Quick Answer

Yes, SeaCon Phoenix, Inc. hires individuals with felony convictions. As Rhode Island manufacturer of specialized underwater electrical connectors and military-specification products employing approximately 24 workers in Ashaway facility, company operates under Rhode Island strict ban-the-box law and FCRA 7-year lookback (for positions under $75K salary). Rhode Island law (R.I. Gen. Laws § 28-5-7) prohibits employers from asking about criminal history on applications or until first interview ensuring fair evaluation based on qualifications first. Part of TE Connectivity SEACON Group (acquired 2014), company manufactures glass-sealed electrical connectors, MIL-SPEC approved products, harsh environment connectors, and military fiber optic cables for defense, energy, security, geophysical, telecommunications applications. Employment conditional upon background check and individualized assessment.

Critical consideration: Defense/military contracts may require security clearances for some positions creating additional barriers. Best entry points: Production Assembler ($17-$24/hr), Cable Assembly Technician ($18-$25/hr), Quality Control Inspector ($19-$26/hr) where precision manufacturing skills valued. Felony not automatic disqualifier denial only lawful if crime directly related to job duties per EEOC Green Factors. Small manufacturer (24 employees) creates accessible hiring environment with Rhode Island strongest ban-the-box protections in nation.

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 to SeaCon Phoenix, assess Rhode Island protections and defense industry considerations:

• Understand Rhode Island Ban-the-Box: R.I. Gen. Laws § 28-5-7 prohibits criminal history questions on applications or before first interview. SeaCon Phoenix cannot legally ask about convictions until interview stage. Focus application on precision manufacturing skills, assembly experience, quality focus. Criminal history discussed only after demonstrating qualifications.

  
  

• Assess Security Clearance Requirements: Defense/military contracts may require security clearances for certain positions. Security clearance investigations review full criminal history (no 7-year limit). Felonies, especially recent, may disqualify from clearance-required positions. However, many production positions do NOT require clearances non-classified manufacturing work accessible. Ask about clearance requirements during interview.

  
  

• Calculate 7-Year FCRA Lookback: For non-clearance positions under $75K salary, FCRA limits reporting of non-conviction information to 7 years. Criminal convictions can be reported indefinitely but older offenses (10+ years) evaluated more leniently during individualized assessment. If offense over 7-10 years with clean record, strong rehabilitation position.

  
  

• Manufacturing Skills Valued: Small precision manufacturer (24 employees) needs workers with exceptional attention to detail, manual dexterity, quality focus, ability to follow precise specifications. Experience with cable assembly, soldering (through-hole and surface mount), connector manufacturing, wire harnessing, quality inspection valuable. MIL-SPEC work requires following detailed military specifications exactly demonstrate ability to follow complex procedures, maintain consistency across repetitive tasks, document work accurately. Even without direct manufacturing experience, transferable skills from other precision work (electronics repair, jewelry making, detailed assembly, laboratory work) demonstrate relevant capabilities. Company provides training on specific products and processes trainability and work ethic valued alongside existing skills.

  
  

• No Recent Theft or Fraud: Manufacturing environments experience material theft concerns. Defense contractors particularly sensitive to integrity issues. Recent theft, fraud, embezzlement within 5-7 years more scrutinized. Old property crimes (10+ years) with rehabilitation evidence evaluated contextually.

  
  

• Document Rehabilitation: Prepare evidence strengthening application: stable employment since release, education/certifications, treatment completion, character references. Strong rehabilitation critical if security clearance ever needed or for positions with higher trust requirements.

Critical Regulatory Information

Rhode Island Ban-the-Box Law (R.I. Gen. Laws § 28-5-7)

Effective January 1, 2014, Rhode Island prohibits employers with 4+ employees from asking about criminal history on job applications or before first interview. SeaCon Phoenix covered by this law. Cannot include conviction questions on written applications. Cannot verbally inquire before interview. Only after first interview may criminal history be discussed. Rhode Island among strongest ban-the-box states in nation, creating genuine Second Chance opportunity.

