Quick Answer

Conditional, Pratt & Whitney does not have an official second chance hiring program but hires individuals with felony convictions on a case-by-case basis for certain positions. As a major aerospace and defense contractor with approximately 40,000 employees globally, Pratt & Whitney operates manufacturing facilities across the United States. Employment decisions are conditional upon passing a background check and are subject to Fair Chance Hiring principles and EEOC guidelines.

The law prohibits companies from having a blanket policy excluding all felons. Instead, they must conduct an individualized assessment of the conviction to determine if it is job-related and consistent with business necessity.

The greatest barriers are created by felonies related to security clearance disqualifiers (espionage, terrorism, treason), theft and fraud (access to high-value aerospace components), and violent crimes (workplace safety concerns). Recent offenses within the past 7 years face the highest scrutiny.

Commercial manufacturing positions in facilities focused on civilian aircraft engines offer the best entry points. Positions such as Machine Operator and Assembly Technician in commercial engine production do not require security clearances and are evaluated through standard EEOC criteria.

Table of Content

1. Quick Answer

2. Felon-Friendly Scorecard

3. Eligibility Checklist

4. Critical Regulatory Information

5. Company Overview

6. Hiring Policy Analysis

7. Background Check Process

8. Application Strategy

9. Tips for Applicants with Records

10. Benefits Overview

11. Frequently Asked Questions

12. Alternative Second Chance Employers

13. Conclusion

14. Disclaimer

Felon-Friendly Scorecard

Eligibility Checklist

Before applying, honestly assess whether you meet these baseline requirements:

• No Blanket Exclusion: The company is not allowed to automatically exclude you solely for being a felon. EEOC guidelines require individualized assessment.

  
  

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

  
  

• Physical Requirements: Must be able to stand for extended periods, lift up to 50 pounds, and work in a manufacturing environment with heavy machinery.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test. Pratt & Whitney maintains a drug-free workplace policy.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked. Lying is an automatic disqualifier. For security clearance positions, dishonesty on SF-86 is a permanent disqualifier.

  
  

• Work Authorization: Must be legally authorized to work in the United States. Most positions require U.S. citizenship due to government contracts and ITAR regulations.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential. Pratt & Whitney operates in multiple states with varying fair chance hiring laws, but must comply with federal EEOC guidelines nationwide. Connecticut, where the company is headquartered, has strong fair chance protections.

EEOC Guidelines

The EEOC advises employers not to automatically refuse applicants 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. Blanket policies excluding all felons are prohibited.

FCRA Requirements

If denied based on a background report, Pratt & Whitney must comply with FCRA adverse action procedures:

(1) Provide pre-adverse action notice with report copy and FCRA rights summary;

(2) Allow time to dispute inaccuracies;

(3) Provide final adverse action notice if decision stands.

State-Specific Considerations

Connecticut has strong Fair Chance protections under Public Act No. 16-83 (effective January 2017). This Ban the Box law prohibits employers from asking about criminal history on initial applications. Criminal history inquiries occur only after the applicant is deemed otherwise qualified. Connecticut's Clean Slate law (effective January 2023) automatically erases certain misdemeanors after 7 years and some felonies after 10 years.

Defense Contractor-Specific Considerations

Security Clearances: Many positions require Secret or Top Secret clearances. Criminal conduct falls under Guideline J. Felony convictions do not automatically disqualify but significantly complicate eligibility. Dishonesty on SF-86 is an automatic permanent disqualifier.

ITAR Regulations: Restrict access to controlled technical data to U.S. persons only. Positions handling controlled data require authorization that criminal history may complicate.

FAA/TSA Requirements: Certain crimes permanently disqualify individuals: espionage, treason, terrorism, murder. Other serious offenses disqualify for 7 years from conviction or 5 years from release. Commercial manufacturing positions undergo standard screening rather than clearance investigations.

Company Overview

Pratt & Whitney is one of the world's largest aircraft engine manufacturers, holding approximately 35% of the commercial aircraft engine market. Founded in 1925 by Frederick Rentschler in Hartford, Connecticut, the company operates as a division of RTX Corporation (formerly Raytheon Technologies), which was formed through the 2020 merger of United Technologies Corporation and Raytheon Company. The company designs, manufactures, and services aircraft engines for commercial, military, business, and general aviation markets.

