Quick Answer

Yes, Amos House is a mission-driven Second Chance Employer with an explicit commitment to reducing recidivism and helping people who battle with addiction. Founded in 1976 as a soup kitchen in Providence, Rhode Island, Amos House has grown into a leading social service agency providing direct support to more than 15,000 Rhode Islanders each year who are hungry, homeless, and in crisis. The organization operates Rhode Island's largest soup kitchen serving over 200,000 meals annually, provides transitional and permanent supportive housing for approximately 175 persons per night, and runs vocational training programs including culinary arts (since 2002), carpentry, and literacy education. Amos House states on their employment page: "We work diligently to reduce barriers to employment so that each of our employees can have long and successful careers and pathways to success." Rhode Island's Ban the Box law (R.I.G.L. § 28-5-7) applies.

CRITICAL: Roles involving vulnerable populations (children in family shelter, elderly in shelter programs) require BCI background checks with certain offenses creating mandatory disqualification under Rhode Island state law.

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

13. Conclusion

14. Disclaimer

Felon-Friendly Scorecard

Eligibility Checklist

Before applying to Amos House, understand these requirements and protections:

1. Mission Alignment Understanding: Amos House is "particularly committed to reducing recidivism and helping people who battle with addiction." Your lived experience may be valued if you can demonstrate how it connects to helping others in similar situations.

   
   

2. Rhode Island Ban the Box Protection: Under R.I.G.L. § 28-5-7, Amos House cannot ask about criminal history on job applications or before the first interview. Your qualifications determine whether you advance to interview.

   
   

3. Vulnerable Population Role Requirements: If applying for positions involving children (family shelter), elderly (55+ shelter), or disabled persons, Rhode Island law requires BCI background check. Certain serious offenses (murder, child abuse, sexual offenses) create mandatory disqualification for these roles.

   
   

4. Expunged Records Protected: Under R.I. Gen. Laws § 12-1.3-4, if your record is legally expunged, you can state you have not been convicted. Expunged records cannot be disclosed or considered.

   
   

5. Demonstrate Rehabilitation: Be prepared to show evidence of rehabilitation—completion of programs, stable employment, community involvement, recovery if applicable. Amos House values transformation.

   
   

6. Drug Screening Possibility: Some positions may require drug testing. Given Amos House's work with individuals in recovery, approach this with honesty about your own recovery journey if applicable.

Critical Regulatory Information

While Amos House's mission is supportive of Second Chance employment, the organization must comply with Rhode Island state laws that mandate protection for vulnerable populations. Understanding these requirements is essential for applicants.

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

Rhode Island's Fair Employment Practices Act makes it unlawful for employers to include criminal history questions on job applications or to inquire about arrests, charges, or convictions before the first interview. This applies to employers with four or more employees, including nonprofit organizations like Amos House. Employers may inquire about convictions at or after the first interview. Violations can be reported to the Rhode Island Commission for Human Rights.

BCI Background Check Requirements

Roles dealing with children, elderly, or disabled persons are legally required to undergo Rhode Island Bureau of Criminal Identification (BCI) background check. The BCI, operated by the Rhode Island Attorney General's Office, serves as the central repository for criminal identification information. State BCI costs $5; national fingerprint-based FBI check costs $45. For positions involving vulnerable populations, BCI notifies employer whether applicant is "qualified" or "disqualified" without disclosing specific offense details.

Disqualifying Offenses for Vulnerable Population Roles

Rhode Island law contains specific statutes (including R.I.G.L. 23-17-37, 11-37-8.1, and 11-37-8.3) that prohibit employment of individuals with certain convictions in positions working with vulnerable populations. Disqualifying offenses typically include: Murder; Child abuse or neglect; Sexual offenses (including those listed in 11-37-8.1 and 11-37-8.3); Offenses against children. These are mandatory bars—not subject to individualized assessment for roles with direct vulnerable population access.

Individualized Assessment for Non-Barred Offenses

For convictions not on the mandatory bar list, EEOC guidance requires individualized assessment. Amos House must consider Green Factors:

(1) Nature and gravity of offense;

(2) Time elapsed since conviction or sentence completion;

(3) Nature of job sought and relationship to offense. Given Amos House's mission of reducing recidivism, the organization may be more receptive to rehabilitation evidence than other employers.

Expunged Records Protection

Under R.I. Gen. Laws § 12-1.3-4, individuals with legally expunged records in Rhode Island can state to prospective employers that they have not been convicted. Consumer reporting agencies and custodians are prohibited from disclosing expunged information. However, note that some positions involving vulnerable populations may still access suppressed records through official channels.

Company Overview

Amos House is a nonprofit social service agency that has been a staple of the Rhode Island nonprofit community since 1976. From humble beginnings as a small soup kitchen supported by donations from Providence's farmers market and restaurants, Amos House has grown into a leading agency providing direct support for more than 15,000 Rhode Islanders each year who are hungry, homeless, and in crisis. The organization is located at 460 Pine Street in Providence, with main facility at 415 Friendship Street.

