Quick Answer

Conditional, Mohegan Sun Casino may hire individuals with criminal records for certain positions, but employment is highly restricted due to mandatory Connecticut gaming licensing requirements. As one of the world's largest casinos with approximately 8,000 employees, Mohegan Sun is owned by the Mohegan Tribe of Connecticut and operates under a Tribal-State Gaming Compact that requires all gaming-related employees to obtain an Occupational Gaming License from the Connecticut Department of Consumer Protection Gaming Division.

The law requires companies to conduct an individualized assessment under EEOC guidelines. However, Connecticut gaming regulations mandate the denial of an occupational license for anyone convicted of any felony under Connecticut General Statutes. This legal bar overrides general fair chance hiring policies for all licensed positions.

The greatest barriers are created by felonies related to gaming violations (automatic disqualification), financial crimes and dishonesty (considered inimical to gaming operations), and violent offenses (security concerns). Any felony conviction effectively bars applicants from approximately 90% of positions that require gaming licenses.

The most realistic opportunities for individuals with criminal records are in ancillary non-gaming roles such as hotel housekeeping, restaurant service in non-casino areas, retail positions, and entertainment venue support staff that may be determined to have de minimis impact on gaming integrity.

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:

• Gaming License Eligibility: For licensed positions, must be able to pass the state's rigorous criminal history check for an Occupational Gaming License. Any felony conviction under Connecticut law results in mandatory denial.

  
  

• No Inimical Crimes: Must NOT have been convicted of offenses deemed inimical to gaming operations including embezzlement, larceny, theft, computer crime, credit card crimes, bad checks, money laundering, or crimes involving breach of trust.

  
  

• Full Disclosure Required: Must provide complete explanation of any conviction (except minor traffic violations). Failing to disclose or providing false information is automatic grounds for denial and potential criminal charges.

  
  

• Age Requirement: Must be 21 years of age or older for most positions due to gaming floor access requirements.

  
  

• Drug Screen: Must pass a mandatory pre-employment urine drug test. Mohegan Sun maintains a drug-free workplace. Testing includes marijuana regardless of Connecticut's recreational legalization.

  
  

• Work Authorization: Must be legally authorized to work in the United States with valid I-9 documentation.

  
  

• Physical Requirements: Many positions require prolonged standing, walking, and the ability to work in a fast-paced, smoke-exposed environment.

Critical Regulatory Information

Understanding the legal framework is essential for second chance applicants at Mohegan Sun. The casino operates under a Tribal-State Gaming Compact that subjects employment to Connecticut gaming laws administered by the Department of Consumer Protection Gaming Division. This regulatory framework creates barriers that the company cannot waive, even with positive EEOC individualized assessment outcomes.

EEOC Guidelines

The Equal Employment Opportunity Commission advises employers not to automatically refuse applicants based on criminal records. Employers must conduct an individualized assessment considering the Green Factors:

(1) Nature and gravity of the offense;

(2) Time elapsed since the offense and/or completion of sentence;

(3) Nature of the job and its relationship to the offense. However, for gaming-licensed positions, Connecticut state law requirements take precedence over EEOC guidelines.

FCRA Requirements

Under the Fair Credit Reporting Act, Mohegan Sun must: (1) Obtain written consent before conducting background checks; (2) Provide pre-adverse action notice with a copy of the report if considering denial based on findings; (3) Allow reasonable time to dispute inaccuracies; (4) Provide final adverse action notice if the decision stands. These protections apply to all applicants.

State-Specific Considerations

Connecticut has Ban the Box protections (effective January 2017) prohibiting criminal history inquiries on initial applications. However, employers may inquire verbally during interviews. Connecticut also has Clean Slate provisions allowing automatic expungement of certain misdemeanors after 7 years and some felonies after 10 years. Expunged records cannot legally be considered. Connecticut law specifically allows exceptions for positions requiring security or fidelity bonds—which includes most casino positions.

Gaming Industry-Specific Considerations

Connecticut gaming regulations create the most significant barriers. Key requirements include:

Mandatory License Denial: State regulations mandate denial of an occupational gaming license for anyone convicted of ANY felony under Connecticut General Statutes. This is an absolute legal bar that cannot be waived by the employer.

