Quick Answer

Conditional. Travelers Insurance may hire individuals with felony convictions for certain positions, but faces significant federal restrictions. As the second-largest commercial property casualty insurer in the United States with approximately 34,000 employees, Travelers operates under strict regulatory requirements that create substantial barriers for applicants with criminal records. Employment decisions are conditional upon passing a background check and are subject to Fair Chance Hiring principles and EEOC guidelines.

The most significant barrier is 18 U.S.C. § 1033, a federal law that creates a permanent bar for individuals convicted of felonies involving dishonesty or breach of trust from working in the "business of insurance." This includes fraud, theft, embezzlement, forgery, and similar offenses. Unlike typical background check considerations, this is a statutory prohibition that applies regardless of how much time has passed since the conviction.

The greatest barriers are created by felonies related to dishonesty or breach of trust (permanent federal bar under Section 1033), financial crimes (directly relevant to insurance operations), and computer crimes (concern for IT and data-handling positions). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Best opportunities exist in non-licensed support positions that may fall outside the scope of Section 1033, such as facilities maintenance, mailroom operations, and certain administrative roles. Applicants with non-dishonesty convictions have better prospects, particularly if offenses are older and rehabilitation is well-documented.

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:

• Section 1033 Assessment: Must determine if your conviction triggers the federal bar under 18 U.S.C. § 1033. Felonies involving dishonesty or breach of trust (fraud, theft, embezzlement, forgery, etc.) create a permanent prohibition from working in insurance unless you obtain a written consent waiver from the state insurance regulator.

  
  

• No Blanket Exclusion for Non-1033 Offenses: For convictions that do not trigger Section 1033, the company cannot automatically exclude you. EEOC guidelines require individualized assessment considering the Green Factors.

  
  

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

  
  

• Physical Requirements: Most positions are office-based requiring prolonged sitting, computer use, and standard office mobility. Facilities positions may require lifting up to 50 pounds and physical labor.

  
  

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

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked. Dishonesty is an automatic disqualifier and can result in termination if discovered later. In the insurance industry, integrity is the foundational requirement.

  
  

• Work Authorization: Must be legally authorized to work in the United States and able to provide required I-9 documentation.

Critical Regulatory Information

Understanding the legal landscape for criminal records in insurance employment is essential for Second Chance applicants. Travelers Insurance operates nationwide but is headquartered in New York with major operations in Hartford, Connecticut, and Saint Paul, Minnesota. The company must comply with federal EEOC guidelines and state fair chance hiring laws, but the dominant regulatory factor is 18 U.S.C. § 1033, which supersedes many standard considerations.

EEOC Guidelines

The Equal Employment Opportunity Commission advises employers not to automatically refuse to consider an applicant because of a criminal record. Employers must conduct an individualized assessment considering the Green Factors:

(1) Nature and gravity of the offense;

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

(3) Nature of the job sought and its relationship to the offense. However, these guidelines apply primarily to convictions that do not trigger Section 1033's statutory prohibition.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, Travelers must comply with the Fair Credit Reporting Act (FCRA) adverse action procedures:

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

(2) Allow reasonable time to dispute inaccuracies;

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

State-Specific Considerations

Connecticut (Hartford headquarters) has Ban the Box protections prohibiting criminal history inquiries on initial applications. New York (corporate headquarters) has the Fair Chance Act with strong protections including required individualized assessment and written explanation for adverse decisions. Minnesota (Saint Paul operations) has Ban the Box for public employers and some private employer restrictions. Many states limit criminal history lookback to 7 years, though Section 1033 violations have no time limitation.

Insurance Industry-Specific Considerations

18 U.S.C. § 1033 creates a unique regulatory environment for insurance employment. This federal law prohibits any person convicted of a felony involving dishonesty or breach of trust from engaging in the "business of insurance" without written consent from the state insurance regulatory official. The "business of insurance" is defined broadly to include underwriting, claims adjustment, sales, and other core insurance functions.

Covered offenses include but are not limited to: fraud, theft, embezzlement, forgery, bribery, counterfeiting, tax evasion, misrepresentation, perjury, identity theft, insurance fraud, bank fraud, securities fraud, and money laundering. There is no time limitation on this bar—a 30-year-old conviction triggers the same prohibition as a recent one.