Defense Industry Considerations

SeaCon Phoenix manufactures MIL-SPEC products for defense applications as part of TE Connectivity. Some positions may require security clearances (Confidential, Secret, Top Secret). Security clearance investigations conducted by federal government review full criminal history without 7-year limitation. Felony convictions, especially involving dishonesty, drug trafficking, violence, or foreign contacts, may disqualify from clearances. However, many production positions manufacture commercial products or non-classified defense items NOT requiring clearances. Ask specifically about clearance requirements non-classified manufacturing work accessible for people with records.

FCRA 7-Year Reporting Limitation

For standard employment background checks (non-clearance positions under $75K), FCRA limits reporting of arrests without conviction, civil suits, judgments to 7 years. Criminal convictions technically reportable indefinitely but Rhode Island practical reality: older convictions receive less weight. Non-conviction records not reported after 7 years. Expunged records not reportable per Rhode Island law.

EEOC Individualized Assessment

Adverse Action Rights Under FCRA: If SeaCon Phoenix uses third-party background check and considers denying employment based on criminal history, Fair Credit Reporting Act requires specific process protecting applicants. Pre-adverse action notice must include copy of background report and summary of FCRA rights before final decision. Applicant receives minimum 5 business days to review report and dispute any inaccuracies (wrong person, incorrect records, outdated information, reporting errors). Many wrongful denials result from background check mistakes—dispute process provides protection. If ultimately denied, adverse action notice must provide background check company contact information and statement of rights. Understanding these protections allows challenging errors before losing opportunity.

EEOC requires individualized assessment using Green Factors: (1) Nature and gravity of offense; (2) Time elapsed since conviction/release; (3) Nature of job sought (relationship between offense and position). Blanket exclusions prohibited. Must demonstrate specific conviction creates risk for specific position. Federal requirement creates Second Chance opportunity even in defense manufacturing.

Rhode Island Expungement

Rhode Island allows expungement under R.I. Gen. Laws § 12-1.3. Expunged records sealed and not reportable by background check agencies. May legally deny expunged conviction occurred. For non-clearance positions, expungement creates clean background. Note: Security clearance applications require full disclosure including expunged recordsexpungement does not protect for clearance investigations.

Company Overview

SeaCon Phoenix, Inc. is specialized manufacturer of glass-sealed electrical connectors, MIL-SPEC approved products, harsh environment connectors, and military fiber optic cables and assemblies located in Ashaway, Rhode Island (Washington County). Company is division of SEACON Group, global leader in underwater electrical and fiber optic connectors acquired by TE Connectivity Ltd. in 2014. SEACON Group founded 1964 by Willard Brantner, began manufacturing underwater electrical connectors in San Diego 1968, now operates facilities in California, Texas, Rhode Island (USA), Mexico, Norway, and United Kingdom.

SeaCon Phoenix specializes in products for harsh environments serving defense, energy, security, geophysical, and telecommunications sectors. Product lines include: glass-sealed electrical connectors (hermetically sealed for extreme environments); feed-thrus (electrical penetrations through pressure boundaries); MIL-SPEC approved connectors (meeting military specifications); neoprene and polyurethane cable assemblies; harsh environment connectors; military fiber optic cables and assemblies. In-house capabilities include engineering design assistance, helium leak detection testing, hydrostatic testing, mechanical testing, electrical testing, fiber optic testing.

Manufacturing Environment: SeaCon Phoenix operates precision manufacturing facility producing hermetically sealed electrical connectors designed to function in extreme underwater environments depths to 20,000 feet, pressures exceeding 9,000 PSI, corrosive saltwater exposure, temperature extremes. Products must meet exacting MIL-SPEC military specifications and undergo rigorous testing (helium leak detection ensuring seal integrity, hydrostatic pressure testing, electrical continuity testing, fiber optic performance verification). This quality-critical environment values workers who follow precise procedures, maintain attention to detail throughout repetitive tasks, document work accurately. Criminal history less relevant than precision mindset and reliability for production roles. Clean, climate-controlled manufacturing environment not heavy industrial setting.

