Quick Answer

Conditional. Webster Bank is an FDIC-insured financial institution subject to Section 19 of the Federal Deposit Insurance Act (12 U.S.C. § 1829), which restricts employment of individuals convicted of crimes involving dishonesty, breach of trust, or money laundering. As a leading commercial bank headquartered in Stamford, Connecticut with approximately 4,300 employees and over 200 branches across the Northeast, employment decisions are conditional upon passing a background check and credit history review.

The Fair Hiring in Banking Act (FHBA), effective October 1, 2024, significantly expanded employment opportunities by excluding certain older offenses (7+ years), drug possession charges, de minimis offenses (shoplifting, fake ID, trespassing), and expunged or sealed records from Section 19 restrictions.

The greatest barriers are created by felonies related to theft, fraud, embezzlement, and money laundering (core Section 19 violations), identity theft and computer crimes (dishonesty-related), and financial crimes within the past 7 years (before the FHBA time exclusion applies).

Applicants with offenses that qualify for FHBA exclusions (older than 7 years, de minimis, drug possession, or expunged/sealed) have the best opportunities. Entry-level positions in facilities, corporate support, and non-customer-facing roles may present lower barriers than teller, loan officer, and other positions with direct financial access.

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:

• FDIC Section 19 Compliance: Must NOT have a disqualifying conviction for crimes involving dishonesty, breach of trust, or money laundering within the past 7 years (unless an FHBA exclusion applies or you obtain an FDIC waiver).

  
  

• Expunged/Sealed Records: Convictions that have been expunged, sealed, or dismissed are NOT subject to Section 19 restrictions and do not require disclosure.

  
  

• Credit History: Must have acceptable credit history. Banking positions require demonstrated financial responsibility. Recent bankruptcies or significant delinquencies may affect eligibility.

  
  

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

  
  

• Honesty is Paramount: Must be completely honest about criminal history when asked. Dishonesty during the background check process is grounds for immediate disqualification or termination if discovered later.

  
  

• 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 banking employment is essential for Second Chance applicants. Webster Bank, as an FDIC-insured institution, must comply with federal Section 19 requirements in addition to state fair chance hiring laws. Connecticut, where Webster Bank is headquartered, has strong fair chance protections including the Clean Slate Law and Ban the Box requirements.

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, FDIC Section 19 requirements take precedence for banking positions involving dishonesty-related convictions.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, Webster Bank 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 the decision stands after review.

State-Specific Considerations

Connecticut has strong Fair Chance protections. The Clean Slate Law (effective January 2024) automatically erases eligible misdemeanors after 7 years and Class D, E, and unclassified felonies after 10 years of remaining conviction-free. Erased records cannot be used in employment decisions. Connecticut's Ban the Box law prohibits employers from asking about criminal history on initial applications. Criminal history inquiry occurs after conditional offer. New York, where Webster Bank has significant operations following the Sterling merger, has similar protections under Article 23-A requiring individualized assessment.

Banking Industry-Specific Considerations

The banking industry is governed by FDIC Section 19 (12 U.S.C. § 1829), which prohibits FDIC-insured banks from hiring individuals convicted of crimes involving dishonesty, breach of trust, or money laundering without prior written FDIC consent. The Fair Hiring in Banking Act (FHBA), effective October 1, 2024, significantly amended Section 19 by excluding:

• Offenses committed 7 or more years ago (for most state and federal offenses)

• Drug possession offenses (including possession with intent to distribute)

• Misdemeanor dishonesty offenses committed more than one year ago

• De minimis offenses: shoplifting, fake ID, trespassing, fare evasion, expired license (after 1 year)

• Simple theft under $1,000 and bad checks under $2,000 aggregate

• Expunged, sealed, or dismissed records

Penalties for Section 19 violations are severe: up to $1,000,000 per day. Banks must conduct a "reasonable, documented inquiry" into applicants' criminal history to ensure compliance.

Company Overview

Webster Bank is a leading commercial bank headquartered in Stamford, Connecticut, with over $65 billion in assets. Founded in 1935 by Harold Webster Smith in Waterbury, Connecticut, the bank has grown into one of the largest commercial banks in the Northeast. In February 2022, Webster completed a transformative $10 billion merger with Sterling Bancorp, nearly doubling its size and expanding its geographic footprint into Long Island, the Hudson Valley, and the New York metropolitan area.

