Quick Answer

Yes, AdventHealth hires individuals with criminal records, but accessibility is LIMITED due to Florida's mandatory Level 2 background screening requirements for healthcare workers. AdventHealth is a faith-based healthcare organization committed to providing whole-person care, and they evaluate candidates on a case-by-case basis. However, Florida law (Chapter 435) establishes specific disqualifying offenses that can permanently bar individuals from healthcare employment, and the exemption process requires at least 3 years post-release for felonies.

Table of Contents

1. Quick Answer

2. Felon-Friendly Scorecard

3. Eligibility Checklist

4. Critical Regulatory Warning

5. Employer Overview

6. Major Locations and Divisions

7. Background Check Process

8. Application Strategy

9. Tips for Applicants with Records

10. Work Environment

11. Frequently Asked Questions

12. Alternative Second Chance Employers

13. Conclusion

14. Disclaimer

Felon-Friendly Scorecard

Eligibility Checklist

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

1. No OIG Exclusion: You must NOT appear on the federal HHS Office of Inspector General (OIG) Exclusions List. Healthcare employers cannot hire individuals on this list for any position involving federal healthcare programs.

2. No Permanent Disqualifier: You must NOT have a conviction for the most severe crimes that are permanently disqualifying under Florida Chapter 435, including certain sexual offenses, murder, and offenses involving children.

3. Exemption Eligibility (if applicable): If you have a disqualifying offense, you must have completed the mandatory waiting period (3 years post-release for felonies) and meet all exemption requirements before applying for an exemption.

4. Drug Screen Ready: You must pass a pre-employment drug screen as a condition of employment.

5. Legal Authorization: You must be authorized to work in the United States and able to complete Form I-9 verification.

Critical Regulatory Warning

The most significant barrier to healthcare employment at AdventHealth is created by the mandatory Level 2 Screening standards set by Florida law. This is not an AdventHealth policy—it is a state requirement that applies to all healthcare employers in Florida.

• Level 2 Screening: Requires fingerprinting and a detailed criminal history search through the FBI and FDLE (Florida Department of Law Enforcement). This searches national databases, not just Florida records.

• Disqualifying Offenses: Florida Statute Chapter 435 mandates specific disqualifying offenses including many felonies related to theft, violence, sexual misconduct, drug trafficking, abuse/neglect, and fraud.

• EEOC Assessment: For non-mandatorily disqualifying offenses, AdventHealth must conduct an individualized assessment per EEOC guidelines considering the nature of the offense, time elapsed, and job relevance.

• Exemption Process: Individuals with disqualifying offenses may apply for an exemption through AHCA (for unlicensed staff) or the Florida Department of Health (for licensed professionals). The applicant must demonstrate rehabilitation by 'clear and convincing evidence.'

Employer Overview

AdventHealth is a Seventh-day Adventist nonprofit healthcare organization headquartered in Altamonte Springs, Florida. Founded in 1973 as Adventist Health System Sunbelt Healthcare Corporation, the organization rebranded to AdventHealth on January 2, 2019. The organization's mission is to 'Extend the Healing Ministry of Christ,' emphasizing whole-person care that addresses body, mind, and spirit. This faith-based approach means AdventHealth considers the physical, emotional, and spiritual dimensions of health for both patients and employees.

AdventHealth is the largest not-for-profit Protestant healthcare system in the United States. As of November 2025, the organization operates 56 hospitals across nine states on fifty-four campuses, with the majority concentrated in Florida. AdventHealth was the second-largest hospital network in Florida in 2021 and ranked fifteenth largest in the country in February 2023. AdventHealth Orlando, the flagship campus, is the second-largest hospital in Florida, the largest in Central Florida, and the third-largest hospital in the United States as of 2023.

The organization has a deep commitment to serving communities and has a local financial impact of more than $1 billion annually in Central Florida alone. AdventHealth and its employees are responsible for nearly 20 percent of Central Florida's economy. The system includes comprehensive outpatient care networks, urgent care centers, imaging facilities, rehabilitation services, home health, and hospice care in addition to hospital operations.