Inimical Crimes: Beyond felonies, numerous misdemeanors are considered inimical to gaming operations and result in denial, including: bad checks, credit card crimes, computer crimes, criminal impersonation, embezzlement, larceny, theft, and any breach of trust offenses.

Fingerprint-Based Checks: All licensed employees must submit to fingerprint-based state and federal (FBI) criminal history records checks. This reveals sealed records in many jurisdictions.

Credit History: The Gaming Division may require financial history checks for certain positions, particularly those involving cash handling or financial oversight.

Company Overview

Mohegan Sun is one of the largest and most spectacular entertainment, gaming, dining, and shopping destinations in the United States. Created in 1996 by the Mohegan Tribe of Connecticut, the resort is situated on 185 acres along the Thames River in southeastern Connecticut. The property features three unique casinos with 364,000 square feet of gaming space, a 34-story luxury hotel with 1,200 rooms, two world-class spas, over 75 shops and restaurants, and three major entertainment venues including a 10,000-seat arena that hosts the WNBA's Connecticut Sun.

Mohegan Sun employs approximately 8,000 team members and has been recognized as a Top 100 Most Loved Workplace by Newsweek from 2022-2025, with a reported 94% job satisfaction rate. The company emphasizes the "Spirit of Aquai" (the Mohegan word for "welcome") in its workplace culture.

Company Fast Facts

• Founded: 1996 (Uncasville, Connecticut)

• Headquarters: 1 Mohegan Sun Boulevard, Uncasville, CT 06382

• Employees: Approximately 8,000 at Connecticut property

• Ownership: Mohegan Tribal Gaming Authority (MTGA)

• Gaming Space: 364,000 square feet across three casinos

• Hotel: 1,200 rooms in 34-story tower

• Parent Company: Mohegan Gaming & Entertainment

• Other Properties: Mohegan Pennsylvania, ilani (Washington), Fallsview Casino (Ontario)

Hiring Policy Analysis

Mohegan Sun's hiring process is unique because it involves two separate but interrelated evaluations: the company's internal hiring decision and the mandatory state licensing process. Even if Mohegan Sun wishes to hire an applicant, the state Gaming Division has final authority over licensure, and the company cannot employ individuals in licensed positions without state approval.

The company complies with Connecticut's Ban the Box law by not asking about criminal history on initial applications. Criminal history inquiries occur during interviews and through the licensing process. For non-licensed ancillary positions, the company conducts standard background checks while following EEOC individualized assessment requirements. The typical hiring timeline is approximately 21 days for non-gaming positions, but gaming license approvals can take 2 weeks to 6 months depending on complexity of background investigation.

Position-Specific Barriers

Barrier levels are determined primarily by whether the position requires a Connecticut Occupational Gaming License:

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and job postings. Actual compensation varies by experience, shift, and specific role. Dealers and servers earn significant additional income through tips.

Career Path Examples

Mohegan Sun emphasizes internal promotion with professional development programs and leadership workshops. Many management positions are filled internally. However, advancement into gaming-related supervisory roles requires obtaining gaming licenses, which means individuals with felony convictions face permanent ceilings in many career tracks.

Hospitality Track (Non-Gaming): Hotel Housekeeper ($15-18/hr) → Room Inspector ($17-20/hr) → Housekeeping Supervisor ($22-26/hr) → Assistant Manager ($45K-55K/yr). This track may remain accessible to those without gaming license eligibility.

Food & Beverage Track: Busser ($11-14/hr) → Server ($8-15/hr + tips) → Lead Server ($12-16/hr + tips) → Restaurant Supervisor ($45K-55K/yr). Non-casino restaurant positions offer best accessibility.

Gaming Track (License Required): Dealer School → Table Games Dealer ($25-32/hr + tips) → Floor Supervisor ($50K-60K/yr) → Pit Boss ($60K-80K/yr). This track is unavailable to anyone with a felony conviction.

Background Check Process

Mohegan Sun's background check process varies significantly based on whether the position requires a gaming license. For licensed positions, the state Gaming Division conducts the primary investigation. For non-licensed positions, the company uses third-party consumer reporting agencies while complying with FCRA requirements.

What They Check: Criminal history at county, state, and federal levels (fingerprint-based FBI check for licensed positions); identity verification through SSN trace; employment history verification (7-10 years); credit history for licensed positions; drug screening (urine test); reference checks.