Rhode Island facility employs approximately 24 workers in precision manufacturing environment. Small company size creates accessible hiring dynamics where individual circumstances considered. TE Connectivity parent company (Fortune 500, $16+ billion revenue) provides stability, resources, benefits structure while Rhode Island operation maintains small manufacturer culture. Products serve critical applications: military marine systems, offshore oil and gas, remotely operated vehicles (ROVs), autonomous underwater vehicles (AUVs), oceanographic research, subsea fiber optic communications, scientific research including CERN and ANTARES projects.

Company Fast Facts

Employees: ~24 (Rhode Island facility); Parent: TE Connectivity (Fortune 500);

Headquarters: 15 Gray Lane Suite 108, Ashaway, RI 02804; Also: 52 Airport Rd, Westerly, RI 02891;

Founded: 1964 (SEACON Group); Acquired: 2014 by TE Connectivity;

Products: Glass-sealed connectors, MIL-SPEC products, fiber optic cables; Markets: Defense, energy, security, geophysical, telecommunications;

Specialization: Harsh environment/underwater connectors; Testing: Helium leak, hydrostatic, mechanical, electrical, fiber optic; Revenue: $1-10M (Phoenix division).

Hiring Policy Analysis

Understanding Security Clearance vs. Standard Employment: Critical distinction exists between positions requiring federal security clearances and standard manufacturing employment. Security clearances (Confidential, Secret, Top Secret) required for access to classified information—these positions involve federal investigation by Defense Counterintelligence and Security Agency reviewing full criminal history, financial records, foreign contacts, drug use with no 7-year limitation. Felonies, especially involving dishonesty, drugs, violence, often disqualify from clearances. However, many SeaCon Phoenix positions manufacture commercial products (oil/gas, oceanographic, telecommunications applications) or non-classified defense items requiring only standard employment background checks subject to Rhode Island law protections and FCRA 7-year lookback. Production workers assembling connectors for commercial underwater vehicles, scientific research equipment, or telecommunications infrastructure typically do NOT require clearances. Explicitly asking about clearance requirements during interview process identifies accessible positions.

SeaCon Phoenix does not publish detailed Second Chance hiring policy. As Rhode Island employer with 4+ employees, company must comply with state ban-the-box law cannot ask about criminal history until after first interview. TE Connectivity parent company maintains standard employment practices including background checks for manufacturing positions. Defense contract work may require additional vetting for classified positions. Company evaluates candidates individually per EEOC requirements when criminal history discovered.

Small manufacturer (24 employees) dynamics favor practical hiring decisions. Each position critical company needs reliable workers with precision skills, attention to detail, quality focus. Plant management evaluates individual circumstances rather than applying rigid corporate policies. Manufacturing experience, manual dexterity, ability to follow MIL-SPEC procedures valued. Non-classified production positions accessible for candidates demonstrating relevant skills.

Position-Specific Barriers

Available Positions and Pay

Pay estimated from 2024-2025 Rhode Island manufacturing/defense industry reports, Glassdoor, Indeed for comparable precision manufacturing positions.

Career Path Examples

Production Track: Production Assembler ($17-$24/hr) → Senior Assembler ($20-$27/hr) → Lead Technician ($24-$32/hr) → Production Supervisor ($55K-$75K/yr).

Timeline: 4-7 years with consistent performance. Small company (24 employees) allows faster advancement with proven reliability and skills development. Internal advancement where criminal history already known and work record established creates stronger position than external application to new employer. Cross-training across connector types, cable assemblies, testing builds valuable skills.

Technical Track: Cable Assembly Technician ($18-$25/hr) → Test Technician ($20-$28/hr) → Senior Test Technician ($25-$35/hr) → Quality Manager ($60K-$80K/yr).

Timeline: 5-8 years requiring developing specialized skills. Requires precision focus, documentation abilities, technical knowledge development. Certifications in IPC (electronics assembly), fiber optics, testing equipment strengthen advancement. Some senior technical positions may eventually require clearances for classified work oversight evaluate based on individual circumstances and time since conviction.

Background Check Process

Standard Positions (Non-Classified): Rhode Island BCI state criminal check; potentially multi-state search; employment verification; education verification.