Webster Bank operates three primary business lines: Commercial Banking, Consumer Banking, and HSA Bank (one of the nation's largest health savings account providers). The company employs approximately 4,300 employees and operates over 200 financial centers across Connecticut, New York, Massachusetts, Rhode Island, and New Jersey.

Company Fast Facts

• Founded: 1935 (Waterbury, Connecticut)

• Headquarters: Stamford, Connecticut

• Employees: Approximately 4,300

• Branches: 200+ financial centers across CT, NY, MA, RI, NJ

• Assets: Over $65 billion

• Stock Exchange: NYSE (WBS)

• CEO: John R. Ciulla

• Major Merger: Acquired Sterling Bancorp for $10 billion (February 2022)

Hiring Policy Analysis

Webster Bank's hiring process adheres to state Ban-the-Box requirements by conducting background checks after extending a conditional offer. However, as an FDIC-insured institution, the ultimate hiring decision is controlled by compliance with federal banking laws, specifically Section 19. The company emphasizes its values of Integrity, Collaboration, Accountability, Agility, Respect, and Excellence, with integrity being paramount for financial services roles.

Webster Bank conducts individualized assessments for non-Section 19 convictions as required by EEOC guidelines and state fair chance laws. The company's interview process typically takes about two weeks, including phone screening, in-person interviews, assessment testing, and background verification.

Position-Specific Barriers

Barrier levels are determined by the mandatory federal Section 19 restrictions on crimes of dishonesty and breach of trust, position access to financial systems and customer information, and state-specific fair chance requirements.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company job postings. Actual compensation varies by location (New York positions pay higher), experience, and shift.

Career Path Examples

Webster Bank emphasizes internal promotion and career development through Webster Bank University and mentorship programs. Many management positions are filled through internal advancement.

Branch Banking Track: Teller ($18-23/hr) → Senior Teller ($20-25/hr) → Personal Banker ($22-28/hr) → Assistant Branch Manager ($55-75K/yr) → Branch Manager ($65-95K/yr). Requires demonstrated performance, sales achievement, and continued Section 19 compliance.

Operations Track: Operations Clerk ($18-24/hr) → Operations Specialist ($22-30/hr) → Operations Supervisor ($50-70K/yr) → Operations Manager ($70-100K/yr). Process improvement focus and regulatory compliance expertise valued.

Commercial Banking Track: Credit Analyst ($55-75K/yr) → Relationship Manager ($70-100K/yr) → Senior Relationship Manager ($90-130K/yr) → Managing Director ($150K+/yr). Typically requires degree and specialized financial training.

Background Check Process

Understanding Webster Bank's background check process helps you prepare for what to expect. The company conducts background checks after extending a conditional offer, complying with Connecticut's Ban-the-Box requirements.

What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; credit history review (particularly important for banking positions); identity verification through SSN trace and address history; employment history verification; education verification for positions requiring specific credentials; FDIC Section 19 compliance verification; drug screening.

Lookback Period: Connecticut limits criminal history reporting to 7 years for most offenses. Under FHBA, most offenses older than 7 years are excluded from Section 19 restrictions. Connecticut Clean Slate automatically erases eligible misdemeanors after 7 years and certain felonies after 10 years. Expunged records are not reportable.

Timeline: The hiring process averages approximately 2-3 weeks from application to hire based on employee reports. Background checks typically take 5-10 business days to complete after conditional offer. Some positions may take longer depending on verification requirements.

Process Flow: Application submitted → Phone screening → Interview(s) → Assessment test (if applicable) → Conditional offer extended → Background check and drug test authorization signed → Background check conducted (including Section 19 compliance review) → Results reviewed → Final hiring decision made → Pre-adverse or adverse action notice if applicable → Start date confirmed → Orientation.

Disqualifying Factors

High Risk for Disqualification: Any conviction within the past 7 years for theft, fraud, embezzlement, forgery, money laundering, or other crimes involving dishonesty or breach of trust (Section 19 violations); identity theft or computer crimes involving financial systems; bank-related offenses at any time (no FHBA exclusion); poor credit history with recent bankruptcies, judgments, or significant delinquencies; dishonesty during the application process.