Waiver Process: An individual subject to Section 1033 may apply for written consent from the insurance commissioner in the state where employment is sought. This requires:

(1) a job offer contingent on obtaining the waiver;

(2) detailed application to the state insurance department;

(3) evidence of rehabilitation;

(4) review period of several months. Approval is not guaranteed.

Company Overview

Travelers Insurance is the second-largest commercial property casualty insurer in the United States and a component of the Dow Jones Industrial Average. Founded in 1853 in Hartford, Connecticut, as the first company to offer accident insurance in America, Travelers has grown into a diversified insurance powerhouse operating through three segments: Business Insurance, Bond & Specialty Insurance, and Personal Insurance. The company is publicly traded on the New York Stock Exchange (TRV) and employs approximately 34,000 people globally, with over 30,000 in the United States.

Travelers is committed to creating an inclusive workplace and has received recognition for diversity initiatives. The company participates in the Federal Bonding Program as the underwriting insurer, demonstrating awareness of second chance employment concepts. However, the company operates under strict regulatory requirements that significantly limit opportunities for individuals with certain criminal histories.

Company Fast Facts

• Founded: 1853 (Hartford, Connecticut)

• Headquarters: 485 Lexington Avenue, New York, NY

• Employees: Approximately 34,000 globally; 30,000+ in U.S.

• Industry Rank: Second-largest U.S. commercial property casualty insurer

• Major Operations: Hartford, CT; Saint Paul, MN; New York, NY

• Stock Exchange: NYSE: TRV (Dow Jones Industrial Average component)

• CEO: Alan D. Schnitzer (Chairman and CEO since 2015)

• Business Model: Property casualty insurance and surety bonds

• Revenue: $46.4 billion (2024)

Hiring Policy Analysis

Travelers does not have a formal "second chance" hiring program, and opportunities for applicants with criminal records are significantly constrained by federal law. The company conducts individualized assessments as required by EEOC guidelines for non-Section 1033 offenses and complies with state Ban the Box laws in Connecticut, New York, and other applicable jurisdictions. Background checks are conducted after conditional offer, giving applicants the opportunity to demonstrate qualifications before criminal history is considered.

The hiring process typically includes application screening, phone interview, one or more in-person or video interviews, conditional offer, background check authorization, and final decision. For positions potentially subject to Section 1033, the company must determine whether the applicant's conviction triggers the federal bar and, if so, whether to support a waiver application.

Position-Specific Barriers

Barrier levels are determined primarily by whether the position falls within the "business of insurance" under Section 1033 and the nature of the applicant's conviction.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company information. Travelers announced a minimum wage of $20/hr effective April 2025. Actual compensation varies by location, experience, and role.

Career Path Examples

Travelers emphasizes internal advancement and professional development. Career progression for individuals with records depends heavily on the nature of the conviction and whether advancement would move them into Section 1033-covered roles.

Facilities Track: Facilities Technician ($20-$24/hr) → Senior Facilities Technician ($24-$28/hr) → Facilities Supervisor ($55K-$70K/yr) → Facilities Manager ($70K-$90K/yr). Advancement within facilities may avoid Section 1033 restrictions entirely.

Administrative Track: Administrative Assistant ($22-$26/hr) → Senior Administrative Assistant ($26-$30/hr) → Executive Assistant ($35-$45/hr) → Office Manager ($55K-$75K/yr). Advancement into roles with insurance-related responsibilities may trigger Section 1033 considerations.

IT Track: IT Support Technician ($28-$35/hr) → IT Specialist ($35-$45/hr) → Senior IT Analyst ($80K-$100K/yr) → IT Manager ($100K-$130K/yr). Computer crimes create significant barriers; non-computer-related convictions have better prospects.

Background Check Process

Understanding Travelers' background check process helps you prepare mentally and practically for what to expect. The company conducts background checks after extending a conditional offer, which means you'll have the opportunity to interview and demonstrate your qualifications before your criminal history is reviewed.

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; credit history review; drug screening; professional license verification where applicable; Section 1033 compliance review for insurance positions.

Lookback Period: Standard 7-year criminal lookback in most states. Employment verification typically extends 7-10 years. Credit history generally covers 7-10 years. Critical exception: Section 1033 has no time limitation—a conviction from any point in your past triggers the federal bar.

Timeline: The hiring process averages approximately 2-6 weeks from application to offer based on employee reports. Background checks typically take 1-3 weeks to complete after conditional offer. If Section 1033 waiver is required, add several months for state regulatory review.