Forbes has recognized AdventHealth as a 'Best in State' employer in Florida and one of the nation's 'Best Employers for New Grads.' The organization is known for its faith-based culture, commitment to employee development, and extensive tuition assistance programs. In November 2024, AdventHealth was named first place by Gartner in its Healthcare Supply Chain Top 25 list for the very first time.

Fast Facts

• Headquarters: Altamonte Springs, Florida

• Employees: Over 80,000 team members nationwide; 37,672 in Orlando-area facilities alone

• Hospitals: 56 hospitals across 54 campuses in nine states

• Patient Visits: 7.4 million patients served annually

• CEO: David Banks (appointed April 2025)

• Industry Rating: 4.0/5.0 on Glassdoor based on 4,000+ employee reviews

• Recommendation Rate: 71-84% of employees would recommend working at AdventHealth to a friend

  
  

Major Locations and Divisions

AdventHealth operates across multiple states with the largest concentration in Florida. The organization has invested significantly in growth, opening a new $263 million hospital in Riverview, Florida in October 2024.

Major divisions include:

• Central Florida Division: As of early 2025, AdventHealth employs 37,672 people across its Orlando-area facilities, making it one of the largest healthcare employers in Central Florida. Includes AdventHealth Orlando (flagship campus, 3rd largest hospital in the US), 11+ hospitals including AdventHealth Celebration, Winter Park, Kissimmee, and Apopka. In October 2025, the division had eleven hospitals, expanding to twelve when AdventHealth Minneola opens in December. AdventHealth Orlando sees more than 3.4 million patient visits annually.

• West Florida Division: As of July 2025, the West Florida Division had fifteen hospitals across Tampa Bay area including AdventHealth Tampa (fifth largest in Tampa Bay), Carrollwood, Riverview (opened October 2024 with 82 beds and 1,000+ employees), North Pinellas, Zephyrhills, Dade City, and locations in Charlotte, Highlands, Hardee, Polk, Pasco, Pinellas, Marion, and Hillsborough counties. AdventHealth Sebring is home to the only OB Center in Highlands County certified 'Baby Friendly' by WHO, CDC, and UNICEF.

• East Florida Division: As of August 2025, the East Florida Division had seven hospitals including AdventHealth Daytona Beach, Palm Coast, and New Smyrna Beach facilities. In late June 2024, Andrew Weinfeld was chosen as chief clinical officer for the East Florida Division.

• Colorado Facilities: AdventHealth Littleton, Parker, Porter, Avista (Louisville), and Castle Rock. AdventHealth Porter is the largest AdventHealth hospital in central Colorado and the 9th largest in the state.

• Kansas: AdventHealth Shawnee Mission is the largest AdventHealth hospital in Kansas, serving the Kansas City metropolitan area since 1962.

• Other States: North Carolina (AdventHealth Hendersonville, established 1910), Texas (AdventHealth Central Texas), Illinois (UChicago Medicine AdventHealth Hinsdale, established 1905), and other locations.

  
  

Florida Level 2 Background Screening

Florida requires Level 2 background screening for all healthcare workers in positions of trust or with patient contact. This is a mandatory state requirement, not an AdventHealth policy. Understanding this process is essential for anyone with a criminal record seeking healthcare employment.

What Level 2 Screening Includes

• Fingerprint submission to an AHCA-approved Livescan vendor

• Criminal history check through Florida Department of Law Enforcement (FDLE)

• National criminal history check through FBI databases

• Sexual predator and offender registry search in all states of residence (past 5 years)

• Review by Agency for Health Care Administration (AHCA) Background Screening Unit

  
  

Disqualifying Offenses Under Chapter 435

The following categories of offenses can disqualify individuals from healthcare employment in Florida:

• Sexual Offenses: Sexual battery, lewd and lascivious behavior, unlawful sexual activity with minors, sexual misconduct

• Violent Crimes: Murder, manslaughter (including vehicular), aggravated assault and battery, kidnapping, false imprisonment

• Crimes Against Vulnerable Populations: Child abuse or neglect, elder abuse or neglect, exploitation of elderly or disabled individuals

• Drug Offenses: Felony drug offenses, trafficking, manufacturing, distribution of controlled substances

• Theft and Fraud: Burglary, robbery, felony theft, fraudulent acts, forgery, embezzlement, Medicaid/Medicare fraud

• Weapons Offenses: Firearm offenses, weapons violations within 1,000 feet of a school

• Other Offenses: Arson, resisting arrest with violence, escape, domestic violence, stalking, human trafficking

  
  

Important: This is not an exhaustive list. Refer to Florida Statutes Section 435.04 for the complete list of disqualifying offenses.