Lower Risk (May Qualify Under FHBA Exclusions): Offenses older than 7 years; drug possession charges (including possession with intent to distribute); misdemeanor dishonesty offenses older than 1 year; de minimis offenses (shoplifting under $1,000, fake ID, trespassing, fare evasion) if 1+ year has passed; expunged, sealed, or dismissed records; non-dishonesty-related convictions (DUI, assault). 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. You have reasonable time to respond.

  
  

• EEOC Protection: You have the right to an individualized assessment for non-Section 19 convictions. Blanket exclusions based solely on criminal record are prohibited.

  
  

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

  
  

• Clean Slate Protection: Erased convictions under Connecticut's Clean Slate Law cannot be used in employment decisions. You may legally state you have not been convicted of erased offenses.

Application Strategy

1. Assess Your Section 19 Status First: Determine if your offense involved dishonesty, breach of trust, or money laundering. If so, assess if it qualifies for an FHBA exclusion (7+ years old, de minimis, drug possession, expunged/sealed). If no exclusion applies, consider whether you would pursue an FDIC waiver.

   
   

2. Pursue Expungement or Sealing: If your record is eligible under Connecticut's Clean Slate Law or other state provisions, pursue expungement. Expunged, sealed, or dismissed records are NOT subject to Section 19 restrictions. This is the most effective strategy for banking employment.

   
   

3. Target Appropriate Positions: If your offense may trigger Section 19 concerns, consider starting with facilities, maintenance, or corporate support roles that may be exempt. Build a track record before pursuing customer-facing banking positions.

   
   

4. Apply Through Official Channels: Submit applications through careers.websteronline.com. Webster Bank posts positions on Indeed, LinkedIn, and Glassdoor. Apply to multiple locations to maximize opportunities.

   
   

5. Prepare for Credit History Review: Banking positions require acceptable credit history. Check your credit report in advance. Address any errors. Be prepared to explain any negative items. Recent steps toward financial responsibility help.

   
   

6. 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. Wait until asked or until the appropriate stage (after conditional offer) to discuss your record.

   
   

7. 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. Emphasize time elapsed, rehabilitation, and commitment to integrity.

   
   

8. Document Rehabilitation: Gather evidence of positive changes: completion of treatment programs, educational certificates, financial literacy courses, stable employment history, community involvement, and character references.

Tips for Applicants with Records

1. The FHBA Changed Everything: The Fair Hiring in Banking Act (effective October 2024) dramatically expanded opportunities. If your offense is 7+ years old, involves drug possession, or qualifies as de minimis, you may now be eligible for positions that were previously closed to you.

   
   

2. Check Connecticut Clean Slate Eligibility: Connecticut automatically erases eligible misdemeanors after 7 years and certain felonies after 10 years. Check portal.ct.gov/cleanslate to see if your record qualifies for automatic erasure. Erased records cannot be used against you.

   
   

3. Run Your Own Background Check First: Know what will appear before the employer sees it. Order your own criminal background check and credit report. Dispute any errors or outdated information in advance.

   
   

4. Address Credit Issues Proactively: Banking employers heavily weight credit history. Pay down debt, address collections, and demonstrate financial responsibility. Even imperfect credit can be explained with a rehabilitation narrative.

   
   

5. Consider HSA Bank Positions: Webster Bank's HSA Bank division in Milwaukee, Wisconsin has significant operations. HSA Bank roles may have different barrier levels depending on the specific position and access requirements.

   
   

6. Highlight Stability and Integrity: Emphasize stable housing, reliable transportation, consistent work history, and any evidence of trustworthiness. Banking employers especially value demonstrated integrity and reliability.

   
   

7. Use Employee Referrals: Current Webster Bank employees can provide referrals that receive priority consideration. Network through LinkedIn or local workforce development programs to connect with current employees.

   
   

8. Pass the Drug Test: If you have substance issues, address them completely before applying. Webster Bank requires pre-employment drug screening. Be aware of state-specific cannabis policies.

Benefits Overview

Webster Bank offers a comprehensive Total Rewards benefits package to eligible employees. Benefits are described as competitive within the financial services industry.

Compensation: Competitive base salaries with short-term bonus plans (target 15% of salary as cash bonus for eligible salaried employees) and long-term bonus plans (10% of salary as stock bonus over 3 years).

401(k) and Retirement: 401(k) plan through Fidelity with company match. Employee Stock Purchase Plan (ESPP) available.