Amos House operates Rhode Island's largest soup kitchen, serving more than 200,000 warm and nutritious meals annually to community members experiencing food insecurity. The organization moves over 200 people per year from homelessness to self-sufficiency—creating possibilities where none existed before. Amos House provides transitional and permanent supportive housing for approximately 175 persons per night, including operating Rhode Island's largest family emergency shelter (currently housing approximately 41 families with children). In early 2025, Amos House partnered with the Rhode Island Department of Housing to open the state's only emergency shelter designed specifically for adults aged 55 and up, with initial capacity of 16 beds expanding to 40 beds. The Rhode Island Department of Housing awarded Amos House approximately $1.2 million in Consolidated Homeless Fund funding to support operations of this new older adult shelter.

The organization's holistic approach to ending poverty includes vocational training programs. The Amos Culinary Education Program (ACE), launched in 2002, prepares students to pass the National ServSafe Exam with training in customer service and hospitality through community internship sites including Blue Cross Blue Shield of Rhode Island, RISD, Feast & Fettle, and Blount Fine Foods. Carpentry training, literacy education, financial literacy instruction, and the "A Hand Up" day labor program provide additional pathways to employment.

Company Fast Facts

• Founded: 1976 (as soup kitchen in Providence);

• Location: 460 Pine Street and 415 Friendship Street, Providence, RI 02907;

• Mission: "Helping people help themselves out of oppression, homelessness, and poverty through vital services and results-oriented programs";

• People Served: 15,000+ annually;

• Meals Served: 200,000+ annually (largest soup kitchen in Rhode Island);

• Housing Capacity: ~175 persons per night;

• Family Shelter: Rhode Island's largest (41 families);

• New Program: 55+ Emergency Shelter (40 beds, opened 2025);

• Recidivism Rate: 10% for program participants vs. 67% national average for unemployed homeless;

• Training Programs: Culinary (since 2002), Carpentry, Literacy, Financial Literacy;

• Social Enterprise: More Than A Meal Catering.

Hiring Policy Analysis

Amos House demonstrates explicit commitment to Second Chance hiring through mission and employment practices. The organization states on its careers page: "Amos House is a vibrant and longstanding partner in the greater-providence community serving a range of individuals. We work diligently to reduce barriers to employment so that each of our employees can have long and successful careers and pathways to success. Amos House has made bold steps towards facing historical and societal inequities that impact our feelings of belonging and inclusion in the workplace."

The organization's core mission includes being "particularly committed to reducing recidivism and helping people who battle with addiction." This mission alignment means lived experience with the criminal justice system or addiction recovery may be valued rather than disqualifying if you can demonstrate transformation and desire to help others.

Amos House's commitment to diversity, equity, inclusion, and anti-racism states: "Amos House is committed to owning our part in racism and other systems of oppression that have impacted our community. We pledge to work to educate ourselves by humbly listening to our community and partnering in the fight for a more just society. All people have a place at our table."

Position-Specific Barriers

Available Positions and Pay

Salary data from Indeed 2024-2025 employee reports and job postings. Amos House is a nonprofit organization; pay reflects nonprofit sector rates. All rates shown as hourly.

Career Path Examples

Operations/Shelter Track: Kitchen Staff or Facilities ($15-$20/hr, food service or building maintenance in soup kitchen or housing facilities) → Shelter Worker ($17-$19/hr, direct client support in adult programs) → House Manager ($17-$19/hr, shelter shift supervision and operations) → Program Coordinator ($20-$26/hr, program implementation and client case coordination) → Program Director. This track builds from accessible entry points toward increasing responsibility. Mission-driven advancement values lived experience and demonstrated growth.

Administrative/Support Track: Entry administrative role (office support, data entry, filing) → Accounting Assistant ($18-$21/hr, financial records, invoices, audit support) → Benefits Administrator ($22-$26/hr, HR functions) → Controller ($40-$45/hr, senior financial oversight) or Development role (fundraising, donor relations). Administrative track offers advancement without direct vulnerable population contact while supporting organizational mission.

Training Program to Staff: Amos House operates culinary training (ACE program since 2002), carpentry training, and literacy programs. Graduates of these programs who demonstrate exceptional commitment and growth may transition to staff roles, particularly in kitchen operations or facilities. This pathway embodies the organization's mission of helping people help themselves.

Background Check Process

Rhode Island Ban the Box protects initial stages: Application submitted (NO criminal history questions per R.I.G.L. § 28-5-7); Initial screening based on qualifications; First interview scheduled; At or after first interview, employer may ask about convictions. For positions involving vulnerable populations (children, elderly, disabled): Rhode Island BCI (Bureau of Criminal Identification) check required through Attorney General's Office; May include national FBI fingerprint check for certain roles; BCI indicates "qualified" or "disqualified" without disclosing specific offenses to employer; Disqualified applicants can obtain copy of their record.