Exemption from Disqualification Process

Florida law (Section 435.07) allows individuals with disqualifying offenses to apply for an exemption. The exemption does NOT erase your criminal record—it only provides eligibility for healthcare employment despite the presence of a disqualifying offense.

Eligibility Requirements for Exemption

• For Felonies: At least 3 years must have elapsed since completion of or lawful release from confinement, supervision, or non-monetary court conditions

• For Misdemeanors: Must have been lawfully released from confinement, supervision, or other non-monetary conditions

• Financial Obligations: All court-ordered fees, fines, liens, and restitution must be paid in full

• Not Eligible: Individuals designated as sexual predators, sexual offenders, or career offenders are NOT eligible for exemption

Where to Apply

• AHCA: Apply through the Agency for Health Care Administration if you are seeking employment in an unlicensed position (environmental services, food service, patient transport, etc.)

• Florida Department of Health: Apply through DOH if you hold a professional license (nursing, medical technologist, etc.)

Required Documentation

• Current Level II screening (completed through AHCA Clearinghouse)

• AHCA letter of disqualification

• Arrest reports for all offenses on criminal history

• Court dispositions for all offenses

• Proof of completion of all court-ordered requirements

• Evidence of rehabilitation (employment history, education, character references, community service, counseling completion)

Standard of Proof: You must demonstrate by 'clear and convincing evidence' that you should not be disqualified from employment and that you pose no danger to patients.

Position-Specific Barriers

Available Positions and Pay Rates

The following positions are commonly available at AdventHealth facilities. Pay rates are based on Glassdoor, PayScale, and Indeed salary data.

Career Path Examples

AdventHealth offers career advancement opportunities and tenure-based rewards. Here are common progression paths:

• Nursing Path: CNA → Patient Care Tech → LPN → RN → Charge Nurse → Assistant Nurse Manager → Nurse Manager → Director of Nursing

• Support Services Path: Environmental Services Tech → EVS Supervisor → Operations Coordinator → Manager

• Clinical Support Path: Patient Transporter → Unit Secretary → Patient Care Tech → Medical Assistant → Clinical Coordinator

• Food Service Path: Food Service Worker → Cook → Dietary Aide → Nutritional Services Supervisor → Dietary Manager

• Administrative Path: Receptionist → Patient Access Specialist → Medical Records Clerk → Administrative Coordinator → Office Manager

  
  

Benefits Overview

AdventHealth offers a comprehensive benefits package for eligible employees. New team members are eligible for health, medical, and dental coverage from Day One. Team members have 10 days from their start date to complete benefit elections, which are made effective retroactively.

• Health Insurance: Medical, dental, and vision coverage available from Day One; multiple plan options including tiered network with reduced costs for using AdventHealth facilities; pharmacy benefits through Caremark; some employees note Tier 1 requires use of in-house doctors

• Mental Health Support: Lyra mental health support program recently added; whole-person wellness emphasis; employee assistance programs available

• Retirement Plan: 401(k) plan with 6% company match; employees consistently praise retirement benefits as 'great retirement plan and matching'

• Paid Time Off: PTO earned based on tenure; vacation and sick time combined into one bank; 10-20 days reported annually; employees note 'you do not get stuck with unusable hours' but 'time does not roll over onto next year'; some facilities require PTO use for holidays; increases with years of service; 3 days PTO immediately available after hire

• Tuition Assistance: Up to $21,000 for Bachelor of Science in Nursing degree; tuition reimbursement for continuing education; discount on AdventHealth University courses; debt-free education programs available; online study options for flexibility