Key products include the revolutionary Geared Turbofan (GTF) engine family powering Airbus A320neo and A220 aircraft, and military engines including the F135 for F-35 Lightning II fighters and F119 for F-22 Raptors. Pratt & Whitney employs approximately 40,000 people globally with about 11,000 workers in Connecticut alone. The company is committed to innovation and sustainability, having invested billions in next-generation propulsion technologies. Union representation through the International Association of Machinists (IAM) covers approximately 3,000 Connecticut workers.

Company Fast Facts

• Founded: 1925 (Hartford, Connecticut)

• Headquarters: East Hartford, Connecticut

• Employees: Approximately 40,000 globally; 11,000 in Connecticut

• Major Operations: East Hartford CT, Middletown CT, Asheville NC, North Berwick ME, Columbus GA, Oklahoma City OK

• Parent Company: RTX Corporation (NYSE: RTX)

• President: Shane G. Eddy (since March 2023)

• Revenue: Approximately $28 billion (2024)

Hiring Policy Analysis

Pratt & Whitney has no publicly stated policy on hiring individuals with criminal backgrounds and is not a signatory to the Fair Chance Business Pledge. Employee testimonials reveal sharply conflicting experiences—some confirm successful hiring of felons while others report that the company does not hire people with records. The reality is that Pratt & Whitney evaluates candidates with criminal histories through individualized assessment on a case-by-case basis, with outcomes heavily dependent on the type of position, nature of offense, and time elapsed since conviction.

The company conducts background checks after extending conditional job offers, in compliance with Connecticut's Ban the Box law. This timing gives applicants the opportunity to be evaluated on their qualifications before criminal history becomes a factor in hiring decisions. The hiring process typically includes online application, phone screening, one or more interviews, then drug testing and background check following a conditional offer. Union positions (IAM-represented) in Connecticut follow collective bargaining agreement provisions for hiring and job protections.

Position-Specific Barriers

Available Positions and Pay

Pay data from Glassdoor, Indeed, PayScale, and job postings. Connecticut positions pay 15-20% above national averages.

Career Path Examples

Manufacturing Track: Machine Operator I ($21-$30/hr) → Machine Operator II ($28-$35/hr) → Senior Machinist ($35-$45/hr) → Manufacturing Supervisor ($65K-$85K/yr).

Quality Track: Quality Inspector ($24-$35/hr) → Senior Inspector ($32-$42/hr) → Quality Engineer ($70K-$95K/yr) → Quality Manager ($95K-$130K/yr).

Maintenance Track: Maintenance Technician ($28-$40/hr) → Senior Tech ($38-$50/hr) → Supervisor ($70K-$90K/yr) → Facilities Manager ($90K-$120K/yr).

Background Check Process

Understanding Pratt & Whitney's background check process helps you prepare mentally and practically for what to expect. The company conducts background checks after extending conditional job offers, in compliance with Connecticut's Ban the Box law, which means you'll have the opportunity to demonstrate your qualifications before criminal history becomes a factor.

What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; identity verification through SSN trace and address history; employment history verification (typically 7-10 years); education verification for positions requiring specific credentials; drug screening (mandatory for all positions); credit history for positions with financial responsibilities; motor vehicle records for positions requiring driving.

Lookback Period: Standard 7-year criminal lookback for most non-clearance positions. FAA regulations require 10-year employment history verification for aviation workers. Security clearance investigations may review entire criminal history. Employment verification typically extends 7-10 years. Certain serious offenses (espionage, terrorism, treason, murder) have no lookback limitation and permanently disqualify candidates.

Timeline: The hiring process averages approximately 4 weeks to 4 months from application to hire based on employee reports. Background checks typically take 1-3 weeks to complete after conditional offer for standard positions. Security clearance investigations can extend the process significantly—from several months to over a year for Top Secret clearance.

Process Flow: Application submitted → Phone screening → Interview(s) conducted → Conditional offer extended → Background check and drug test authorization signed → Background check conducted → Results reviewed using individualized assessment → Final hiring decision made → Pre-adverse or adverse action notice if applicable → Start date confirmed → Orientation and onboarding.

Disqualifying Factors

High Risk: Espionage, treason, terrorism, sedition (permanent disqualifiers); murder; recent violent felonies within 7 years; recent drug trafficking; weapons violations; theft or fraud for inventory/financial positions.

Lower Risk (Case-by-Case): Non-violent offenses older than 7 years; drug possession with completed treatment; DUI/DWI (except driving positions); property crimes without violence; offenses unrelated to job duties.