Process Flow: Application submitted → Phone screening → Interview(s) conducted → Conditional offer extended → Background check and drug test authorization signed → Background check conducted → Section 1033 review if applicable → Results reviewed using individualized assessment → Final hiring decision made → Pre-adverse or adverse action notice if applicable → Start date confirmed → Orientation.

Disqualifying Factors

Automatic Disqualification (Section 1033): Any felony involving dishonesty or breach of trust creates a permanent federal bar for insurance positions. This includes: fraud (any type), theft, embezzlement, forgery, bribery, counterfeiting, tax evasion, misrepresentation, perjury, identity theft, insurance fraud, bank fraud, securities fraud, money laundering, and similar offenses. No time limitation applies.

High Risk for Disqualification: Computer crimes (especially for IT roles); violent offenses (workplace safety concerns); recent felonies within past 5 years; multiple convictions; dishonesty on application (automatic termination).

Lower Risk (Case-by-Case): Non-dishonesty felonies older than 7 years; simple drug possession with evidence of treatment; DUI/DWI for non-driving positions; misdemeanors unrelated to job duties. All subject to individualized assessment considering rehabilitation evidence.

Your Rights as Applicant

• FCRA Protections: You must receive written notice and provide consent before a background check. If denied based on the report, you're entitled to a copy and the right to dispute inaccuracies.

  
  

• Pre-Adverse Action Notice: Before a final decision, you must receive notice with a copy of the report and a summary of your rights. Reasonable time to respond is required.

  
  

• EEOC Protection: For non-Section 1033 offenses, you have the right to an individualized assessment. Blanket exclusions based solely on criminal record are prohibited.

  
  

• Ban the Box: In Connecticut, New York, and other applicable states, employers cannot ask about criminal history on initial applications. Criminal history inquiry occurs after conditional offer.

  
  

• Section 1033 Waiver Right: If subject to the federal bar, you have the right to apply for written consent from the state insurance commissioner. This requires employer support and evidence of rehabilitation.

Application Strategy

1. Assess Your Section 1033 Status First: Before applying, determine whether your conviction triggers the federal bar. If your offense involved dishonesty or breach of trust, focus on positions clearly outside the "business of insurance" (facilities, security, cafeteria) or be prepared for the waiver process.

   
   

2. Target Non-Licensed Support Positions: Focus on facilities maintenance, mailroom, and security positions which have the lowest barriers and may fall outside Section 1033's scope. These roles offer entry points to demonstrate reliability.

   
   

3. Apply Through Official Channels: Submit your application through careers.travelers.com. Travelers posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as support positions are posted frequently.

   
   

4. Be Completely Honest: Never lie about your criminal history. In the insurance industry, integrity is the foundational requirement. Dishonesty is an automatic disqualifier and can result in termination even after hire if discovered later.

   
   

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

   
   

6. Document Rehabilitation Extensively: Gather evidence of positive changes: completion of treatment programs, educational certificates, vocational training, 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. Connecticut has relatively favorable expungement laws. Contact legal aid organizations for assistance. Note: Expungement may not eliminate Section 1033 applicability for federal purposes.

   
   

8. Be Prepared for Extended Timeline: If Section 1033 waiver is needed, the process takes several months. Maintain employment elsewhere during this period and stay in communication with Travelers HR about status.

Tips for Applicants with Records

1. Understand the Insurance Industry Reality: Insurance is one of the most heavily regulated industries for criminal records. Section 1033 creates barriers that don't exist in most other industries. Set realistic expectations and consider whether insurance is the right industry for your situation.

   
   

2. Start Entry-Level, Prove Yourself: Even if overqualified, starting in a facilities or support role allows you to demonstrate reliability and integrity. Travelers promotes from within, and strong performance can open doors.

   
   

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.

   
   

4. Research Section 1033 Thoroughly: If your conviction might trigger the federal bar, consult with an attorney who specializes in insurance regulation. Understanding your exact status helps you target appropriate positions.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. Travelers requires pre-employment drug screening for all positions.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and any consistent work history. Insurance employers especially value dependability and trustworthiness.

   
   

7. Network Carefully: Employee referrals can help, but be aware that internal advocates take on reputational risk when referring someone with a record. Be transparent with any contacts about your situation.