Disqualifying Factors

• Mandatory Disqualification (Vulnerable Population Roles): Under Rhode Island law (including R.I.G.L. 23-17-37, 11-37-8.1, 11-37-8.3), certain convictions create absolute bar for positions with children, elderly, or disabled: Murder; Child abuse or neglect; Sexual offenses involving minors; Certain violent offenses against vulnerable persons. These are not subject to individualized assessment.

  
  

• Subject to Individualized Assessment: For offenses not on mandatory bar list, EEOC Green Factors apply. Given Amos House's mission of reducing recidivism, organization may weigh rehabilitation evidence favorably. Demonstrate transformation, program completion, stable recovery if applicable.

  
  

• Cannot Be Considered: Arrests without conviction (RI law prohibits at all times); Expunged records (R.I. Gen. Laws § 12-1.3-4); Criminal history before first interview (Ban the Box).

Your Rights as Applicant

1. Rhode Island Ban the Box (R.I.G.L. § 28-5-7): Cannot be asked about criminal history on application or before first interview; Arrests cannot be asked at any time; File complaint with RI Commission for Human Rights if violated.

   
   

2. Expungement Protection (R.I. Gen. Laws § 12-1.3-4): Can state you have not been convicted if record expunged; Employers cannot access expunged records; Reporting agencies prohibited from disclosing.

   
   

3. BCI Process Rights: If disqualified by BCI check, you can obtain copy of your record to understand what triggered disqualification; You can dispute inaccuracies; Some disqualifications may be eligible for waiver in certain circumstances.

   
   

4. FCRA Rights: Written consent required before background check; Pre-adverse action notice with report copy; Opportunity to dispute inaccuracies; Final adverse action notice.

Application Strategy

1. Mission Alignment is Key: In your application and interview, demonstrate how your lived experience—including justice involvement or recovery—has led to personal growth and passion for helping others. Amos House explicitly values transformation and is "particularly committed to reducing recidivism."

   
   

2. Target Appropriate Positions: If your record includes offenses that may be disqualifying for vulnerable population roles, initially target positions with adult populations: soup kitchen operations, facilities/maintenance, administrative support. Build employment record before pursuing roles with children or elderly.

   
   

3. Be Fully Transparent (Post-Interview): Given Amos House's mission, absolute honesty is essential to establish trust. When asked at or after first interview, provide honest, brief explanation with focus on rehabilitation and growth.

   
   

4. Leverage Rehabilitation Evidence: Provide clear, documented evidence of rehabilitation: program completion certificates, recovery milestones, stable employment history, education completed, community involvement, character references.

   
   

5. Check Expungement Eligibility: Rhode Island allows expungement of certain records. If eligible, pursue expungement before applying—expunged records cannot be considered.

   
   

6. Understand Vulnerable Population Requirements: If applying for family shelter, elderly shelter, or children's program roles, understand that BCI check is legally required and certain offenses create mandatory disqualification. Focus on roles without vulnerable population contact if your record includes serious offenses.

   
   

7. Consider Training Programs First: Amos House's culinary training (ACE), carpentry, and literacy programs provide pathway to demonstrate commitment. Exceptional graduates may transition to staff positions.

   
   

8. Emphasize Recovery (If Applicable): Amos House works extensively with individuals battling addiction. Personal recovery experience, if you have it, demonstrates understanding of the population served.

Tips for Applicants with Records

1. Mission-Driven Organization Values Transformation: Amos House's explicit commitment to reducing recidivism means your Second Chance journey may be valued rather than disqualifying. Frame your experience as qualification, not liability.

   
   

2. 10% Recidivism Rate Shows Success: Amos House reports 10% recidivism among program participants vs. 67% national average. This demonstrates the organization understands and successfully supports individuals with criminal justice involvement.

   
   

3. Rhode Island Provides Strong Protection: Ban the Box law is among strongest in nation. Use the interview-stage protection to demonstrate qualifications first.

   
   

4. Nonprofit Sector Values Mission Fit: Amos House seeks employees who connect with serving "the homeless, unemployed, and those battling addiction." Passion and commitment matter alongside qualifications.

   
   

5. "All People Have a Place at Our Table": Amos House's guiding principle. The organization's approach to diversity, equity, and inclusion extends to justice-involved individuals as part of their community.

Benefits Overview

• Compensation: Nonprofit sector rates; Hourly positions ranging $15-$52/hr depending on role; Some salaried positions available.

• Health Benefits: Medical, dental, vision coverage available for eligible employees.

• Paid Time Off: Vacation, sick time, paid holidays.

