Quick Answer

Conditional, Allina Health may hire individuals with felony convictions for certain positions. As a nonprofit healthcare system with approximately 29,000 employees across 12 hospitals and 90+ clinics in Minnesota and western Wisconsin, Allina Health operates under strict healthcare regulations. Employment decisions are conditional upon passing background checks, drug screening, and are subject to Fair Chance Hiring principles and EEOC guidelines.

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

The greatest barriers are created by convictions related to patient abuse or neglect (permanent disqualification for direct care), healthcare fraud (OIG exclusion), and controlled substance offenses (5+ year federal exclusion). Minnesota Statutes §245C.15 establishes permanent to 15-year disqualification periods for various offenses affecting direct patient care positions.

Best opportunities exist in support services roles including Environmental Services (housekeeping), Dietary/Food Services, Laundry, and Facilities/Maintenance. These positions have minimal patient contact, do not require professional licensure, and avoid the strictest regulatory barriers while providing competitive wages and full benefits. Entry-level support services positions start between $15-21/hr with comprehensive benefits including health insurance, 401(k) matching, and paid time off. Many supervisory and management positions are filled through internal promotion, providing genuine career advancement opportunities.

Table of Content

1. Quick Answer

2. Felon-Friendly Scorecard

3. Eligibility Checklist

4. Critical Regulatory Information

5. Company Overview

6. Hiring Policy Analysis

7. Background Check Process

8. Application Strategy

9. Tips for Applicants with Records

10. Benefits Overview

11. Frequently Asked Questions

12. Alternative Second Chance Employers

13. Conclusion

14. Disclaimer

Felon-Friendly Scorecard

Eligibility Checklist

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

• No Blanket Exclusion: Allina Health cannot automatically exclude you solely for being a felon. EEOC guidelines require individualized assessment.

  
  

• Job-Related Assessment: Be prepared for evaluation of whether your conviction relates to job duties using Green Factors (nature of crime, time elapsed, nature of job).

  
  

• OIG Exclusion Check: If excluded from federal healthcare programs due to healthcare fraud, patient abuse, or controlled substance convictions, you cannot be hired for any position billing Medicare/Medicaid.

  
  

• Physical Requirements: Many positions require standing, walking, lifting (25-50 lbs), and physical stamina for 8-12 hour shifts.

  
  

• Drug Screen: Must pass mandatory pre-employment drug test. Allina Health maintains a drug-free workplace policy with comprehensive urine screening.

  
  

• Honesty is Paramount: Must be completely honest about criminal record when asked (after conditional offer). Lying is an automatic disqualifier.

  
  

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

Critical Regulatory Information

Healthcare is one of the most heavily regulated industries for background checks. Allina Health operates primarily in Minnesota, which has particularly strict rules for direct patient care positions under Minnesota Statutes §245C.

EEOC Guidelines

The Equal Employment Opportunity Commission advises employers not to automatically refuse applicants due to criminal records. Employers must conduct an individualized assessment considering the Green Factors:

(1) Nature and gravity of the offense;

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

(3) Nature of job sought and relationship to offense. However, healthcare-specific regulations often override EEOC guidance, creating mandatory exclusions for certain convictions.

FCRA Requirements

When a third party conducts background checks and employment is denied based on results, Allina Health must comply with Fair Credit Reporting Act (FCRA) adverse action procedures:

(1) Provide pre-adverse action notice with report copy and FCRA rights summary; (2) Allow reasonable time to dispute inaccuracies;

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

State-Specific Considerations

Minnesota has strong fair chance protections but also strict healthcare-specific regulations. Minnesota Ban the Box prohibits criminal history inquiry on initial applications. The Criminal Offenders Rehabilitation Act (Minnesota Statutes §364) prohibits disqualification unless conviction relates directly to position sought. However, Minnesota Statutes §245C.15 establishes mandatory disqualification periods for direct patient care positions: permanent bars for murder, criminal sexual conduct, kidnapping; 15-year disqualification for felony assault, drug offenses, weapons offenses; 10-year for gross misdemeanors; 7-year for misdemeanors.

Healthcare-Specific Considerations

The OIG List of Excluded Individuals/Entities (LEIE) creates mandatory exclusions for healthcare employers billing federal programs. Exclusion triggers include: Medicare/Medicaid fraud (minimum 5 years), patient abuse/neglect (minimum 5 years), healthcare-related felonies, and felony controlled substance convictions. Healthcare employers face civil monetary penalties up to $100,000+ per incident for employing excluded individuals. Minnesota DHS NETStudy 2.0 background study system applies to direct patient contact positions in licensed facilities, with fingerprinting requirements and strict disqualification rules.

