written FDIC consent, anyone convicted of criminal offense involving dishonesty, breach of trust, or money laundering. Violations subject banks to civil penalties up to $1 million per day and individuals to criminal penalties including $1 million fine and 5 years imprisonment. Section 19 applies to ALL FDIC-insured institutions over 4,800 banks nationwide employing millions. This creates uniform barrier across entire banking industry, not just JPMorgan Chase specific policy.

Crimes considered "dishonesty" or "breach of trust" broadly interpreted including: fraud (credit card fraud, bank fraud, mortgage fraud, insurance fraud, securities fraud, wire fraud, mail fraud); identity crimes (identity theft, false identity documents, impersonation); theft offenses (larceny, embezzlement, robbery, burglary with theft intent, receiving stolen property); forgery and counterfeiting; check crimes (check fraud, kiting, passing bad checks); tax evasion and tax fraud; bribery, extortion, kickbacks; money laundering; false statements to financial institutions or government agencies; insider trading. Importantly, violent crimes (assault, domestic violence) generally NOT Section 19 violations unless involving financial component. Drug possession generally NOT Section 19 unless trafficking involving money laundering. DUI, disorderly conduct, trespassing, most traffic offenses NOT covered.

Fair Hiring in Banking Act (FHBA) 2021 Exclusions

Congress reformed Section 19 through Fair Hiring in Banking Act (signed December 2021) creating automatic exclusions NO FDIC waiver required if offense meets these criteria. This dramatically expanded banking access for 70 million Americans with criminal records.

Automatic Exclusion #1 - Time Elapsed: 7+ years elapsed since offense occurred OR 5+ years since release from incarceration (whichever is later). Example: Conviction 2015, released 2017—eligible 2022 (5 years from release). Example: Conviction 2015, probation only—eligible 2022 (7 years from offense). Most common exclusion benefiting majority of Second Chance hires.

Automatic Exclusion #2 - Youthful Offender: Offense committed before age 21 AND 30+ months elapsed since sentencing. Example: Age 20 conviction, now age 23+ eligible. Recognizes youthful mistakes with shorter lookback.

Automatic Exclusion #3 - Expungement/Sealing: Conviction legally expunged or sealed under state law. All 50 states offer some expungement provisions. JPMorgan Chase operates expungement clinics in Chicago, Columbus, Wilmington helping candidates pursue record clearing. Expunged convictions may be legally denied to private employers—creates clean slate for banking employment.

Automatic Exclusion #4 - De Minimis Offenses: FDIC designated certain "lesser offenses" as de minimis requiring only 1+ year elapsed: simple possession of controlled substance (not distribution); theft involving $1,000 or less; other minor crimes designated by FDIC. Shortest lookback period recognizing low-risk nature.

If offense meets ANY exclusion criterion, NO waiver required FDIC Section 19 does not apply. Company conducts normal background check without federal banking prohibition. This is why FHBA passage was game-changer for Second Chance banking employment.

FDIC Waiver Process

If offense recent (within 7 years) and dishonesty-related without FHBA exclusion qualification, can apply for FDIC waiver. Unlike automatic exclusions, waiver requires individual application to FDIC demonstrating rehabilitation and low risk. JPMorgan Chase supports waiver process through legal aid partnerships.

Waiver Requirements: (1) Individual must apply with bank sponsorship; (2) Detailed personal statement explaining offense circumstances, acceptance of responsibility, life changes since conviction; (3) Rehabilitation evidence: stable employment history, education completion, community involvement, character references, treatment completion; (4) Bank employment offer or letter of intent; (5) Supporting documentation: court records, sentencing documents, probation completion, recommendation letters. JPMorgan Chase nonprofit legal aid partners assist preparing applications at no cost.

FDIC evaluates case-by-case considering: nature and circumstances of offense; time elapsed since conviction; evidence of rehabilitation; position responsibilities; bank internal controls; recommendation from sponsoring bank. FDIC has broad discretion no automatic approvals. Typical processing time 90-180 days though can extend longer for complex cases. Approval rates vary but demonstrating genuine rehabilitation improves chances significantly.

Credit Check Requirement

All banking positions require credit checks given fiduciary nature of financial services. Poor credit raises concerns about financial stress potentially motivating theft, fraud, embezzlement.

Evaluated factors: outstanding debt levels, payment history, defaults, charge-offs, liens, judgments, bankruptcies. Recent bankruptcies (within 2-3 years) create higher barriers especially for cash-handling positions. Active collections, large unpaid debts, patterns of financial irresponsibility scrutinized. However, credit checks evaluated contextually not automatic disqualification.