Lookback Period: For gaming licenses, there is no lookback limitation—ANY felony conviction at any time results in mandatory denial. For non-licensed positions, 7-10 year criminal lookback is typical. Multijurisdictional searches may extend to 10 years.

Timeline: Non-licensed positions average approximately 21 days from application to hire. Gaming license approvals can take 2 weeks to 6 months depending on background complexity. Temporary gaming licenses may be issued while full investigation is pending.

Process Flow: Online application → Phone screening → In-person interview(s) → Basic math test (dealers) → Conditional offer → Background check authorization → Drug test → Gaming license application (if required) → State investigation → Final hire decision.

Disqualifying Factors

Automatic Disqualification (Licensed Positions): ANY felony conviction under Connecticut General Statutes; conviction for any crime deemed inimical to gaming operations (embezzlement, larceny, theft, bad checks, credit card crimes, computer crimes, money laundering, criminal impersonation); organized crime connections; providing false information on license application; previous gaming license revocation in any jurisdiction.

High Risk for All Positions: Recent violent offenses (assault, domestic violence); theft or property crimes; drug distribution or trafficking; financial fraud; DUI/DWI (especially for positions involving driving); any dishonesty-related offenses.

Your Rights as Applicant

• FCRA Protections: Written consent required before background check; right to copy of report; right to dispute inaccuracies with reporting agency; pre-adverse and adverse action notices required.

  
  

• Ban the Box: Connecticut law prohibits criminal history questions on initial application. Inquiries permitted during interview process.

  
  

• Gaming License Appeals: If denied a gaming license, you may request a hearing before the Gaming Division. You have the right to present evidence of rehabilitation. Pardoned convictions may be legally omitted from disclosure.

  
  

• Expunged Records: Connecticut Clean Slate law allows automatic expungement of certain offenses. Properly expunged records cannot legally be used against you and may be legally omitted from applications.

Application Strategy

1. Assess Gaming License Eligibility First: If you have ANY felony conviction, assume you are ineligible for approximately 90% of Mohegan Sun positions. Focus exclusively on ancillary non-gaming roles in hospitality, non-casino dining, retail, and entertainment support.

   
   

2. Target De Minimis Positions: Look for positions explicitly in the hotel, non-gaming restaurants, retail shops, parking services, or entertainment venues. Job postings that don't mention 'gaming license required' are your best targets.

   
   

3. Apply Through Official Channels: Submit applications at mohegansun.com/careers or in-person at the employment office. Applications are accepted online only for most positions. Check job boards regularly as positions post frequently.

   
   

4. Be Completely Honest: Never lie about criminal history. For gaming license applications, dishonesty is both automatic denial AND potentially criminal. The state will find everything through fingerprint-based FBI checks. Wait until asked to disclose.

   
   

5. Prepare Your Narrative: Develop a brief, honest explanation (30-60 seconds): acknowledge the offense without excuses, describe what you learned, explain your rehabilitation, and emphasize stability and personal growth.

   
   

6. Pursue Pardon or Expungement: A pardoned conviction may be legally omitted from disclosure. Connecticut's Clean Slate law automatically expunges certain misdemeanors after 7 years and some felonies after 10 years. Contact Connecticut Legal Services for assistance.

   
   

7. Document Rehabilitation: Gather evidence of positive changes: program completion certificates, educational credentials, stable employment history, community involvement, and character references from employers or probation officers.

   
   

8. Network Through Current Employees: Employee referrals receive priority consideration. Network through LinkedIn or Connecticut workforce development programs to connect with current team members who can provide referrals.

Tips for Applicants with Records

1. Understand the Legal Reality: Connecticut gaming law creates absolute barriers that Mohegan Sun cannot waive. Don't waste time applying for positions requiring gaming licenses if you have any felony conviction. Focus your energy on eligible roles.

   
   

2. Hospitality Experience Transfers: Mohegan Sun values customer service skills. Experience from other hotels, restaurants, or retail environments strengthens your application even without gaming industry background.

   
   

3. Run Your Own Background Check: Know what will appear before the employer sees it. Order your own report from a consumer reporting agency. Dispute any errors or outdated information in advance.

   
   

4. Pass the Drug Test: Mohegan Sun requires urine drug testing. Testing includes marijuana regardless of Connecticut's legalization. If you have substance issues, address them before applying.