• Student Loan Repayment: Student loan repayment program available for eligible employees—a significant benefit in healthcare where many professionals carry educational debt

• Employee Discounts: Restaurants, travel, insurance, electronics, telecommunications, auto/pet/travel insurance, new cars, theme parks; employees rate the discount program positively

• Flexible Spending Accounts: FSA accounts available for healthcare and dependent care expenses; helps with tax savings on medical and childcare costs

• Remote Work Options: Some positions offer remote work flexibility, particularly in corporate, finance, IT, and administrative roles

• Additional Benefits: Short-term and long-term disability; life insurance; paid parental leave for eligible employees; employee wellness programs

Note: PRN (as-needed) employees have limited access to benefits. Full-time employees typically receive the most comprehensive benefit packages. Benefits may vary by location and employment status.

Background Check Process

AdventHealth conducts background checks on all employees and volunteers. Due to the nature of healthcare work, this process is thorough:

• Standard Check: Criminal history verification, employment history, reference checks

• Level 2 Screening: Required for patient-contact positions; fingerprint-based; FBI and FDLE databases searched

• OIG Exclusion Check: All employees checked against federal HHS Office of Inspector General Exclusions List

• Drug Screening: Pre-employment drug test required; declining or positive result prevents hiring

• Timeline: Level 2 screening typically takes 2-3 days; complex cases may take longer; 70% of AdventHealth employees report receiving overtime pay

Disqualifying Factors

The following factors may prevent employment at AdventHealth:

• Appearance on HHS OIG Exclusions List (absolute bar)

• Conviction for permanently disqualifying offense under Chapter 435 without exemption

• Designation as sexual predator, sexual offender, or career offender

• Conviction for disqualifying offense within 3-year exemption waiting period

• Failed or refused drug screen

• Falsification of application or failure to disclose required information

• Outstanding warrants or pending felony charges

• Inability to provide required documentation for I-9 verification

• Pattern of dishonesty, fraud, or theft offenses (especially for positions with financial access)

Your Rights as an Applicant

Under the Fair Credit Reporting Act (FCRA), you have specific rights regarding background checks:

1. Written Disclosure: Must receive written notice that a background check will be conducted, in a standalone document

2. Written Authorization: Must provide written consent before any background check is initiated

3. Pre-Adverse Action Notice: Before rejection based on background check, must receive copy of report and summary of rights

4. Dispute Rights: Right to dispute inaccurate information with the consumer reporting agency

5. Final Adverse Action Notice: If rejected, must receive notice identifying the consumer reporting agency and your rights

6. Exemption Appeal: If denied exemption through AHCA or DOH, you have 21 days to appeal under Chapter 120, Florida Statutes

Application Strategy

Follow these steps to maximize your chances of employment at AdventHealth:

1. Review Disqualifying Offenses: Carefully review Florida Statute Section 435.04 to determine if your conviction is disqualifying. If so, calculate whether you meet the 3-year exemption waiting period.

2. Check OIG Exclusions List: Search the HHS OIG Exclusions Database at oig.hhs.gov to confirm you are not excluded. This is a mandatory check—there is no exemption if you are on this list.

3. Obtain Criminal Records: Get copies of your criminal history from all relevant jurisdictions before applying. Know exactly what will appear.

4. Apply for Exemption First (if needed): If you have a disqualifying offense, apply for exemption through AHCA or DOH BEFORE applying for jobs. Having an approved exemption significantly increases your chances.

5. Target Appropriate Positions: Entry-level support roles (environmental services, food service, transport) may offer more flexibility than clinical positions requiring professional licensure.

6. Be Completely Honest: Disclose all required information. Falsification is grounds for immediate termination if discovered and destroys trust.

7. Apply Online: Visit jobs.adventhealth.com to browse openings. Filter by location and job type. Read job descriptions carefully.

8. Attend Hiring Events: AdventHealth regularly holds walk-in interview events and career expos. These offer same-day job offers and face-to-face interaction with hiring managers.

Tips for Applicants with Records

1. Build Rehabilitation Evidence: Gather documentation: certificates, employment records, character references, volunteer service, counseling completion, community involvement.