Company Overview

Allina Health is a nonprofit healthcare system serving Minnesota and western Wisconsin. Founded over 140 years ago, it operates 12 hospitals and 90+ clinics providing comprehensive healthcare services including primary care, specialty care, emergency services, behavioral health, and home care. The organization employs approximately 29,000 people and is headquartered in Minneapolis. Major facilities include Abbott Northwestern Hospital (Minneapolis, ranked #1 in Twin Cities by U.S. News & World Report), Mercy Hospital (Coon Rapids), United Hospital (St. Paul), and regional hospitals in Buffalo, Cambridge, Shakopee, Owatonna, New Ulm, and River Falls, Wisconsin. The organization is committed to providing exceptional care through innovation and collaboration.

Company Fast Facts:

• Founded: Over 140 years ago (Minneapolis)

• Headquarters: Minneapolis, Minnesota

• Employees: Approximately 29,000

• Facilities: 12 hospitals, 90+ clinics across Minnesota and western Wisconsin

• CEO: Lisa Shannon (since January 2022)

• Structure: Nonprofit healthcare system

• Services: Primary care, specialty care, hospital services, emergency services, behavioral health, home care

Hiring Policy Analysis

Allina Health conducts individualized assessments as required by EEOC guidelines and complies with Minnesota Ban the Box laws. Background checks are conducted after conditional offer, giving applicants opportunity to demonstrate qualifications first. However, healthcare regulations create mandatory exclusions that override standard fair chance principles for certain positions and conviction types. The company uses third-party background check services and must comply with both federal FCRA requirements and Minnesota state laws. Some facilities have Minnesota Nurses Association union representation which may provide additional protections and grievance procedures. The hiring process typically involves online application, phone screening, in-person interview, conditional offer, background check authorization, and final hiring decision.

Position-Specific Barriers

Barrier levels are determined by patient contact level, regulatory requirements (OIG exclusion, Minnesota DHS NETStudy), access to controlled substances, and professional licensure requirements.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company job postings. Compensation varies by location, shift, and experience.

Career Path Examples

Allina Health emphasizes internal advancement. Support services positions offer pathways to supervisory roles without triggering additional regulatory barriers.

EVS Track: Housekeeper ($16-21/hr) → EVS Lead ($19-24/hr) → EVS Supervisor ($22-28/hr) → EVS Manager ($50K-65K/yr). Advancement based on performance and experience.

Food Services Track: Dietary Aide ($17-22/hr) → Cook ($18-24/hr) → Lead Cook ($20-26/hr) → Food Service Supervisor ($45K-60K/yr). ServSafe certification beneficial.

Administrative Track: Receptionist ($15-19/hr) → Administrative Assistant ($18-24/hr) → Senior Admin ($22-30/hr) → Office Manager ($50K-70K/yr). Advancement into clinical roles requires meeting regulatory background check requirements.

Background Check Process

Understanding Allina Health's background check process helps you prepare for what to expect. Checks are conducted after conditional offer per Minnesota Ban the Box law. This means you will have the opportunity to demonstrate your qualifications through the application and interview process before your criminal history is reviewed. Being well-prepared for this process can significantly improve your chances of success.

What They Check: Criminal history at county, state, and federal levels; OIG/LEIE exclusion database (healthcare employers are required to check this monthly for all employees); SAM (System for Award Management) exclusion database for federal contractor eligibility; Minnesota DHS NETStudy 2.0 for patient care positions (includes fingerprint-based FBI and BCA criminal background checks); identity verification through SSN trace; employment history verification; education verification for positions requiring specific credentials; professional license verification; mandatory drug screening for all positions.

Lookback Period: Standard 7-year criminal lookback under FCRA for most offenses. However, Minnesota DHS disqualifications range from permanent to 7 years under §245C.15 depending on offense severity. OIG exclusion is minimum 5 years or permanent depending on offense type. Serious offenses including murder, sexual offenses, and crimes against vulnerable adults may be considered beyond standard lookback periods.

Timeline: The overall hiring process averages 2-4 weeks from application to start date. Background checks typically take 1-2 weeks after conditional offer depending on complexity and number of jurisdictions checked. Minnesota DHS NETStudy results typically return within 24-48 hours after fingerprinting appointment. Positions requiring multiple regulatory checks or out-of-state criminal history may take longer.