   
   

5. Be Flexible on Scheduling: Casinos operate 24/7/365. Willingness to work nights, weekends, and holidays significantly increases your chances. Second and third shifts often have higher hiring needs.

   
   

6. Highlight Stability: Emphasize stable housing, reliable transportation, and consistent work history. Even informal work demonstrates reliability. The entertainment industry values dependability above all else.

   
   

7. Consider the Physical Demands: Most positions require extended standing, walking, and working in potentially smoky environments. Be prepared to demonstrate physical capability.

   
   

8. Use Reentry Resources: Connecticut offers the Second Chance Re-Entry Program through The WorkPlace, CT Department of Labor reentry services, and Community Partners in Action. These organizations can provide job coaching and employer connections.

Benefits Overview

Mohegan Sun provides a competitive benefits package for full-time, part-time, and even some on-call employees. The company emphasizes team member wellbeing through the $29 million Eagleview Employee Center offering numerous on-site services.

Daily Meal Allowance: $8 per shift for food at employee dining facility (totaling over $2,000 annually). Paid lunch breaks included.

401(k) Retirement: Company match up to 50% on first 3% contributed (effective 1.5% match). Charles Schwab administration with 401(k) and Roth IRA options.

Health Insurance: Medical, dental, vision, and prescription coverage. On-site Mohegan Pharmacy with no co-pay for generic prescriptions. On-site Yale Uncasville Medical Center partnership for convenient care.

Additional Insurance: Free long-term disability. Life insurance with optional supplemental coverage. Accidental death and dismemberment. AFLAC short-term disability, accident, and critical illness options.

Time Off: PTO accrual based on tenure (more generous after 4 years). Overtime available and reported by 63% of employees. Weekly pay schedule.

Employee Perks: 10% discount at restaurants and shops. Employee-only gas station with reduced prices. Access to Eagleview Employee Center with gym, convenience store, Dunkin' Donuts, dry cleaning, and daycare.

Wellness Programs: Be Well Committee wellness initiatives. Anthem Behavioral Health services. LiveHealth Online virtual doctor access. Pet insurance options.

Employee Perspectives

Pros: Top 100 Most Loved Workplace recognition; excellent healthcare at reasonable cost; free daily meal allowance; on-site pharmacy; diverse work environment; Spirit of Aquai culture; career advancement opportunities.

Cons: PTO accrual slow in early years; no paid leave participation in CT paid leave act; shift scheduling based on seniority; can be understaffed; management quality varies by department.

Frequently Asked Questions

1. Does Mohegan Sun Casino hire people with felonies?

   Conditionally. Mohegan Sun may hire individuals with criminal records for certain ancillary positions that don't require Connecticut Occupational Gaming Licenses. However, approximately 90% of positions require gaming licenses, and Connecticut law mandates automatic denial of gaming licenses for anyone convicted of ANY felony. The most realistic opportunities are in hotel housekeeping, non-casino restaurants, retail shops, parking services, and entertainment venue support positions.

   
   

2. What is the background check process at Mohegan Sun?

   For positions requiring gaming licenses, the Connecticut Gaming Division conducts fingerprint-based FBI and state criminal history checks, credit history review, and extensive employment verification. For non-licensed positions, Mohegan Sun uses third-party consumer reporting agencies following FCRA requirements. All applicants undergo drug testing. The process begins after a conditional job offer is extended.

   
   

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

   For gaming-licensed positions, there is NO lookback limitation—ANY felony conviction at any time in your life results in mandatory denial under Connecticut gaming law. For non-licensed positions, standard 7-10 year criminal history lookback applies. Employment verification typically extends 7-10 years. Multijurisdictional searches may include 10-year history.

   
   

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

   For licensed positions: ANY felony conviction is automatically disqualifying. Additionally, misdemeanors involving dishonesty, fraud, theft, bad checks, credit card crimes, computer crimes, embezzlement, money laundering, or breach of trust are considered 'inimical to gaming operations' and result in denial. For non-licensed positions: recent violent offenses, theft, financial crimes, and drug offenses face highest scrutiny.

   
   

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

   Hotel Housekeeper ($15-18/hr), Parking Attendant ($15-17/hr), Non-Casino Restaurant Server ($8-15/hr + tips), Retail Associate ($15-18/hr), and Entertainment Venue Support positions. Focus on roles explicitly outside gaming operations that may be determined to have 'de minimis impact' on gaming integrity. Avoid any position listing gaming license requirements.