Company considers: circumstances leading to financial difficulties (medical bills, job loss, divorce); current financial stability and payment plans; time elapsed since bankruptcy/default; position responsibilities (back-office processing vs. cash handling). Applicants with poor credit should prepare explanations of circumstances and demonstrate current financial management. Credit rehabilitation through debt repayment, consistent payments, financial counseling strengthens applications.

Ban-the-Box Compliance

JPMorgan Chase removed criminal history questions from initial applications (2018) nationwide. No checkbox asking about convictions on application. Criminal history questions asked AFTER conditional job offer during background check process per Fair Credit Reporting Act requirements. This allows resume, qualifications, experience to be evaluated first before disclosure, ensuring fair consideration. Levels playing field for candidates with records competing against those without. State laws vary but company applies ban-the-box nationally as corporate policy commitment.

Company Overview

JPMorgan Chase & Co., founded 1799, is America's largest bank and global financial services leader with operations in 100+ countries. Formed through 2000 merger of J.P. Morgan & Co. and Chase Manhattan Bank, company has 225-year history of financial services innovation. Headquartered New York City with significant presence nationwide including major employment hubs in Columbus OH, Phoenix AZ, Chicago IL, Wilmington DE, Plano TX, Tampa FL, Brooklyn NY, Jersey City NJ. Company employs 270,000+ worldwide across four major business segments providing consumer banking, investment banking, commercial banking, asset management, wealth management.

Business segments employ Second Chance hires: Consumer & Community Banking (Chase brand retail banking, credit cards, mortgages, auto loans serving 60+ million U.S. households); Corporate & Investment Bank (investment banking, treasury services, securities services for corporations, governments, institutions); Commercial Banking (middle-market companies, corporations, municipalities, financial institutions); Asset & Wealth Management (investment management, private banking, retirement services). Chase Consumer Banking division employs majority of Second Chance hires through 5,000+ branches and operations centers nationwide providing Transaction Processing, Customer Service, Branch Operations, Lending Support positions. These entry-level roles require minimal prior banking experience, focusing on trainability, reliability, customer service orientation. Company invests heavily in training new hires regardless of background.

JPMorgan Chase scale creates unique Second Chance opportunities. With 5,000+ branches, 16,000+ ATMs, 50+ million customers, operations centers in every major U.S. city, company needs constant workforce replenishment. High turnover in entry-level operations creates steady hiring volume. Company commitment to hiring 10% Second Chance candidates means 2,100+ positions annually specifically designated for people with records. This represents one of largest corporate Second Chance hiring commitments in America. Dedicated infrastructure supports Second Chance hiring: specialized recruiters trained in FDIC regulations, legal aid partnerships in 8 cities, nonprofit collaborations, internal policy advocacy through JPMorgan Chase PolicyCenter, wraparound services addressing barriers beyond criminal records. Company tracks Second Chance retention rates, advancement opportunities, demonstrating accountability.

Second Chance Commitment

In 2018, CEO Jamie Dimon launched comprehensive Second Chance initiative making JPMorgan Chase national leader in hiring people with criminal records. Initiative includes three integrated approaches: hiring practices reform, community investments, policy advocacy. Hiring practices include ban-the-box (removed criminal history questions from applications), dedicated Second Chance recruiters in target cities, nonprofit partnerships, legal aid support. Community investments total millions in Second Chance cities supporting career development, financial health, entrepreneurship programs. Policy advocacy through JPMorgan Chase PolicyCenter advancing federal and state reforms.

Since launch, approximately 10% of new U.S. hires have criminal backgrounds. Most employed in entry-level positions: transaction processing (data entry, document processing, back-office operations), lending and account servicing (loan processing, account maintenance, payment processing), customer service (phone support, account inquiries, basic problem resolution). Common offenses among Second Chance hires include low-level crimes: disorderly conduct, personal drug possession, DUI, theft under $1,000, assault without injury. These offenses generally meet FHBA exclusion criteria after time requirements, creating pathway to banking employment previously inaccessible.

Policy Achievements: Company successfully advocated Fair Hiring in Banking Act passage (2021) creating automatic FDIC Section 19 exclusions for older offenses. Supports federal Fair Chance Act (2019) for federal contractors. Endorses Clean Slate automatic record clearing legislation. Supported Pell Grant restoration for incarcerated individuals (2020). Works with FDIC on further Section 19 reforms. These achievements benefit entire banking industry beyond company self-interest. JPMorgan Chase PolicyCenter produces research, white papers, congressional testimony supporting Second Chance legislation.