Health Benefits: Multiple health plan options through Cigna with pricing tiers based on salary. Health Savings Account (HSA) with company contributions and additional wellness incentives. Dental and vision coverage. Flexible Spending Accounts available.

Time Off: Approximately 15 days paid vacation plus 10 paid holidays. Paid sick leave. Parental leave available. Two paid volunteer days annually.

Additional Benefits: Life insurance. Employee Assistance Program. Tuition reimbursement for approved courses. Professional development through Webster Bank University. Flexible and hybrid work options for eligible positions. Employee discounts.

Employee Perspectives

Pros: Good benefits package, supportive management in some areas, work-life balance, career advancement opportunities, training programs, hybrid work flexibility.

Cons: Sales pressure and unrealistic performance standards in some roles, pay could be higher compared to competitors, micromanagement reported in some departments, integration challenges following Sterling merger.

Frequently Asked Questions

1. Does Webster Bank hire people with felonies?

   Webster Bank's ability to hire individuals with felonies depends primarily on whether the offense triggers FDIC Section 19 restrictions. Convictions for crimes involving dishonesty, breach of trust, or money laundering within the past 7 years generally prohibit employment in banking positions without an FDIC waiver. However, the Fair Hiring in Banking Act (effective October 2024) now excludes offenses older than 7 years, drug possession charges, de minimis offenses (shoplifting under $1,000, fake ID, trespassing), and expunged/sealed records from Section 19 restrictions. Non-dishonesty felonies (assault, DUI, etc.) may be considered through individualized assessment. Facilities and corporate support positions may have fewer restrictions than customer-facing banking roles.

   
   

2. What is the background check process at Webster Bank?

   Webster Bank conducts background checks after extending a conditional job offer, complying with Connecticut's Ban-the-Box law. The check includes criminal history at county, state, and federal levels; credit history review (standard for banking positions); identity verification through SSN trace; employment and education verification; FDIC Section 19 compliance review; and drug screening. You must provide written consent before the check begins. If issues arise, you receive a pre-adverse action notice with a copy of the report and time to respond before a final decision is made.

   
   

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

   Connecticut limits criminal history reporting to 7 years for most offenses. Under the Fair Hiring in Banking Act, most state and federal offenses older than 7 years are now excluded from FDIC Section 19 restrictions entirely. Connecticut's Clean Slate Law automatically erases eligible misdemeanors after 7 years and certain felonies after 10 years—erased records cannot be reported or considered. Employment verification typically extends 7-10 years. Credit history reviews may look further back. Important exceptions: certain serious offenses committed against FDIC-insured institutions or certain federal financial crimes may have no time limit.

   
   

4. What types of convictions make hiring more difficult at Webster Bank?

   The most difficult convictions are those triggering Section 19: theft, fraud, embezzlement, forgery, money laundering, identity theft, and other crimes involving dishonesty or breach of trust within the past 7 years. Bank-related offenses at any time are particularly problematic. Poor credit history with recent bankruptcies or significant delinquencies also creates barriers for banking positions. Lower-risk convictions include offenses older than 7 years (FHBA exclusion), drug possession charges (now excluded from Section 19), de minimis offenses after 1 year, and non-dishonesty offenses (DUI, assault) that would receive individualized assessment.

   
   

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

   The best entry-level opportunities depend on your specific record. If your offense qualifies for FHBA exclusions (7+ years old, de minimis, drug possession, or expunged), you may be eligible for standard teller positions ($18-23/hr) and customer service roles ($18-26/hr). If your offense might trigger Section 19 concerns, consider targeting facilities and maintenance positions ($14-22/hr), mailroom, or general corporate support roles that may be exempt from Section 19 requirements. These positions allow you to build a work history with the company while demonstrating reliability and integrity.

   
   

6. Does Webster Bank drug test, and what kind of test do they use?

   Yes, Webster Bank requires pre-employment drug screening for all positions. Testing is typically a standard urine screening conducted after a conditional offer is extended. The company maintains a drug-free workplace policy. Note that the Fair Hiring in Banking Act now excludes drug possession offenses (including possession with intent to distribute) from Section 19 restrictions, so past drug-related convictions will not automatically disqualify you from banking employment. However, you must pass the current drug test regardless of past conviction status. Be aware of Connecticut and New York state-specific policies regarding cannabis.