Timeline: 3-7 business days. Cannot ask about history until after first interview per Rhode Island law.

Clearance-Required Positions: Federal investigation by Defense Counterintelligence and Security Agency (DCSA); Reviews full criminal history (no 7-year limit); Financial history, foreign contacts, drug use; Can take months. Felonies may disqualify.

Disqualifying Factors

For Standard Positions - High Risk: Recent theft, fraud, embezzlement (within 5-7 years); Violence; Drug trafficking; Pattern of dishonesty; Active probation violations.

For Standard Positions - Lower Risk: Old convictions (10+ years); Non-violent offenses; Drug possession with treatment; Single incident; Expunged records.

For Clearance Positions - Likely Disqualifying: Any felony (case-by-case); Drug use within 1 year; Alcohol-related crimes; Financial irresponsibility; Foreign influence; Dishonesty on application.

Your Rights as Applicant

Rhode Island Ban-the-Box: Cannot be asked about criminal history on application or before first interview. Violations reportable to Rhode Island Commission for Human Rights.

FCRA Rights: Written consent before background check; Pre-adverse action notice with report copy; 5 days to dispute; Adverse action notice if denied.

EEOC Rights: Individualized assessment required using Green Factors; Cannot be denied solely on conviction without job-relatedness analysis.

Expungement: Rhode Island allows expungement under R.I. Gen. Laws § 12-1.3. Expunged records not reportable for standard employment (security clearances different).

Application Strategy

1. Leverage Rhode Island Ban-the-Box: Apply knowing no criminal history questions until interview. Focus application on precision manufacturing skills, cable assembly experience, quality focus, attention to detail.

   
   

2. Target Non-Classified Positions: Apply for Production Assembler, Cable Assembly, Warehouse positions NOT requiring security clearances. Ask during interview whether clearance needed many positions do not require.

   
   

3. Emphasize Precision Skills: MIL-SPEC manufacturing requires following detailed specifications exactly. Demonstrate ability to follow procedures, attention to detail, quality mindset. Military service experience valuable.

   
   

4. Research Underwater Connector Industry: Learn about SEACON products, underwater connectors, defense applications. Visit seaconworldwide.com or te.com/seacon. Knowledge differentiates candidates.

   
   

5. Prepare Interview Disclosure: If asked about history at interview, provide brief honest explanation. Focus on rehabilitation, life changes, fresh start in precision manufacturing. Do not over-explain.

   
   

6. Document Rehabilitation: Gather evidence: stable employment, education, certifications, treatment completion, character references. Critical if ever seeking clearance or advancement.

   
   

7. Consider Rhode Island Expungement: If eligible, expunge records before applying. Creates clean background for non-clearance positions. Contact RI Public Defender for eligibility.

   
   

8. Apply to Parent Company: TE Connectivity has significantly larger operations with manufacturing facilities across United States and globally. If SeaCon Phoenix Rhode Island facility has limited positions or requires clearances you cannot obtain, TE Connectivity may have similar manufacturing positions at other locations without clearance requirements. Fortune 500 company provides more opportunities, internal transfers, career mobility. Check te.com/careers for openings in connector manufacturing, cable assembly, quality inspection positions.

Tips for Applicants with Records

1. Non-Classified Work Accessible: Not all defense manufacturer positions require clearances. Many production roles manufacture commercial products or non-classified items. Ask specifically during interview about clearance requirements for position.

   
   

2. Small Manufacturer Advantage: 24-employee company means personal evaluation. Plant manager makes decisions based on skills, reliability, fit—not corporate algorithms. Individual circumstances considered.

   
   

3. TE Connectivity Benefits: Fortune 500 parent provides stability and benefits unusual for small manufacturer. Health insurance, 401(k), career development resources available through parent company structure.

   
   

4. Precision Skills Transfer: Cable assembly, connector manufacturing, MIL-SPEC quality skills valuable across defense and aerospace industry. Experience at SeaCon Phoenix opens doors to larger defense contractors.

   
   

5. Expungement Timing Matters: Expunge before applying for strongest position. Expunged records protected for standard employment but must still be disclosed on security clearance applications if ever pursued.