Community Partnerships: Phoenix (St. Joseph the Worker, Arouet Foundation, Friendly House, Maricopa County Smart Justice, Fresh Start Women Foundation, Hope Lives, Community Legal Services); Chicago (Center for Employment Opportunities, Legal Aid Society); Columbus (CEO, Goodwill Columbus, Columbus Urban League, Legal Aid Society of Columbus); Detroit, Nashville, New York, Seattle, Wilmington (various local nonprofits). Partners provide: free legal services for expungement/sealing, FDIC waiver application assistance, career coaching, mock interviews, resume building, skills assessments, transportation, childcare support, mentorship, financial literacy training. Partners connect job seekers with dedicated Second Chance recruiters understanding FDIC regulations.

Company Fast Facts

Employees: 270,000+ globally; U.S. Branches: 5,000+ nationwide; Headquarters: New York City;

Founded: 1799; Industry Leader: #1 U.S. bank by assets;

Second Chance Cities: Phoenix, Chicago, Columbus, Detroit, Nashville, NYC, Seattle, Wilmington;

Annual Second Chance Hires: 2,100+ (10% new U.S. hires); Coalition: Founding member Second Chance Business Coalition;

Services: Expungement clinics, free legal aid, career support.

Hiring Policy Analysis

Official Policy

JPMorgan Chase maintains public Second Chance hiring commitment with ban-the-box nationwide. Company states: "We banned the box to increase access for people with criminal backgrounds ensuring qualified applicants receive same consideration when background has no bearing on job requirements." Policy reflects individualized assessment per EEOC guidance. Must comply with FDIC Section 19 requiring FHBA exclusion qualification or FDIC waiver for dishonesty crimes. Credit checks mandatory for all positions.

Position-Specific Barriers

Available Positions and Pay

Pay data from 2024-2025 Glassdoor, Indeed, Levels.fyi, CareerBliss reports.

Career Path Examples

Operations Track: Transaction Processing Specialist ($17-$24/hr) → Senior Processing Specialist ($22-$30/hr) → Operations Associate ($24-$34/hr) → Team Lead ($45K-$60K/yr) → Operations Manager ($55K-$75K/yr) → Senior Manager ($75K-$95K/yr).

Timeline: 5-8 years entry to manager.

Customer Service Track: Customer Service Representative ($16.67-$26.26/hr) → Senior CSR ($24-$32/hr) → Customer Experience Specialist ($26-$36/hr) → Team Lead ($50K-$65K/yr) → Customer Service Manager ($60K-$85K/yr).

Timeline: 4-7 years entry to manager.

Banking Track (requires proven record): Branch Operations Associate ($19-$27/hr) → Personal Banker ($45K-$60K/yr) → Premier Banker ($55K-$75K/yr) → Assistant Branch Manager ($60K-$80K/yr) → Branch Manager ($65K-$95K/yr).

Timeline: 6-10 years. Advancement depends on strong performance, clean record post-hire, credit improvement.

Background Check Process

What They Check: Criminal history (comprehensive federal, state, county records including arrests, convictions, dispositions); Credit report (mandatory all positions evaluating debt, payment history, defaults, liens, bankruptcies); FDIC Section 19 dishonesty crime evaluation and FHBA exclusion determination; Employment history verification (past 7-10 years including dates, titles, reasons for leaving); Education verification (degrees, certifications, licenses claimed); Professional licenses if applicable (Series licenses for financial advisors); Reference checks. Third-party agency conducts screening per FCRA.

Timeline: Application to initial phone screen 1-2 weeks; Phone screen to in-person interview 1-2 weeks; Interview to conditional offer 3-7 days; Background check authorization immediately after conditional offer; Background check completion 7-14 business days (longer if FDIC waiver required - add 90-180 days); Complete hiring process 4-6 weeks for FHBA-eligible candidates, 4-6 months if FDIC waiver needed.

Disqualifying Factors

High Risk Disqualifiers: Recent dishonesty crimes (within 7 years) without FHBA exclusion or FDIC waiver; Poor credit with heavy debt, active defaults, recent bankruptcy creating financial stress concerns; Previously barred by OCC or FDIC from banking industry; Dishonesty on application discovered during verification (automatic disqualification);

For teller/banker roles: recent theft, fraud, financial crimes within 10 years; Pattern of financial crimes regardless of age; Active probation/parole violations; Outstanding warrants.