   
   

7. When during the hiring process will Webster Bank ask about criminal history?

   Webster Bank complies with Connecticut's Ban-the-Box law, which prohibits asking about criminal history on initial job applications. Criminal history inquiry occurs after a conditional job offer is extended. At that point, you will be asked to authorize a background check and may be asked about your criminal record. Connecticut law requires that you be notified in conspicuous writing that you are not required to disclose erased or expunged convictions. The company then conducts its background check and FDIC Section 19 compliance review before making a final hiring decision.

   
   

8. Can someone advance to management at Webster Bank if they have a felony?

   Advancement to management is possible but faces heightened scrutiny. All management positions in banking require full Section 19 compliance—any disqualifying conviction within the lookback period would prevent promotion to supervisory or management roles with fiduciary responsibility. However, if your conviction qualifies for FHBA exclusions (7+ years old, de minimis, drug possession, expunged/sealed) or you have obtained an FDIC waiver, advancement may be possible. Webster Bank emphasizes internal promotion through Webster Bank University. Consistent performance, demonstrated integrity, and continued compliance with banking regulations are essential.

   
   

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

   The complete hiring process typically takes 2-3 weeks from initial application to start date based on employee reports. Phone screening usually occurs within 1 week of application. In-person interviews and assessment tests follow within 1-2 weeks. After conditional offer, the background check (including criminal history, credit check, and Section 19 compliance review) typically takes 5-10 business days. If issues arise requiring additional documentation or review, the process may extend. Drug screening is typically scheduled during the background check period.

   
   

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

    Key strategies include:

    (1) Pursue expungement if eligible under Connecticut Clean Slate—expunged records are completely excluded from Section 19;

    (2) Check if your offense qualifies for FHBA exclusions (7+ years, de minimis, drug possession);

    (3) Address credit issues proactively and be prepared to explain any negative items;

    (4) Run your own background check and credit report first to identify and dispute errors;

    (5) Target positions appropriate for your background—consider facilities or corporate support if Section 19 concerns exist;

    (6) Prepare a concise rehabilitation narrative emphasizing time elapsed and positive changes;

    (7) Document rehabilitation through certificates, references, and stable employment history;

    (8) Network with current employees for referrals;

    (9) Be completely honest—dishonesty is an automatic disqualifier;

    (10) Apply to multiple locations to maximize opportunities.

Alternative Second Chance Employers

If Webster Bank doesn't work out, consider these employers known for fair chance hiring practices in Connecticut and the Northeast:

Conclusion

Webster Bank offers conditional opportunities for individuals with criminal records, with eligibility primarily determined by FDIC Section 19 compliance. The Fair Hiring in Banking Act (effective October 2024) significantly expanded opportunities by excluding older offenses (7+ years), drug possession charges, de minimis offenses, and expunged/sealed records from Section 19 restrictions.

As a leading commercial bank with approximately 4,300 employees and 200+ branches across the Northeast, Webster Bank provides competitive compensation, comprehensive benefits including 401(k) with match and health insurance, and genuine career advancement opportunities through internal promotion. The work environment emphasizes integrity, collaboration, and professional development.

Key Success Factors: Pursue expungement under Connecticut Clean Slate if eligible; verify whether your offense qualifies for FHBA exclusions; maintain clean credit history; target positions appropriate for your background; prepare compelling rehabilitation narrative; be completely honest throughout the process.

Biggest Barriers: Dishonesty-related convictions within 7 years trigger Section 19 restrictions; poor credit history undermines candidacy for banking positions; any offense committed against an FDIC-insured institution has no time exclusion; competition for positions is significant.

For those whose records qualify for FHBA exclusions or who can demonstrate compelling rehabilitation, Webster Bank represents a legitimate pathway to stable employment in financial services. The combination of competitive pay, strong benefits, and career development opportunities makes the bank an attractive option for second chance job seekers who meet Section 19 requirements.

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 regulatory guidance (FDIC, EEOC), employment information and company policies may change without notice. FDIC Section 19 requirements and Fair Hiring in Banking Act provisions should be verified with current regulatory guidance. Always verify current practices directly with Webster Bank.

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. Connecticut Clean Slate Law eligibility should be verified through official state resources. Consult with an employment attorney or legal aid organization for specific legal advice about your situation.

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