   
   

8. Consider the Federal Bonding Program: Travelers is the underwriting insurer for the Federal Bonding Program, which provides fidelity bonds for at-risk job seekers. Research whether this program could support your application.

Benefits Overview

Travelers offers a comprehensive benefits package ranked in the top quartile of S&P 500 companies. The company reports median total compensation of approximately $130,700 per year for full-time U.S. employees. Benefits begin on the first day of the month following hire for eligible employees.

Compensation: Minimum wage of $20/hr effective April 2025. Competitive salaries benchmarked against market rates. Annual merit increases and performance bonuses for eligible positions.

401(k) and Retirement: Dollar-for-dollar match up to 5% of pay. 100% vested after 3 years. 97% employee participation rate. "Paying It Forward" program matches student loan payments with 401(k) contributions.

Health Benefits: Multiple medical plan options including PPO and HDHP with HSA. Tiered cost-sharing based on salary (lower-paid employees pay approximately 20% of premiums, higher-paid approximately 50%). Dental and vision coverage. Spring Health mental wellness program with free 24/7 counseling.

Time Off: 20+ days PTO starting. Option to purchase additional vacation days. Company holidays. Parental leave for new parents. Volunteer time off.

Additional Benefits: Life and disability insurance. Employee assistance program. Fitness center discounts. Weight management programs. Tuition reimbursement. Professional development opportunities. Employee stock purchase plan.

Employee Perspectives

Pros: Strong benefits package, work-life balance, job stability, professional development opportunities, collaborative culture, remote work options for many positions.

Cons: Large corporate bureaucracy, advancement can be slow, compensation below some competitors for certain roles, workload varies significantly by department.

Frequently Asked Questions

1. Does Travelers Insurance hire people with felonies?

   Conditionally. Travelers may hire individuals with felony convictions, but faces significant restrictions under federal law. The key factor is whether your conviction triggers 18 U.S.C. § 1033, which creates a permanent bar for felonies involving dishonesty or breach of trust (fraud, theft, embezzlement, forgery, etc.) from working in the "business of insurance." For non-dishonesty felonies, the company conducts individualized assessments as required by EEOC guidelines. Best opportunities exist in support roles like facilities maintenance that may fall outside Section 1033's scope.

   
   

2. What is the background check process at Travelers Insurance?

   Travelers conducts comprehensive background checks after extending a conditional job offer. The check includes criminal history at county, state, and federal levels; employment verification (7-10 years); education verification; credit history review; and drug screening. For positions in the "business of insurance," Section 1033 compliance review is also conducted. You must authorize the background check in writing. Results are reviewed using individualized assessment for non-Section 1033 offenses. The process typically takes 1-3 weeks.

   
   

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

   Standard criminal history lookback is 7 years in most states, though some states allow longer periods for certain positions. Employment verification typically covers 7-10 years. Critical exception: 18 U.S.C. § 1033 has NO time limitation. A dishonesty-related felony conviction from 30 years ago triggers the same federal bar as a recent conviction. This is the most important distinction for insurance industry employment.

   
   

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

   Most difficult: Any felony involving dishonesty or breach of trust (fraud, theft, embezzlement, forgery, identity theft, etc.) creates a permanent federal bar under Section 1033 for insurance positions. High difficulty: Computer crimes (especially for IT roles), violent offenses, financial crimes, and recent felonies within 5 years. Moderate difficulty: Drug offenses, property crimes without dishonesty elements. Lower difficulty: Traffic offenses, older non-violent crimes unrelated to job duties. Dishonesty on the application is an automatic disqualifier regardless of conviction type.

   
   

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

   Facilities/Maintenance positions ($20-$28/hr) offer the best opportunities as they may fall outside Section 1033's scope and have consistent hiring needs. Mailroom Clerk ($20-$25/hr) and Security Guard ($20-$26/hr) positions also have lower barriers. Customer Service and Administrative roles ($20-$30/hr) have moderate barriers depending on how broadly Section 1033 is interpreted. Avoid Claims, Underwriting, and Agent positions initially as these are core insurance functions subject to Section 1033.

   
   

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

   Yes, Travelers requires pre-employment drug screening for all positions. The company maintains a drug-free workplace policy. Testing is typically a urine-based screening. Random drug testing may occur for certain positions, particularly those involving safety-sensitive duties. If you have substance abuse history, address it completely before applying and be prepared to discuss your recovery if asked.