Moderate Risk Factors: Borderline credit (manageable debt but payment issues); Single dishonesty conviction requiring waiver but strong rehabilitation; Recent non-dishonesty crimes (within 3-5 years); Multiple misdemeanors suggesting pattern; Employment gaps requiring explanation.

Lower Risk Factors: Old offenses meeting FHBA (7+ years from offense OR 5+ years from release); Expunged/sealed convictions creating automatic FHBA exclusion; Non-dishonesty crimes (DUI, simple assault, drug possession) with time elapsed; Single isolated incident with strong rehabilitation; Youthful offenses (before age 21) with 30+ months elapsed; De minimis offenses with 1+ year elapsed; Clean record post-release demonstrating rehabilitation.

Your Rights as Applicant

Fair Credit Reporting Act (FCRA): Written consent required before background check; Pre-adverse action notice if considering denial with copy of report and summary of rights; Minimum 5 business days to dispute inaccuracies; Adverse action notice if ultimately denied explaining reason and reporting agency contact; Right to free copy of report; Dispute process for errors.

Equal Employment Opportunity Commission (EEOC): Individualized assessment required considering nature of offense, time elapsed, job duties (Green Factors); No blanket bans except FDIC-mandated Section 19; Must consider rehabilitation evidence; Disparate impact protections for minorities; Right to explain circumstances.

FDIC Section 19 Rights: Right to apply for FDIC waiver if ineligible under Section 19; Right to bank sponsorship for waiver application (JPMorgan Chase provides); Appeal process for waiver denials; Legal representation rights (company provides free legal aid through nonprofit partners); Confidentiality of waiver application; Case-by-case evaluation not automatic denial.

State-Specific Rights: Expungement/sealing creates FHBA automatic exclusion—expunged convictions may be legally denied to private employers; State ban-the-box protections apply where applicable; State-specific lookback periods for certain offenses; Right to rehabilitation certificates in some states supporting employment; Sealing/expungement rights vary by state but universally create banking access under FHBA.

Application Strategy

Step-by-Step Process for Second Chance Applicants

1. Self-Assess FHBA Eligibility Carefully: Calculate precisely whether offense qualifies for automatic exclusion requiring NO waiver. Most common: 7+ years elapsed since offense date OR 5+ years since release from incarceration (whichever later). Example: 2015 conviction, 2017 release eligible 2022 (5 years from release not 7 from conviction). Even 6 years 11 months does NOT qualify timing critical. Check expungement eligibility in your state expunged convictions automatically excluded under FHBA regardless of timing. If offense before age 21, only 30 months required since sentencing. For de minimis offenses, only 1 year required.

   
   

2. Connect with Legal Aid Partners in Second Chance Cities: If located in Phoenix, Chicago, Columbus, Detroit, Nashville, New York, Seattle, or Wilmington, contact nonprofit partners BEFORE applying for maximum support. They provide: free legal consultation on FHBA eligibility; expungement/sealing assistance if eligible; FDIC waiver application preparation if needed; career coaching and interview preparation; resume building emphasizing transferable skills; wraparound services (transportation, childcare). Legal aid partners understand FDIC regulations and can assess waiver likelihood realistically. Even if not in Second Chance city, company may provide legal aid referrals.

   
   

3. Leverage Ban-the-Box Advantage: Apply at jpmorgan.chase.com/careers or company job site. NO criminal history questions on application allowing resume, qualifications, experience evaluation first before disclosure. Create strong resume emphasizing: relevant skills (customer service, data entry, attention to detail, reliability); transferable experience (any employment demonstrating work ethic); education and training; positive attributes. Avoid mentioning criminal history on resume or cover letter. Let ban-the-box work for you get to interview stage based on qualifications.

   
   

4. Target Second Chance Accessible Positions: Focus applications on Transaction Processing, Customer Service Representative, Branch Operations Associate positions. These entry-level roles specifically recruited through Second Chance partnerships with lower barriers. Avoid initially applying for Teller, Personal Banker, Management these have higher barriers requiring stronger record/credit. Back-office operations positions (processing, servicing) have minimal cash handling creating lower risk profile. Search job postings for keywords: entry-level, operations, processing, customer service, associate.