2. Address Time Since Offense: The longer the period since your conviction, the stronger your case. Document your law-abiding behavior since release.

3. Obtain Relevant Certifications: CNA, phlebotomy, or medical assistant certifications demonstrate commitment and may improve candidacy.

4. Emphasize Mission Fit: AdventHealth is a faith-based organization. Genuine interest in serving patients and community can differentiate you.

5. Consider AdventHealth University: Education programs can provide pathway into healthcare careers with training and support.

6. Prepare for Interview Questions: Be ready to discuss your background honestly if asked, focusing on lessons learned, rehabilitation, and commitment to change.

7. Resolve All Legal Issues: Pay all fines, complete probation, and resolve any outstanding legal matters before applying.

Work Environment

AdventHealth's faith-based culture emphasizes whole-person care for both patients and employees. The organization consistently receives positive employee feedback and has been recognized as a top employer in Florida.

Culture and Values

• Faith-Based Philosophy: Christian-based organization with prayer and Bible teaching at meetings; emphasis on extending the healing ministry of Christ; some employees appreciate the spiritual component while others note it may not suit everyone

• Mission-Driven: Strong focus on caring for the whole person—body, mind, and spirit; employees report feeling connected to a meaningful purpose

• Welcoming Atmosphere: Many employees describe a welcoming, stress-free environment with focus on teamwork; 'friendly, dutiful, trustworthy, loving, understanding' described in reviews

• Tenure Rewards: The organization rewards loyalty with tenure-based bonuses and increased PTO; many employees report 20+ year careers at AdventHealth

Employee Ratings by Location

• AdventHealth Orlando: 4.0/5.0 stars based on 1,661+ reviews; 84% would recommend to a friend; praised for culture, career development, and benefits

• AdventHealth Tampa: 4.1/5.0 stars based on 568+ reviews; 77% would recommend; praised for management, career development, and focus on employees

• AdventHealth Daytona Beach: 4.1/5.0 stars based on 212+ reviews; 82% would recommend; praised for management, culture, and benefits

• AdventHealth Corporate: 3.8/5.0 stars based on 2,041+ reviews; 71% would recommend; rated 3.7/5 for compensation and benefits

• AdventHealth Medical Group Central FL: 4.1/5.0 stars based on 286+ reviews; 80% would recommend; praised for work-life balance, culture, and career opportunities

What Employees Say

• Positives: 'Great company for longevity'; 'incredible benefits'; 'opportunity for volunteering and community involvement'; 'tuition assistance'; 'multiple health insurance options'; 'supportive environment with potential for advancement'; 'professional and thorough hiring process'

• Areas for Improvement: Some employees mention management inconsistency between locations; compensation concerns at some facilities; health insurance reported as 'pricey' by some; PTO policies vary; some report that career advancement depends on tenure or connections

Frequently Asked Questions

1. Does AdventHealth hire felons?

   AdventHealth evaluates candidates with criminal records on a case-by-case basis. However, Florida's mandatory Level 2 background screening creates significant barriers for individuals with felony convictions. Many felonies are statutorily disqualifying under Chapter 435. If you have a disqualifying offense, you may be eligible for an exemption if you meet the waiting period (3 years post-release for felonies) and can demonstrate rehabilitation.

2. What disqualifies you from working at AdventHealth?

   Under Florida law, numerous offenses are disqualifying including sexual crimes, violent felonies (murder, manslaughter, aggravated assault/battery), crimes against vulnerable populations (child abuse, elder abuse), drug trafficking/manufacturing, theft, fraud, burglary, robbery, weapons offenses, and domestic violence. Appearance on the OIG Exclusions List is an absolute bar. Sexual predators, sexual offenders, and career offenders cannot receive exemptions.

3. Does AdventHealth do background checks?

   Yes. AdventHealth conducts background checks on all employees and volunteers. For patient-contact positions, Florida mandates Level 2 background screening which includes fingerprint-based searches of FBI and FDLE national criminal databases. This is more comprehensive than a standard name-based background check and can reveal sealed or expunged records.