Your Rights as Applicant

• FCRA Protections: Written notice and consent required before background check. If denied, entitled to report copy and dispute rights.

  
  

• Pre-Adverse Action Notice: Must receive notice with report copy before final decision. Given reasonable time (typically 5 days) to respond.

  
  

• EEOC Protection: Right to individualized assessment. Blanket exclusions prohibited.

  
  

• Ban the Box: In Connecticut, no criminal history questions on initial applications. Inquiry occurs only after conditional offer.

Application Strategy

1. Target Commercial Manufacturing Positions: Focus on entry-level manufacturing roles (Machine Operator, Assembly Technician, Material Handler) in commercial engine production facilities. These positions have the lowest barriers and don't require security clearances. The Asheville, NC facility focusing on turbine airfoils for commercial engines offers particularly accessible opportunities for second chance applicants.

   
   

2. Apply Through Official Channels: Submit your application through careers.rtx.com/global/en/pratt-whitney. Pratt & Whitney also posts positions on Indeed, LinkedIn, Glassdoor, and ZipRecruiter. Check the careers page regularly as manufacturing positions are posted frequently. Consider applying to multiple locations to maximize your opportunities.

   
   

3. Prepare for Technical Interviews: Be ready to discuss any manufacturing experience, mechanical aptitude, and ability to work with precision. Research the company's products (GTF engines, military programs). Practice behavioral interview questions using the STAR method (Situation, Task, Action, Result).

   
   

4. Be Completely Honest: Never lie about your criminal history. Dishonesty is an automatic disqualifier and can result in termination even after hire if discovered later. For security clearance positions, any dishonesty on SF-86 is a permanent disqualifier. Wait until asked or until the appropriate stage (after conditional offer) to discuss your record.

   
   

5. Prepare Your Narrative: Have a brief, honest explanation ready: acknowledge the offense without making excuses, describe what you learned from the experience, and explain how you've changed. Focus on rehabilitation, personal growth, and stability. Keep it concise (30-60 seconds) and emphasize concrete steps taken since conviction.

   
   

6. Document Rehabilitation: Gather evidence of positive changes since your conviction: completion of treatment programs, educational certificates, vocational training (especially manufacturing-related), stable housing, employment history, community involvement, and references from employers, probation officers, or community members.

   
   

7. Check Expungement Eligibility: Research whether your offense qualifies for sealing or expungement in your state. Connecticut's Clean Slate law (effective January 2023) automatically erases certain misdemeanors after 7 years and some felonies after 10 years. Contact Connecticut Legal Services or local legal aid organizations for assistance.

   
   

8. Follow Up Professionally: After applying, follow up with HR if you don't hear back within 2-3 weeks. If you receive a pre-adverse action notice, respond promptly with rehabilitation documentation and any corrections to inaccurate information. Persistence and professionalism demonstrate the reliability employers value.

Tips for Applicants with Records

1. Aerospace Manufacturing Has Strong Hiring Needs: The aviation industry is experiencing significant growth with commercial aircraft demand recovering post-pandemic. Pratt & Whitney has been expanding facilities, including opening an 845,000 sq ft facility in Oklahoma City in 2024. Manufacturing workforce shortages create opportunities. Don't be discouraged by individual rejections—keep applying to different locations and positions.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at Pratt & Whitney begin in entry-level manufacturing positions. Prove reliability through consistent attendance, safety compliance, and quality work. The Employee Scholar Program provides 100% tuition coverage for degrees that support advancement into higher-paying positions—take full advantage of this exceptional benefit.

   
   

3. Run Your Own Background Check First: Know what will appear before the employer sees it. Order your own criminal background check from a consumer reporting agency. Dispute any errors or outdated information in advance. Ensure records that should be sealed or expunged under Connecticut's Clean Slate law are not appearing incorrectly.

   
   

4. Consider Manufacturing Training Programs: Community colleges and workforce development programs offer manufacturing certifications that improve your candidacy. The National Advanced Manufacturing Apprenticeship Project (NAMAP), which partners with Pratt & Whitney, explicitly includes ex-offenders among its target populations.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. Pratt & Whitney requires drug testing for all positions as part of maintaining a drug-free workplace. Testing is typically a urine screening. Complete sobriety is essential for manufacturing safety.

   
   

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

   
   

7. Network and Use Employee Referrals: Current Pratt & Whitney employees can provide referrals that often receive priority consideration. Network through LinkedIn, workforce development programs, or community organizations to connect with current employees. Union halls (IAM) may also provide networking opportunities.