   
   

5. Prepare Credit Explanation Proactively: Pull credit report before applying (annualcreditreport.com free). Identify issues: outstanding debts, defaults, charge-offs, liens, bankruptcies. Prepare written explanation of circumstances: medical bills, job loss, divorce, identity theft. Demonstrate current financial stability: payment plans established, consistent payments recent 12+ months, debt management counseling, credit rebuilding efforts. For interview, have concise 2-3 minute explanation ready. Shows proactive responsibility not avoidance.

   
   

6. Be Completely Honest Post-Offer During Background Check: When conditional offer received and background check authorization forms arrive, disclose fully and accurately. Dishonesty discovered during verification = automatic disqualification regardless of offense nature. Company expects disclosure given Second Chance commitment and provides legal support. Answer questions truthfully: conviction dates, charges, dispositions, incarceration periods. If uncertain about details, obtain court records before completing forms. Honesty demonstrates integrity company values in banking employees.

   
   

7. Document Rehabilitation Comprehensively: Gather evidence strengthening application and potential waiver: Employment: pay stubs, supervisor references, promotion letters demonstrating stability; Education: GED, college transcripts, vocational certifications, training completion; Community: volunteer work verification, church involvement, mentorship participation; Treatment: substance abuse program completion, counseling records, clean drug tests; Character references: employers, community leaders, counselors, clergy (not family); Recommendation letters: detailed specific examples of growth and reliability. Strong rehabilitation evidence critical for waiver applications and borderline cases.

   
   

8. Pursue FDIC Waiver with Legal Support if Needed: If offense recent (within 7 years) and dishonesty-related without FHBA exclusion, work with legal aid partner on waiver application immediately after conditional offer. JPMorgan Chase will sponsor waiver demonstrating company investment in your employment. Waiver application includes: detailed personal statement explaining offense circumstances, acceptance of responsibility, life changes; comprehensive rehabilitation evidence; employment offer letter or intent; court records and sentencing documents; character references and recommendations. FDIC evaluates case-by-case strong rehabilitation improves approval chances significantly. Expect 90-180 day processing. Company holds position during waiver process in many cases.

Tips for Applicants with Records

1. Understand FHBA Timing Precisely: 7 years from offense date OR 5 years from release whichever is LATER matters. If convicted 2015, released 2019, must wait until 2024 (5 years from release) not 2022 (7 years from conviction). Calculate carefully. Even 1 day short disqualifies from automatic exclusion requiring waiver instead. Mark calendar and wait until qualifying date before applying to maximize chances.

   
   

2. Prioritize Expungement as First Strategy: If eligible for state expungement/sealing, pursue aggressively. Expunged convictions automatically qualify under FHBA regardless of timing—even 2-year-old expunged conviction creates automatic exclusion from Section 19. JPMorgan Chase operates expungement clinics in Chicago, Columbus, Wilmington providing free legal services. Expungement not only helps JPMorgan Chase application but benefits entire life: housing, other employment, professional licenses. Investment in expungement pays ongoing dividends.

   
   

3. Address Credit Issues Before Applying: Six months credit rehabilitation before applying dramatically improves chances. Actions: pay down high balances below 30% utilization; set up payment plans for collections; dispute credit report errors; make consistent on-time payments; avoid new credit inquiries. Even modest improvement (score 540 to 590) demonstrates financial responsibility. If bankruptcy recent, wait 2+ years showing payment stability post-discharge before applying for banking positions.

   
   

4. Leverage Second Chance Cities Geographic Advantage: If possible, relocate to Phoenix, Chicago, Columbus, Detroit, Nashville, NYC, Seattle, or Wilmington before applying. These cities have dedicated Second Chance infrastructure: specialized recruiters understanding FDIC regulations; free legal aid for expungement/waivers; nonprofit career support; higher Second Chance hire targets. Company tracks Second Chance hiring by location being in priority city increases visibility and support dramatically.

   
   

5. Network with Current Second Chance Employees: Company has hired 2,100+ people with records annually since 2018 thousands of Second Chance employees currently working. Reach out through LinkedIn, nonprofit partners, community organizations seeking informational interviews. Current employees provide: realistic assessment of process and timeline; tips for navigating background check; insights on supportive managers and departments; internal referrals potentially accelerating consideration. Second Chance employees invested in program success often willing to help.

   
   

6. Patience with FDIC Waiver Timeline: If waiver required, understand 90-180 day processing is standard some cases extend 6-9 months for complex situations. Do not interpret delay as denial. FDIC conducts thorough review requiring time. Stay in contact with legal aid partner and company recruiter during process. Use waiting period productively: continue employment building recent work history; pursue additional education or training; strengthen rehabilitation evidence; maintain clean record. Waiver approval opens entire banking industry not just JPMorgan Chase.