Benefits Overview

Note: Specific benefits through TE Connectivity parent company structure. Following represents typical offerings.

Compensation: $16-$30/hour production/technical; $55K-$75K supervisory; Overtime available; Competitive defense manufacturing pay.

Health Insurance: TE Connectivity provides medical, dental, vision; Comprehensive coverage; Family options.

Retirement: 401(k) with employer match; TE Connectivity retirement benefits.

Paid Time Off: Vacation, sick days, paid holidays; Typical manufacturing schedule.

Career Development: Skills training in precision manufacturing techniques; Potential certifications (IPC soldering, fiber optics, testing equipment); TE Connectivity learning resources and development programs; Cross-training opportunities across product lines; Advancement from production to technical to supervisory roles; Defense industry experience valuable across aerospace/defense sector; Specialized underwater connector knowledge transferable to oil/gas, marine, oceanographic employers.

Employee Perspectives

Pros: Fortune 500 parent (TE Connectivity) provides stability and benefits; Rhode Island ban-the-box law provides fair chance; Specialized skills development (underwater connectors, MIL-SPEC); Defense industry experience valuable; Small company culture; Precision manufacturing environment; Career advancement possible.

Cons: Small company (24 employees) means limited positions; Security clearances may be required for some roles; Defense industry background scrutiny; Rhode Island location only; Specialized industry may limit transferability outside defense.

Frequently Asked Questions

1. Does SeaCon Phoenix hire people with felonies?

   Yes, SeaCon Phoenix can hire individuals with felonies for non-clearance positions. Rhode Island ban-the-box law (R.I. Gen. Laws § 28-5-7) ensures fair evaluation based on qualifications before criminal history discussed. Company cannot ask about convictions on application or before first interview. Standard production positions (Production Assembler, Cable Assembly Technician, Warehouse) accessible for candidates demonstrating relevant skills and reliability. However, positions requiring federal security clearances for classified defense work face stricter scrutiny—felonies often disqualifying for clearances though evaluated case-by-case. Key strategy: explicitly target non-clearance positions. Old convictions (10+ years) with strong rehabilitation evidence generally acceptable for non-classified manufacturing work. Ask specifically during interview whether position requires security clearance.

   
   

2. What is the background check process?

   For standard positions: Rhode Island BCI criminal check, employment/education verification after conditional offer. Cannot ask about history until after interview per Rhode Island law. Timeline 3-7 days. For clearance-required positions: Federal investigation reviewing full history (no 7-year limit), can take months, felonies often disqualifying.

   
   

3. How far back does the background check go?

   Standard positions: FCRA 7-year limit for non-conviction information; convictions technically unlimited but older offenses weighed less. Clearance positions: Full history reviewed with no time limit. Expunged records protected for standard employment but must be disclosed for security clearances.

   
   

4. What types of convictions make hiring difficult?

   For standard positions: Recent theft, fraud (5-7 years), violence, drug trafficking problematic. Old convictions, non-violent offenses, drug possession with treatment acceptable. For clearance positions: Any felony creates challenges; drug use within 1 year, dishonesty, financial problems, foreign contacts evaluated strictly.

   
   

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

   Production Assembler ($17-$24/hr) best accessibility—connector assembly, manual dexterity, training provided, typically non-classified. Warehouse/Shipping ($16-$22/hr) material handling with lower barriers. Cable Assembly Technician ($18-$25/hr) if prior soldering/assembly experience. Target positions NOT requiring security clearances.

   
   

6. Does SeaCon Phoenix drug test?

   Drug testing policies not publicly disclosed. Defense manufacturers commonly conduct pre-employment screening. Manufacturing involving precision work and equipment operation likely requires testing. Drug possession convictions generally acceptable if demonstrating current sobriety. Failed test typically disqualifies.

   
   

7. When does the company ask about criminal history?

   Rhode Island ban-the-box law prohibits questions until after first interview. Application evaluated on qualifications first. Criminal history may be discussed at or after interview. If asked before interview, employer violating state law.