Disqualifying Factors

High Risk for Disqualification: OIG/LEIE exclusion (absolute barrier for most positions); Minnesota DHS permanent disqualification offenses (murder, criminal sexual conduct, kidnapping, abuse of vulnerable adults); patient abuse or neglect convictions; healthcare fraud; felony controlled substance convictions.

Lower Risk (Case-by-Case): Non-violent property crimes older than 7 years; minor drug offenses (non-felony); traffic offenses; offenses unrelated to healthcare, patient care, or financial integrity. All subject to individualized assessment considering rehabilitation evidence.

Your Rights as Applicant

• FCRA Protections: Written notice and consent required before background check. If denied based on report, you receive copy and right to dispute inaccuracies.

  
  

• Pre-Adverse Action Notice: Before final decision, you must receive notice with report copy and summary of rights with reasonable time to respond.

  
  

• Ban the Box: Minnesota employers cannot ask about criminal history on initial applications. Inquiry occurs after conditional offer.

  
  

• DHS Reconsideration: If disqualified under Minnesota DHS NETStudy, you can request reconsideration within 30 days by demonstrating rehabilitation and lack of risk to vulnerable populations.

Application Strategy

1. Target Support Services Positions: Focus on EVS (Environmental Services), Dietary, Laundry, and Facilities roles which have the lowest regulatory barriers and highest volume hiring needs. These positions rely primarily on EEOC individualized assessment rather than mandatory regulatory exclusions. Avoid direct patient care positions initially if your record includes violence, abuse, sexual offenses, or drug-related convictions.

   
   

2. Apply Through Official Channels: Submit applications through allinahealth.org/careers. Positions are also posted on Indeed, LinkedIn, and Glassdoor. Check postings regularly as support services positions are posted frequently due to consistent hiring needs across their 12 hospitals and 90+ clinic locations.

   
   

3. Be Completely Honest: Never lie about your criminal history. Dishonesty is an automatic disqualifier and will result in termination if discovered after hire. Wait until asked after conditional offer to discuss your record per Minnesota Ban the Box law. Healthcare employers conduct thorough background checks—discrepancies will be discovered.

   
   

4. Prepare Your Narrative: Have a brief, honest explanation ready that you can deliver in 30-60 seconds. Acknowledge the offense without making excuses, describe what you learned from the experience, and explain how you have changed and what steps you have taken toward rehabilitation. Focus on demonstrating personal growth and commitment to positive change.

   
   

5. Document Rehabilitation: Gather evidence of positive changes since conviction: completion of treatment or counseling programs, educational certificates, vocational training credentials, stable housing history, consistent employment history even if informal, community involvement, volunteer work, and character references from employers, probation officers, counselors, or community members who can speak to your growth.

   
   

6. Check OIG Status: Before applying, verify you are not on the OIG exclusion list by searching at oig.hhs.gov/exclusions. Exclusion from federal healthcare programs is an absolute barrier for healthcare employment. If you are excluded, you must wait until your exclusion period ends and apply for reinstatement before pursuing healthcare employment.

   
   

7. Check Expungement Eligibility: Research whether your offenses qualify for sealing or expungement under Minnesota law. Minnesota has expanded expungement eligibility in recent years. Contact Minnesota legal aid organizations such as Mid-Minnesota Legal Aid, Southern Minnesota Regional Legal Services, or the Volunteer Lawyers Network for free assistance with expungement applications.

   
   

8. Follow Up Professionally: After applying, follow up with HR if you don't hear back within 2-3 weeks. If you receive a pre-adverse action notice, respond promptly and professionally with rehabilitation documentation. Persistence and professionalism demonstrate the exact qualities healthcare employers value. Don't give up after one rejection—apply to multiple facilities.

Tips for Applicants with Records

1. Healthcare Has Constant Hiring Needs: Support services positions have consistent turnover across the industry. Allina Health operates 12 hospitals and 90+ clinics with ongoing staffing needs. Don't be discouraged by individual rejections—continue applying to different facilities and positions.

   
   

2. Start in Support Services, Advance Within: Prove reliability in EVS, Dietary, or Facilities roles. Supervisory and management positions in support services departments don't trigger additional regulatory barriers beyond the initial hire, providing genuine advancement opportunities based on performance.

   
   

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, outdated information, or records that should have been expunged. Correct problems before they cost you a job offer.

   
   

4. Understand Regulatory Barriers: Know the critical difference between EEOC-governed positions (support services) and those with mandatory regulatory exclusions (direct patient care, licensed clinical roles). Target positions where individualized assessment applies and avoid positions with mandatory disqualification rules you cannot overcome.