Benefits Overview

Compensation: $17-$27/hour entry-level ($35K-$56K annual); $45K-$95K experienced/management; Annual performance bonuses; Merit increases; Competitive financial sector pay; Overtime eligible positions at 1.5x after 40 hours.

Health Insurance: Medical, dental, vision coverage; Low employee premiums; Comprehensive benefits from day one; Mental health and substance abuse coverage; Prescription drug coverage; Preventive care 100% covered.

Retirement: 401(k) with 5% employer match (immediate vesting); Pension plan for eligible employees; Financial planning resources; Retirement account rollovers; Investment education.

Career Development: Tuition reimbursement up to $5,250 annually; Internal advancement opportunities; Skills training programs; Leadership development; Professional certifications support; Second Chance mentorship programs.

Work-Life Balance: Generous paid time off (15-20 days annually); Paid holidays (10+ days); Paid parental leave (16 weeks maternity, 8 weeks paternity); Flexible work arrangements for many roles; Employee assistance program; Backup childcare.

Second Chance Specific Support: Free legal aid for expungement/waivers through nonprofit partners; Career coaching and mock interviews; Resume building assistance; Transportation assistance programs; Childcare support resources; Financial literacy training; Wraparound services addressing barriers beyond criminal records; Dedicated Second Chance recruiters understanding FDIC regulations; Expungement clinics in Chicago, Columbus, Wilmington; FDIC waiver sponsorship and application support.

Other Benefits: Employee stock purchase plan (15% discount); Commuter benefits; Gym membership discounts; Employee banking perks (reduced fees, higher interest rates); Identity theft protection; Legal services.

Employee Perspectives

Pros: Excellent comprehensive benefits package competitive with top employers; Fortune 500 stability and brand recognition valuable for resume; Significant career advancement opportunities with internal mobility across 270,000+ workforce; Second Chance program provides genuine legal support not just rhetoric—free legal aid for expungement and FDIC waivers; Expungement clinic access creating life-changing record clearing; Ban-the-box hiring allowing fair resume review; Diverse inclusive workforce with genuine equity commitment; Extensive training and professional development with tuition reimbursement; Financial sector experience highly transferable opening doors across industry; Stable employment with large established employer; Higher compensation than many Second Chance employers; Clear career paths from entry to management; 401(k) match and pension for retirement security; Generous parental leave policies; Work-life balance emphasis.

Cons: FDIC Section 19 creates significant barriers for dishonesty-related crimes requiring waiver process; Credit checks exclude some otherwise qualified candidates with financial struggles; FDIC waiver process lengthy (90-180 days minimum) extending hiring timeline substantially; Not all locations have Second Chance partnerships support varies by geography; High performance expectations and sales quotas for some roles creating stress; Corporate bureaucracy slowing decision-making; Recent return-to-office mandates reducing remote flexibility; Call center positions high volume (80-120 calls daily) with strict metrics; Entry-level pay ($17-$24/hr) not highest despite banking industry; Limited Second Chance roles in investment banking or specialized positions; Credit improvement required for advancement to cash-handling positions.

Frequently Asked Questions

1. Does JPMorgan Chase hire people with felonies?

   Yes, JPMorgan Chase actively hires individuals with felonies through dedicated Second Chance program launched 2018. Approximately 10% of new U.S. hires (2,100+ annually) have criminal backgrounds including felonies. Must comply with FDIC Section 19—felonies involving dishonesty require FHBA exclusion (7+ years OR 5+ years from release) or FDIC waiver. Non-dishonesty felonies (DUI, assault, drug possession) generally acceptable after time requirements. Best entry points: Transaction Processing, Customer Service in Second Chance cities with legal aid support.

   
   

2. What is the background check process at JPMorgan Chase?

   Comprehensive background checks after conditional offer per FCRA. Includes criminal history (federal, state, county), mandatory credit check (all positions), employment/education verification, FDIC Section 19 evaluation. Third-party agency conducts screening taking 7-14 days. Company automatically evaluates FHBA exclusion eligibility. If waiver required, legal aid partners assist applications taking additional 90-180 days. Credit evaluated contextually considering circumstances.