   
   

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

   Yes, Mohegan Sun requires mandatory pre-employment drug testing for all positions. Testing is typically a urine test conducted after a conditional job offer. The company maintains a drug-free workplace policy. Testing includes marijuana regardless of Connecticut's recreational legalization. Failure results in automatic disqualification. Random testing may occur for certain positions.

   
   

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

   Connecticut's Ban the Box law prohibits criminal history questions on initial applications. However, employers may inquire verbally during the interview process. For gaming-licensed positions, full disclosure is required on the gaming license application submitted after conditional hire. Never lie—dishonesty on gaming license applications is grounds for automatic denial and potential criminal charges.

   
   

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

   Limited advancement is possible in non-gaming departments only. Most supervisory and management positions in gaming operations require gaming licenses, which are unavailable to anyone with a felony conviction. Hospitality tracks (hotel, non-casino food service) offer the best advancement potential. Individuals with felonies face permanent ceilings in career advancement at Mohegan Sun.

   
   

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

   For non-licensed positions, the average hiring process takes approximately 21 days from application to hire. For gaming-licensed positions, the process can take 2 weeks to 6 months depending on the complexity of the state's background investigation. Temporary gaming licenses may be issued while full investigations are pending, allowing new hires to begin work earlier.

   
   

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

    (1) Target only non-gaming ancillary positions if you have any felony conviction; (2) Pursue pardon or expungement of eligible offenses—pardoned convictions can legally be omitted;

    (3) Be completely honest when asked about criminal history;

    (4) Document rehabilitation with certificates, references, and employment history;

    (5) Demonstrate flexibility for scheduling including nights, weekends, and holidays;

    (6) Use Connecticut reentry resources like The WorkPlace Second Chance Program;

    (7) Network with current employees for referrals;

    (8) Highlight customer service experience from any industry.

Alternative Second Chance Employers

If Mohegan Sun doesn't work out due to gaming license barriers, consider these Connecticut-area employers known for fair chance hiring practices:

Conclusion

Mohegan Sun Casino presents extremely limited opportunities for individuals with felony convictions due to Connecticut's mandatory gaming licensing requirements. The law creates an absolute legal bar that the company cannot waive—any felony conviction at any time results in automatic denial of gaming licenses required for approximately 90% of positions.

However, the casino resort does employ thousands of team members in ancillary roles that may not require gaming licenses. Hotel housekeeping, non-casino restaurants, retail shops, parking services, and entertainment venue support positions offer the most realistic pathways. These roles provide competitive wages ($15-22/hr), excellent benefits including daily meal allowance, healthcare, and 401(k) matching, plus access to the world-class Eagleview Employee Center.

Key Success Factors: Target only non-gaming positions; pursue pardon or expungement where eligible; be completely honest; document rehabilitation thoroughly; demonstrate scheduling flexibility; leverage Connecticut reentry resources.

Biggest Barriers: Mandatory gaming license denial for ANY felony conviction; extensive list of misdemeanors deemed inimical to gaming; fingerprint-based FBI background checks that reveal records regardless of expungement in other states; credit history requirements for licensed positions; no lookback limitation for disqualifying offenses.

For those who qualify for ancillary positions, Mohegan Sun offers a supportive workplace culture recognized as a Top 100 Most Loved Workplace, with genuine opportunities for stability and career growth within non-gaming departments. The Spirit of Aquai culture and comprehensive benefits package make it worth pursuing for those who target appropriate positions.

Disclaimer

This guide provides general information and should not be considered legal advice. Hiring policies vary by position, location, and individual circumstances. Gaming license requirements and disqualifying offenses are governed by Connecticut state law and may change. While we strive for accuracy using publicly available sources including company websites, Connecticut Gaming Division regulations, job postings, and employee reviews (Glassdoor, Indeed, PayScale), employment information and company policies may change without notice.

Inclusion in this guide does not guarantee employment. Connecticut gaming licensing decisions are made by the state Gaming Division, not Mohegan Sun. Background check laws, expungement procedures, and fair chance hiring requirements should be confirmed with legal professionals. Consult with an employment attorney or Connecticut Legal Services for specific legal advice about gaming license eligibility or criminal record issues.

Apply Now: https://mohegansun.com/about-mohegan-sun/careers.html