   
   

8. Be Flexible on Shift Work: Willingness to work second or third shifts significantly increases your chances of getting hired. Manufacturing facilities operate around the clock. Off-shift positions often offer shift differentials of 10-15% premium pay and may have less competition from other applicants.

Benefits Overview

Pratt & Whitney offers a comprehensive benefits package as part of RTX Corporation. Benefits begin on your first day of employment for full-time employees.

Compensation: Entry-level manufacturing positions start at $19-$30/hr depending on role and location. Experienced machinists can earn $31-$45/hr. Connecticut positions pay approximately 15-20% above national averages. Overtime opportunities are common, paid at 1.5x rate. Union-represented workers (IAM) in Connecticut recently secured a 6% wage increase in 2025.

401(k) and Retirement: RTX matches 401(k) contributions at 6-7% of salary. Some business units contribute an additional 5% regardless of employee contribution. Employees hired before 2016 retain access to traditional pension benefits. Immediate vesting for company match contributions.

Health Benefits: Multiple medical plan options including PPO and high-deductible plans with HSA. Company contributes $700 annually toward HSA accounts for high-deductible plans. Coverage begins on first day of employment. Dental and vision coverage available. Wellness programs and on-site fitness facilities at major locations.

Time Off: PTO starts at 15 days for new employees, increasing to 20 days after 10 years and 25 days after 20 years. Approximately 12 paid holidays. 5 personal days and 5 sick days annually. Paid parental leave for birth and adoption. Bereavement leave and jury duty pay also provided.

Education Benefits: The RTX Employee Scholar Program is one of the most generous in American industry—100% tuition coverage for associate through PhD degrees at 4,000+ accredited universities. Includes paid time off to study. Company has invested $1.8 billion in this program since 1996. Technical certification programs are also covered.

Additional Benefits: Life insurance (basic coverage at no cost, supplemental available). Short and long-term disability coverage. Employee Assistance Program (EAP) for counseling and support. Legal services plan. Employee discounts. Adoption assistance. Commuter benefits.

Employee Perspectives

Pros: Excellent education benefits; strong 401(k) match; job stability in aerospace industry; union representation; advancement opportunities; quality health insurance.

Cons: Work-life balance challenges in some positions; bureaucratic processes; some older facilities; mandatory overtime during peak production; lengthy hiring process.

Frequently Asked Questions

1. Does Pratt & Whitney hire people with felonies?

   Pratt & Whitney does not have an official second chance hiring program but evaluates candidates with criminal records on a case-by-case basis through individualized assessment. Employee testimonials confirm some felons have been hired, particularly for manufacturing positions without security clearances. Success depends on offense nature, time elapsed, rehabilitation evidence, and whether the position requires security clearance. Commercial engine production roles offer the best opportunities.

   
   

2. What is the background check process at Pratt & Whitney?

   Background checks occur after conditional job offers per Connecticut's Ban the Box law. The check includes criminal history at county, state, and federal levels; identity verification through SSN trace; employment history verification (7-10 years); education verification; and drug screening. For positions requiring security clearance, the process is significantly more extensive, involving SF-86 submission and federal investigation. You must provide written consent before any check.

   
   

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

   Standard criminal lookback is 7 years for most non-clearance positions. FAA requires 10-year employment verification for aviation workers. Serious offenses (espionage, terrorism, treason, murder) have no lookback limitation and are permanent disqualifiers. Connecticut's Clean Slate law automatically erases certain misdemeanors after 7 years and some felonies after 10 years. Employment verification typically extends 7-10 years.

   
   

4. What types of convictions make hiring more difficult at Pratt & Whitney?

   Most difficult convictions include: espionage, treason, terrorism (permanent disqualifiers); violent felonies especially recent ones; drug trafficking or distribution; theft and fraud offenses (particularly for inventory or financial positions); and any felony for security clearance positions. More favorable situations include: non-violent offenses older than 7 years; completed drug treatment programs; DUI/DWI (except driving positions); offenses unrelated to job duties.

   
   

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

   The best opportunities are Machine Operator I ($21-$30/hr) requiring no prior experience with paid training, Assembly Technician ($25-$31/hr) for engine assembly work, and Material Handler ($19-$25/hr) for warehouse logistics. Target facilities focused on commercial products like the Asheville, NC turbine airfoil plant. These roles undergo standard EEOC individualized assessment rather than security clearance investigations.