   
   

3. How far back does the background check go at JPMorgan Chase?

   Criminal checks comprehensive without time limit. However, FHBA creates functional lookbacks: automatic exclusion if 7+ years since offense OR 5+ years from release; 30 months for offenses before age 21; 1 year for de minimis offenses; immediate for expunged convictions. Credit checks typically 7-10 years. Practical reality: older offenses create fewer barriers given FHBA reforms benefiting 70 million Americans with records.

   
   

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

   Most challenging: Recent (within 7 years) dishonesty crimes without FHBA exclusion—fraud, embezzlement, identity theft, forgery, theft—requiring FDIC waiver; poor credit with heavy debt, recent bankruptcy; previous banking industry bars. However, FHBA-eligible offenses (7+ years, expunged, de minimis) face NO barriers. Non-dishonesty crimes (DUI, assault, drugs) generally acceptable. Company provides waiver support making recent offenses manageable.

   
   

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

   Transaction Processing ($17-$24/hr) offers best accessibility with back-office operations, data entry, document processing, minimal customer contact Second Chance program targets these roles. Customer Service Representative ($16.67-$26/hr) provides phone support, account inquiries. Branch Operations Associate ($19-$27/hr) administrative support. These positions actively recruited through nonprofit partnerships in 8 cities with legal aid.

   
   

6. Does JPMorgan Chase drug test?

   Yes, pre-employment drug screening for most positions. Typically urine test. Failed test may result in disqualification. However, drug convictions (simple possession, DUI) generally NOT FDIC Section 19 violations unless trafficking with money laundering. Focus on current sobriety. Drug offenses often FHBA-eligible after time requirements. Company evaluates contextually.

   
   

7. When does JPMorgan Chase ask about criminal history?

   JPMorgan Chase banned the box 2018 NO criminal history questions on initial application nationwide. Questions asked AFTER conditional offer during background check authorization per FCRA. This allows qualifications evaluation first before disclosure. Must answer truthfully when asked dishonesty = automatic disqualification.

   
   

8. Can someone advance to management with a felony?

   Yes, internal advancement possible with strong performance and clean post-hire record. Second Chance hires have advanced to Team Lead, Operations Manager, Branch Manager. Typical timeline 3-8 years entry to management. Company provides tuition reimbursement and training. Management positions undergo thorough review so maintaining clean record critical. FDIC waiver covers entire banking industry.

   
   

9. How long does the hiring process take?

   FHBA-eligible candidates: 4-6 weeks (application to start). FDIC waiver required: 4-6 months (includes 90-180 day waiver processing). Standard breakdown: application to interview 2-3 weeks; interview to offer 1-2 weeks; background check 1-2 weeks; waiver if needed adds 3-6 months. Company maintains communication throughout.

   
   

10. What can applicants do to improve chances?

    Calculate FHBA eligibility precisely wait until 7 years from offense OR 5 years from release. Pursue expungement if eligible creates automatic FHBA exclusion. Address credit proactively: pay down balances, dispute errors, establish payment plans. Connect with legal aid in Second Chance cities. Target Transaction Processing, Customer Service roles. Document rehabilitation comprehensively. Be honest on background forms. Consider FDIC waiver with legal support if recent offense.

Alternative Second Chance Employers

If JPMorgan Chase is not the right fit, consider these alternatives in financial services and related sectors:

Conclusion

JPMorgan Chase stands as national leader in Second Chance hiring with dedicated infrastructure, legal aid partnerships, expungement clinics, and genuine commitment beyond rhetoric. While FDIC Section 19 creates regulatory barriers for dishonesty-related crimes in banking employment, Fair Hiring in Banking Act reforms (2021) dramatically expanded access through automatic exclusions for offenses 7+ years old or 5+ years from release, expunged convictions, youthful offenses, and de minimis crimes. Company waiver sponsorship and free legal aid support make even recent offenses manageable through FDIC waiver process.

With 270,000+ employees, 5,000+ branches nationwide, and 10% of new hires from Second Chance recruitment (2,100+ annually), genuine opportunities exist for qualified candidates willing to navigate background check and credit requirements. Company banned the box removing criminal history questions from initial applications, allowing qualifications evaluation first. Nonprofit partnerships in Phoenix, Chicago, Columbus, Detroit, Nashville, NYC, Seattle, Wilmington provide wraparound services: free legal representation for expungement and FDIC waivers, career coaching, skills training, interview preparation, transportation and childcare assistance.