   
   

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

   Travelers complies with Ban the Box laws in Connecticut, New York, and other applicable states. This means criminal history questions are not asked on the initial application. Criminal history inquiry occurs after a conditional offer has been extended. You will be asked to authorize a background check at that point. The company reviews results using individualized assessment for non-Section 1033 offenses, considering the nature of the offense, time elapsed, and relationship to the job.

   
   

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

   Possibly, depending on the conviction type and advancement path. Advancement within facilities, IT, or administrative tracks may be possible if your conviction doesn't trigger Section 1033 or isn't job-related. However, advancement into roles with insurance-related responsibilities (claims management, underwriting supervision, etc.) would trigger Section 1033 review if your conviction involves dishonesty. Strong performance, additional education, and documented rehabilitation support advancement prospects. Be strategic about career paths that keep you in roles outside Section 1033's scope.

   
   

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

   The standard hiring process takes approximately 2-6 weeks from application to offer based on employee reports. Background checks typically take 1-3 weeks after conditional offer. Total timeline from application to start date is usually 4-8 weeks for straightforward cases. If Section 1033 waiver is required, add several months for state regulatory review. The waiver process requires a job offer contingent on approval, detailed application to the state insurance department, and evidence of rehabilitation.

   
   

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

    First, determine your Section 1033 status and target appropriate positions. Apply for support roles (facilities, mailroom) that may fall outside the federal bar's scope. Be completely honest about your record—integrity is paramount in insurance. Document rehabilitation extensively with certificates, employment history, and references. Check your own background report for errors before applying. Research expungement eligibility in your state. Emphasize stability, reliability, and trustworthiness. Consider whether a Section 1033 waiver application is viable if your conviction triggers the bar. Network carefully and be transparent with any internal contacts about your situation.

Alternative Second Chance Employers

If Travelers Insurance doesn't work out due to Section 1033 restrictions or other barriers, consider these employers known for fair chance hiring practices:

Conclusion

Travelers Insurance offers limited but real opportunities for individuals with criminal records, with significant caveats. As one of America's largest insurers with 34,000 employees, the company has positions across multiple functions—but the dominant factor shaping opportunities is 18 U.S.C. § 1033, the federal law that creates permanent barriers for dishonesty-related convictions in insurance employment.

For applicants whose convictions do not trigger Section 1033, Travelers conducts individualized assessments as required by EEOC guidelines. The company offers competitive compensation with a $20/hr minimum wage, excellent benefits including 401(k) matching, and opportunities for advancement. Support positions in facilities, mailroom, and security offer the most accessible entry points.

Key Success Factors: Assess Section 1033 status before applying; target positions outside "business of insurance" scope; be completely honest about your record; document rehabilitation extensively; check your own background report for errors; be patient with extended timelines if waiver is needed.

Biggest Barriers: Section 1033 federal bar for dishonesty convictions (no time limitation); computer crimes for IT positions; extensive background check including credit review; insurance industry's extreme emphasis on integrity and trustworthiness.

If your conviction involves dishonesty or breach of trust, carefully consider whether the insurance industry is the right fit or whether the Section 1033 waiver process is viable for your situation. For applicants with non-dishonesty convictions, Travelers represents a legitimate opportunity with a respected employer offering strong benefits and career potential. Start with realistic expectations, target appropriate positions, demonstrate integrity throughout the process, and be prepared to prove yourself through consistent performance.

Disclaimer

This guide provides general information and should not be considered legal advice. Hiring policies vary by position, location, and individual circumstances. While we strive for accuracy using publicly available sources including company websites, job postings, employee reviews (Glassdoor, Indeed), salary databases (PayScale, ZipRecruiter), and federal regulatory information, employment information and company policies may change without notice. Always verify current practices directly with Travelers Insurance.

18 U.S.C. § 1033 is a complex federal statute with significant implications for insurance employment. This guide provides general information about Section 1033 but cannot substitute for legal advice about your specific situation. Consult with an attorney specializing in insurance regulation for guidance on whether your conviction triggers Section 1033 and the viability of a waiver application.

Inclusion in this guide does not guarantee employment. Background check laws, expungement procedures, and fair chance hiring requirements vary by state and should be confirmed with legal professionals. Consult with an employment attorney or legal aid organization for specific legal advice about your situation.

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