   
   

6. Does Pratt & Whitney drug test, and what kind of test do they use?

   Yes, Pratt & Whitney requires drug testing for all positions as part of maintaining a drug-free workplace. Testing is typically a urine screening conducted after conditional offer for marijuana, cocaine, opioids, amphetamines, and PCP. Random testing may occur during employment for safety-sensitive positions. Cannabis use is prohibited despite state legality due to federal contracts and manufacturing safety requirements.

   
   

7. When during the hiring process will Pratt & Whitney ask about criminal history?

   Under Connecticut's Ban the Box law (Public Act No. 16-83), criminal history questions cannot appear on initial job applications. Questions can only be asked after you have been deemed otherwise qualified—typically after receiving a conditional job offer. This gives you the opportunity to be evaluated on your skills and qualifications before your record becomes a factor in hiring decisions.

   
   

8. Can someone advance to management with a felony?

   Advancement to supervisory and management positions is possible by building a strong track record: consistent attendance, safety compliance, quality work, and demonstrated leadership. The Employee Scholar Program allows degree completion supporting advancement. Manufacturing supervisors don't always require security clearances. Higher positions may face additional scrutiny, especially those involving financial responsibilities or access to sensitive information.

   
   

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

   The overall hiring process typically takes 4 weeks to 4 months from application to start date depending on position and location. Standard background checks take 1-3 weeks after conditional offer. Factors affecting timeline include application volume, interview scheduling, employment history verification complexity, and any issues requiring individualized assessment. Security clearance positions take significantly longer—several months to over a year.

   
   

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

    Key strategies:

    (1) Target commercial manufacturing without clearance requirements;

    (2) Obtain manufacturing certifications before applying;

    (3) Run your own background check to identify errors;

    (4) Prepare honest rehabilitation narrative;

    (5) Gather documentation of positive changes;

    (6) Check expungement eligibility under Connecticut's Clean Slate law;

    (7) Be completely honest—dishonesty is automatic disqualifier;

    (8) Be flexible on shifts and locations;

    (9) Follow up professionally;

    (10) If declined, ask about reapplication timelines.

Alternative Second Chance Employers

If Pratt & Whitney doesn't work out, consider these employers known for fair chance hiring in manufacturing:

Conclusion

Pratt & Whitney offers conditional opportunities for individuals with criminal records, particularly in commercial manufacturing positions that don't require security clearances. As a major aerospace and defense contractor with approximately 40,000 employees globally, the organization provides a challenging but potentially rewarding pathway to stable employment with exceptional benefits. The company has no official second chance program but evaluates candidates through individualized assessment as required by EEOC guidelines and Connecticut law.

The work is demanding—precision manufacturing in a safety-critical industry requires attention to detail, reliability, and commitment to quality. However, the compensation is strong, with entry-level positions starting at $21-$30/hr and opportunities for advancement to $45+/hr for skilled machinists. The benefits package is exceptional, highlighted by the Employee Scholar Program offering 100% tuition coverage for college degrees—a transformative benefit for long-term career advancement and personal development.

Key Success Factors: Target commercial engine manufacturing positions without clearance requirements; demonstrate rehabilitation through documentation and stable history; be completely honest throughout the process; highlight manufacturing aptitude and reliability; be flexible on shift work and location; leverage training programs to build qualifications before applying.

Biggest Barriers: Security clearance requirements for defense positions; recent violent offenses or theft crimes within 7 years; dishonesty during application process; offenses directly related to position duties; substance abuse issues affecting drug testing.

For individuals with older, non-violent offenses who can demonstrate rehabilitation and target appropriate positions, Pratt & Whitney represents a genuine opportunity for aerospace industry employment with career growth potential. The company's compliance with Connecticut's Ban the Box law ensures you'll be evaluated on qualifications before criminal history becomes a factor. Approach the opportunity with honesty, preparation, and realistic expectations about which positions are accessible given your specific circumstances.

Disclaimer

This guide provides general information and should not be considered legal advice. Hiring policies vary by position, location, and circumstances. While we strive for accuracy using publicly available sources including company websites, job postings, and employee reviews, policies may change without notice. Always verify current practices directly with Pratt & Whitney.

Inclusion in this guide does not guarantee employment. Background check laws, expungement procedures, and fair chance requirements vary by state. Security clearance requirements are determined by federal agencies. Consult an employment attorney or legal aid organization for specific legal advice.

Apply Now: https://careers.rtx.com/global/en/pratt-whitney