   
   

5. Pass the Drug Test: Address substance issues completely before applying. Allina Health requires comprehensive drug screening for all positions as part of their drug-free workplace policy. Failed drug tests are automatic disqualifiers.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and consistent work history—even informal work demonstrates dependability. Healthcare employers especially value workers they can count on because patient care depends on adequate staffing.

   
   

7. Be Flexible on Schedule: Willingness to work nights, weekends, holidays, and varied shifts increases your chances significantly. Healthcare operates 24 hours a day, 7 days a week, and support services must be available around the clock. Flexibility demonstrates commitment.

   
   

8. Consider Multiple Facilities: Apply across Allina Health's extensive network of 12 hospitals and 90+ clinics throughout Minnesota and western Wisconsin. Different facilities may have different immediate staffing needs. A position that isn't available at one location may be open at another.

Benefits Overview

Allina Health offers comprehensive benefits for eligible employees. Benefits eligibility typically begins after a short waiting period for full-time and part-time employees meeting minimum hour requirements.

401(k) and Retirement: Fidelity-managed 401(k) with 50% employer match up to 2% of pay with immediate vesting. Annual company contribution of 3-4.5% of eligible pay based on years of service, vested after 2 years. Combined potential employer contribution of up to 6.5% of pay for long-term employees.

Health Benefits: Four medical plan options to fit different needs and budgets. Health Savings Account (HSA) with $600 employer contribution for employee-only coverage or $1,200 for family coverage on eligible high-deductible plans. Dental coverage with 100% coverage for preventive care under Premier network. Vision coverage available. Comprehensive well-being programs with resources for physical, mental, and financial health.

Time Off: Generous PTO bank combining vacation, sick, and holiday time that accrues based on years of service. Paid Caregiver Leave provides up to 80 hours at 100% pay for caring for family members or bonding with new children. Short-term and long-term disability coverage available.

Additional Benefits: Company-paid life insurance and accidental death and dismemberment (AD&D) coverage at no cost to employees. Tuition assistance for continuing education and professional development. Well-being programs with $100 annual reimbursement for fitness activities. Employee assistance program (EAP) for confidential counseling and support services. Some facilities have union representation through Minnesota Nurses Association with pension benefits and 5-year vesting.

Frequently Asked Questions

1. Does Allina Health hire people with felonies?

   Conditionally, yes. Allina Health conducts individualized assessments for most positions as required by EEOC guidelines and Minnesota fair chance hiring laws. However, healthcare is one of the most heavily regulated industries for background checks, creating mandatory exclusions for certain convictions. OIG-excluded individuals cannot be hired for any position that involves federal healthcare program billing. Minnesota DHS NETStudy requirements create additional barriers for direct patient care positions. Support services roles (EVS, Dietary, Laundry, Facilities) offer best opportunities as they have minimal regulatory barriers and rely primarily on EEOC individualized assessment. Your chances improve significantly with older convictions, demonstrated rehabilitation, and offenses unrelated to patient care or financial integrity.

   
   

2. What is the background check process at Allina Health?

   Background checks occur after conditional offer per Minnesota Ban the Box law. Checks include criminal history, OIG/LEIE exclusion database, Minnesota DHS NETStudy 2.0 for patient care positions (with fingerprinting), identity verification, employment verification, and drug screening. Process takes 1-2 weeks.

   
   

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

   Standard criminal lookback is 7 years under FCRA. However, Minnesota DHS disqualifications under §245C.15 range from permanent bars to 7 years depending on offense severity. OIG exclusions are minimum 5 years or permanent. Serious offenses may be considered beyond standard lookback.

   
   

4. What types of convictions make hiring more difficult at Allina Health?

   Most difficult: OIG exclusion offenses (healthcare fraud, patient abuse/neglect, controlled substance felonies) create absolute barriers for positions billing federal programs; Minnesota DHS permanent disqualification offenses (murder, criminal sexual conduct 1st-4th degree, kidnapping, vulnerable adult abuse) prevent direct patient care employment; any violence, abuse, or sexual offenses face extreme scrutiny for patient-facing roles; theft, fraud, and financial crimes are problematic for positions with access to billing systems or patient financial information. Moderately difficult: Drug offenses face scrutiny especially for positions with medication access; repeat offenses or patterns of criminal behavior. Less difficult: Old non-violent offenses (7+ years), minor drug possession charges, traffic offenses, isolated incidents with clear rehabilitation evidence, offenses completely unrelated to healthcare or financial integrity.