4. Can I work in healthcare with a felony in Florida?

   It depends on the specific felony and how much time has passed. Many felonies are disqualifying under Chapter 435, but Florida allows individuals to apply for an exemption from disqualification after meeting certain requirements (3 years post-release, all fines paid, demonstration of rehabilitation). Sexual predators, sexual offenders, and career offenders are NOT eligible for exemption.

5. How do I apply for an exemption from disqualification?

   Apply through AHCA (Agency for Health Care Administration) if you are seeking an unlicensed position, or through the Florida Department of Health if you hold a professional license. You must submit a completed application with supporting documentation including your Level II screening, arrest reports, court dispositions, and evidence of rehabilitation. You must demonstrate by 'clear and convincing evidence' that you should not be disqualified.

6. What drug tests does AdventHealth require?

   AdventHealth requires pre-employment drug screening for all positions. Declining to take the test or receiving a positive result will prevent hiring. Employees must pass drug screening as a condition of employment.

7. Does AdventHealth offer second chance programs?

   While AdventHealth does not have a formal 'second chance' hiring program, the organization evaluates candidates individually. AdventHealth University and workforce development certificate programs may provide pathways for skill development. The exemption process under Florida law provides a formal mechanism for individuals with disqualifying offenses to become eligible for healthcare employment.

8. How long does the AdventHealth hiring process take?

   The hiring process varies. AdventHealth holds regular walk-in interview events and career expos with same-day job offers available. Standard Level 2 background screening typically takes 2-3 days. For individuals requiring exemption, the process can take significantly longer—AHCA has 30 days to review complete exemption applications, and gathering required documentation takes additional time.

9. What positions are best for someone with a record?

   Entry-level support positions such as environmental services (housekeeping), food service, and patient transport may offer more flexibility, though all patient-contact positions still require Level 2 screening. Non-clinical administrative roles without patient access may have fewer restrictions. However, all healthcare positions in Florida-regulated facilities require background screening under Chapter 435.

10. Does AdventHealth check sealed or expunged records?

    Level 2 background screening through the FBI can reveal sealed and expunged records because it searches federal databases that are not subject to state sealing/expungement orders. Florida law specifically requires disclosure of sealed or expunged records for healthcare employment exemption applications. You must provide arrest reports and court dispositions for all offenses, 'even if the records are sealed or expunged.'

Alternative Second Chance Employers

If AdventHealth employment is not accessible due to background screening requirements, consider these alternative employers with reported second-chance hiring practices:

Conclusion

Employment at AdventHealth is possible for individuals with criminal records, but Florida's Level 2 background screening requirements create substantial barriers that cannot be waived by the employer. The key to success is understanding whether your specific conviction is disqualifying under Chapter 435, meeting the exemption requirements if applicable, and presenting strong evidence of rehabilitation.

Entry-level support positions such as environmental services, food service, and patient transport may offer more opportunity than clinical roles requiring professional licensure, though all patient-contact positions still require Level 2 screening. The exemption process provides a formal pathway for individuals with disqualifying offenses, but it requires patience (3-year minimum waiting period for felonies), documentation, and a compelling case for rehabilitation.

AdventHealth's faith-based mission and emphasis on whole-person care can be assets—the organization values redemption and second chances at the personal level. However, state law—not employer policy—creates the primary barriers for healthcare employment in Florida. AHCA and the Florida Department of Health, not AdventHealth, make the final determination on exemption applications.

If healthcare employment is your goal, consider obtaining relevant certifications (CNA, phlebotomy, medical assistant) while waiting for exemption eligibility. Maintain a clean record, document your rehabilitation efforts, and resolve all outstanding legal and financial obligations. When ready, apply for an exemption before seeking employment—having an approved exemption significantly improves your chances of being hired.

Apply Now

Visit the official AdventHealth careers page to search for openings and submit your application:

https://jobs.adventhealth.com

Disclaimer

This guide is for informational purposes only and does not constitute legal advice. Employment eligibility depends on individual circumstances, specific position requirements, and applicable state and federal laws. Laws and employer policies change—verify current requirements directly with AdventHealth and the Agency for Health Care Administration. Consult with a qualified attorney regarding your specific situation and exemption eligibility.