Best paths for Second Chance applicants: Transaction Processing ($17-$24/hr), Customer Service Representative ($16.67-$26/hr), Branch Operations Associate ($19-$27/hr) in Second Chance cities with maximum legal and career support. These entry-level back-office and operations positions have lowest barriers with minimal cash handling, offering genuine accessibility for people with records who meet FHBA requirements or pursue waivers. Career advancement possible with strong performance Second Chance hires have reached Team Lead, Operations Manager, Branch Manager positions demonstrating long-term opportunity beyond entry-level.

Key success factors: Calculate FHBA timing precisely (7 years from offense OR 5 years from release whichever later); Prioritize expungement if eligible creating automatic FHBA exclusion; Address credit issues proactively through debt management and payment plans; Connect with legal aid partners in Second Chance cities for maximum support; Target entry-level operations and customer service positions actively recruiting Second Chance candidates; Document rehabilitation comprehensively with employment stability, education, community involvement, character references; Be completely honest on background check forms dishonesty = automatic disqualification; Consider FDIC waiver with legal support if offense recent and dishonesty-related.

Biggest barriers: Recent dishonesty crimes (fraud, embezzlement, identity theft, forgery) within 7 years without FHBA exclusion requiring FDIC waiver; Poor credit with heavy debt, defaults, recent bankruptcy creating financial stress concerns; Previous OCC/FDIC banking industry bars; Dishonesty on application; Pattern of financial crimes. However, waiver process supported by company with free legal aid makes recent offenses manageable. FHBA reforms ensure old offenses (7+ years) create NO barriers. Non-dishonesty crimes (DUI, assault, drug possession) generally acceptable after time requirements.

JPMorgan Chase Second Chance program represents substantive commitment: JPMorgan Chase PolicyCenter advancing federal and state policy reforms; Founding member Second Chance Business Coalition with 45+ companies; Operates expungement clinics providing free legal services; Provides free legal aid through nonprofit partnerships for FDIC waivers; Tracks Second Chance retention and advancement demonstrating accountability; Invests millions in community programs supporting reentry; CEO Jamie Dimon publicly champions Second Chance hiring. This infrastructure distinguishes JPMorgan Chase from competitors with nominal Second Chance rhetoric but no support systems.

JPMorgan Chase FHBA-eligible candidates complete hiring in 4-6 weeks (standard process). FDIC waiver required adds 3-6 months for waiver processing but company often holds positions demonstrating investment. Patience critical for waiver applicants—90-180 days standard, some complex cases 6-9 months. Do not interpret delay as denial. Strong rehabilitation evidence, detailed personal statement, clean post-conviction record improve waiver approval chances. Waiver approval opens entire banking industry employment, not just JPMorgan Chase, making investment worthwhile.

Bottom line: JPMorgan Chase offers legitimate Second Chance opportunities for people with criminal records who meet FHBA requirements or pursue FDIC waivers with legal support. Company provides infrastructure, legal aid, career support making banking employment accessible for motivated candidates willing to document rehabilitation, address credit issues, and navigate regulatory requirements. With largest Second Chance hiring numbers in corporate America (2,100+ annually), stable Fortune 500 employment, comprehensive benefits, career advancement opportunities, and genuine commitment beyond public relations, JPMorgan Chase represents premier Second Chance banking employer for qualified candidates.

Apply Now at jpmorgan.chase.com/careers or careers.jpmorgan.com

Second Chance Cities: Contact nonprofit partners for free legal aid, career coaching, wraparound services before applying for maximum support navigating FDIC Section 19 requirements and background check process.

Disclaimer

This guide provides general information and should not be considered legal advice. FDIC Section 19 and Fair Hiring in Banking Act requirements are complex with case-specific factors affecting eligibility and waiver approval. Consult legal counsel specializing in employment law and financial sector regulations for individual case assessment. Salary data from 2024-2025 Glassdoor, Indeed, Levels.fyi, and CareerBliss reports may vary by location, experience, position. FDIC waiver eligibility, FHBA exclusion qualification, and credit check impact vary by individual circumstances including offense details, time elapsed, rehabilitation evidence, position responsibilities, location. Always verify current JPMorgan Chase requirements with company HR or legal aid partners. Individual employment outcomes depend on offense nature, timing, FHBA qualification, credit history, rehabilitation documentation, position applied for, geographic location, market conditions. JPMorgan Chase name used for informational purposes only. FelonFriendlyJobsNow.com makes no warranties about employment outcomes or FDIC waiver approvals. Second Chance city availability and nonprofit partnerships subject to change. Consult employment attorneys and legal aid partners for case-specific advice and FDIC waiver application support.