   
   

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

   Support services positions offer lowest barriers: Housekeeper/EVS ($16-21/hr), Dietary Aide ($17-22/hr), Laundry Services ($15-18/hr), Facilities/Maintenance ($18-28/hr), Groundskeeper ($16-20/hr). These roles have minimal patient contact and avoid strict regulatory requirements.

   
   

6. Does Allina Health drug test, and what kind of test do they use?

   Yes, Allina Health requires mandatory pre-employment drug screening for all positions. Testing is typically comprehensive urine screening conducted after conditional offer. Healthcare employers maintain strict drug-free workplace policies due to patient safety requirements.

   
   

7. When during the hiring process will Allina Health ask about criminal history?

   Per Minnesota Ban the Box law, criminal history inquiry occurs after conditional offer has been extended. Initial applications cannot include criminal history questions. You'll have opportunity to demonstrate qualifications through interview before background check.

   
   

8. Can someone advance to management at Allina Health if they have a felony?

   Yes, particularly in support services departments. Supervisory and management roles in EVS, Food Services, and Facilities don't trigger additional regulatory barriers. Advancement to clinical management requires meeting all regulatory background check requirements for patient care positions.

   
   

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

   Total process averages 2-4 weeks from application to start date. Background checks typically take 1-2 weeks after conditional offer. Minnesota DHS NETStudy results typically return within 24-48 hours after fingerprinting. Process may be longer for positions requiring multiple regulatory checks.

   
   

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

    Key strategies:

    (1) Target support services positions with lowest barriers;

    (2) Verify you're not OIG-excluded before applying;

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

    (4) Prepare clear, brief narrative about rehabilitation;

    (5) Document positive changes since conviction;

    (6) Check expungement eligibility;

    (7) Be flexible on scheduling; (8) Apply to multiple facilities.

Alternative Second Chance Employers

If Allina Health doesn't work out, consider these employers known for fair chance hiring in Minnesota:

Conclusion

Allina Health offers conditional opportunities for individuals with criminal records, particularly in support services positions. As a major nonprofit healthcare system with approximately 29,000 employees across 12 hospitals and 90+ clinics in Minnesota and western Wisconsin, the organization provides pathways to stable employment with competitive wages ranging from $15-28/hr for support services roles and comprehensive benefits including health insurance, 401(k) matching, and generous PTO. However, healthcare is one of the most heavily regulated industries for background checks, and applicants should understand the regulatory landscape before applying.

The best opportunities exist in Environmental Services (housekeeping), Dietary/Food Services, Laundry, and Facilities/Maintenance departments. These positions avoid the strictest regulatory barriers created by OIG exclusion requirements and Minnesota DHS NETStudy rules for direct patient care while providing full benefits, stable schedules, and genuine advancement potential to supervisory and management roles. Direct patient care positions and licensed clinical roles face significant regulatory barriers under Minnesota Statutes §245C.15, which establishes permanent to 15-year disqualification periods for various offenses affecting patient-contact positions.

Key Success Factors: Target support services positions with lowest barriers; verify you are not on OIG exclusion list before applying (check at oig.hhs.gov/exclusions); be completely honest about your criminal history—dishonesty is an automatic disqualifier; document rehabilitation thoroughly with certificates, references, and evidence of positive changes; be flexible on scheduling as healthcare operates 24/7; apply to multiple Allina Health facilities across their extensive network.

Biggest Barriers: OIG/LEIE exclusion is an absolute barrier for most healthcare positions; Minnesota DHS permanent and 15-year disqualification offenses; patient abuse/neglect convictions; healthcare fraud offenses; felony controlled substance convictions that trigger federal exclusion.

If support services positions at Allina Health don't work out initially, consider healthcare-adjacent employers like Aramark or Sodexo who provide food service and facilities management to healthcare organizations with potentially fewer regulatory barriers. Building a track record of reliable employment in these roles can strengthen future applications to direct healthcare employers. The healthcare industry consistently needs support services workers, so persistence and professionalism will serve you well in your job search.

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), and salary databases (PayScale, ZipRecruiter), employment information and company policies may change without notice. Always verify current practices directly with Allina Health.

Inclusion in this guide does not guarantee employment. Background check laws, expungement procedures, and fair chance hiring requirements vary by state. Healthcare-specific regulations including OIG exclusion and Minnesota DHS background study requirements create mandatory barriers that override standard EEOC individualized assessment for certain positions and conviction types. Consult with an employment attorney or legal aid organization for specific legal advice about your situation.

Apply Now: https://www.allinahealth.org/careers