   
   

8. Can someone advance to management with a felony?

   Advancement possible for non-clearance track positions. Production Assembler to Supervisor path exists. However, management positions may require clearances for defense oversight. Key factors: proven reliability, clean post-hire record, skills development. Security clearance requirements may limit some advancement paths.

   
   

9. How long does the hiring process take?

   Standard positions: 2-4 weeks (application to start). Clearance-required positions: Can take 3-12 months due to federal investigation. Small manufacturer may move quickly when production needs exist.

   
   

10. What can applicants do to improve chances?

    Target non-clearance positions; Emphasize precision manufacturing skills; Research underwater connector industry; Leverage Rhode Island ban-the-box protection; Document rehabilitation evidence; Consider expungement if eligible; Be honest if asked at interview; Apply to TE Connectivity parent for more opportunities.

Alternative Second Chance Employers

Conclusion

Bottom line for Second Chance applicants: SeaCon Phoenix combines Rhode Island strongest-in-nation ban-the-box protections with specialized precision manufacturing opportunity in underwater connector industry. While defense industry creates some complexity around security clearances, majority of production positions do NOT require clearances and remain accessible. Company manufactures critical products for military marine systems, offshore oil and gas exploration, remotely operated vehicles, oceanographic research meaningful work supporting important applications. TE Connectivity Fortune 500 ownership provides job stability, comprehensive benefits, career resources uncommon for 24-employee manufacturing operation.

SeaCon Phoenix offers accessible Second Chance opportunity in Rhode Island precision manufacturing with strong state law protections, though defense industry nature creates some additional considerations. Rhode Island ban-the-box law (R.I. Gen. Laws § 28-5-7) ensures fair evaluation based on qualifications before criminal history discussed—among strongest protections in nation.

Critical distinction: Not all positions at defense contractors require security clearances. Many production roles manufacture commercial products or non-classified defense items accessible for people with records. Production Assembler ($17-$24/hr), Cable Assembly Technician ($18-$25/hr), Warehouse ($16-$22/hr) positions offer entry points without clearance requirements. Ask specifically during interview process whether position requires clearance.

Small manufacturer (24 employees) dynamics favor practical evaluation. Plant management considers individual circumstances, skills, reliability rather than applying rigid corporate exclusions. TE Connectivity Fortune 500 parent provides stability and benefits while Rhode Island operation maintains accessible hiring. Precision manufacturing skills, attention to detail, quality focus valued over perfect criminal history for non-classified work.

Key success factors: Target non-clearance positions explicitly; leverage Rhode Island ban-the-box protection by focusing application on precision skills; research underwater connector industry showing genuine interest; document rehabilitation evidence; consider expungement before applying; be honest if asked at interview; start entry-level and prove reliability for advancement. Defense industry experience opens doors across aerospace/defense sector.

Barriers to understand: Security clearance positions review full criminal history without 7-year limitation felonies often disqualifying depending on nature, recency, circumstances. Recent theft, fraud, embezzlement, dishonesty particularly scrutinized in defense manufacturing environment where protecting classified information and materials critical. Drug trafficking, violence, foreign contacts create significant clearance barriers. However, standard production positions with non-classified work fully accessible using Rhode Island legal protections and FCRA requirements. The key is distinguishing between clearance-required and non-clearance positions and targeting appropriately. Many successful Second Chance manufacturing careers built at defense contractors in non-classified production roles.

Apply Now: Contact SeaCon Phoenix at seaconworldwide.com or te.com/seacon, or call (401) 596-6658

Disclaimer

This guide provides general information and should not be considered legal advice. SeaCon Phoenix specific hiring policies not publicly disclosed and may vary. Security clearance requirements determined by federal government consult security clearance attorney for specific guidance. Rhode Island employment law and FCRA complex—consult attorneys for case-specific advice. Salary data estimated from Rhode Island manufacturing industry reports 2024-2025. Background check depth and disqualifying factors vary by position, clearance requirements, individual circumstances. Individual employment outcomes depend on criminal history, qualifications, clearance requirements, position availability. SeaCon Phoenix, SEACON Group, and TE Connectivity names used for informational purposes. FelonFriendlyJobsNow.com makes no warranties about employment outcomes.