• Mission-Driven Work: Direct impact on community; Helping individuals transition from homelessness to self-sufficiency; Meaningful work environment.

• Career Development: Internal advancement opportunities; Training program access; Professional development in social services.

• Work Environment: Supportive culture; Flexible management noted by employees; Diverse and inclusive workplace committed to equity.

Employee Perspectives

Pros: Mission-driven work helping vulnerable populations; Good benefits; Flexible management; Sense of camaraderie; Recognition as individual not just employee; Learning opportunities about nonprofit operations; Making real difference in community; Ranked #9 Best Hospitality Companies in Rhode Island (Zippia).

Cons: Nonprofit pay rates (lower than private sector); Challenging client situations; Can be emotionally demanding work; Limited advancement paths in some areas; Heavy workload at times.

Frequently Asked Questions

1. Does Amos House hire people with felonies?

   Yes, Amos House is an active Second Chance Employer with mission explicitly focused on "reducing recidivism and helping people who battle with addiction." The organization states it works "diligently to reduce barriers to employment." However, for positions involving vulnerable populations (children, elderly, disabled), Rhode Island law requires BCI background checks and certain serious offenses (murder, child abuse, sexual offenses) create mandatory disqualification.

   
   

2. What is the background check process at Amos House?

   Rhode Island Ban the Box protects initial stages: No criminal history questions on application or before first interview. After interview, employer may ask about convictions. For positions with vulnerable populations: Rhode Island BCI (Bureau of Criminal Identification) check required through Attorney General's Office. BCI indicates "qualified" or "disqualified" without disclosing specific offense details. Some roles may require national FBI fingerprint-based check.

   
   

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

   Rhode Island BCI checks do not have fixed conviction lookback period—convictions can be reported without time limit. However, time elapsed is important mitigating factor under EEOC individualized assessment. Expunged records cannot be reported under R.I. Gen. Laws § 12-1.3-4. FCRA limits non-conviction information to seven years for positions under $75,000 annually.

   
   

4. What types of convictions make hiring more difficult at Amos House?

   Mandatory bars for vulnerable population roles (children, elderly, disabled): Murder; Child abuse/neglect; Sexual offenses involving minors. For other roles, individualized assessment applies. Given mission focus on recidivism reduction, many offenses may be considered with rehabilitation evidence. Theft/fraud may receive scrutiny for financial roles.

   
   

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

   Kitchen Staff/Soup Kitchen operations ($15-$18/hr)—Rhode Island's largest soup kitchen serves adult population; Facilities/Maintenance ($16-$20/hr)—building upkeep with limited direct client contact; Administrative Support—office-based roles. These positions work with adults rather than vulnerable populations (children/elderly) that trigger mandatory BCI requirements with disqualifying offense lists.

   
   

6. Does Amos House drug test, and what kind of test do they use?

   Some positions may require drug screening. Amos House works extensively with individuals in addiction recovery, so approach this with honesty about your own recovery journey if applicable. The organization's mission includes helping people "battling addiction," suggesting understanding of recovery process.

   
   

7. When during the hiring process will Amos House ask about criminal history?

   Under Rhode Island's Ban the Box law (R.I.G.L. § 28-5-7), Amos House cannot ask about criminal history on job application or before first interview. Questions about convictions may only be asked at or after first interview. For roles with vulnerable populations, BCI check conducted after conditional offer.

   
   

8. Can someone advance to management at Amos House if they have a felony?

   Yes, advancement is possible, particularly in adult services. Amos House values transformation and reducing recidivism. Career path from Kitchen Staff → Shelter Worker → House Manager → Program Coordinator demonstrates internal advancement. Some senior roles involving vulnerable populations may have restrictions based on offense type under Rhode Island law.

   
   

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

   Interview process described as "easy" by Indeed reviewers. Rhode Island state BCI costs $5 and typically processes within 1-2 weeks by mail, faster in person. National fingerprint-based FBI check through Attorney General's Office costs $45 and may take longer. Overall timeline varies by position and background complexity.

   
   

10. What can applicants do to improve their chances of getting hired at Amos House?

    Emphasize mission alignment and how lived experience creates passion for helping others; Document rehabilitation thoroughly; Target roles appropriate to your background (adult services if record includes serious offenses); Pursue expungement if eligible; Consider Amos House training programs (culinary, carpentry, literacy) as pathway; Be completely honest about history; Demonstrate recovery journey if applicable; Show understanding of population served.

Alternative Second

Conclusion

Amos House represents one of Rhode Island's most mission-aligned Second Chance employment opportunities. Since 1976, this Providence-based nonprofit has grown from a small soup kitchen to a leading social service agency serving more than 15,000 Rhode Islanders annually through the state's largest soup kitchen (200,000+ meals), transitional and permanent supportive housing (175 persons nightly), vocational training programs, and holistic poverty-reduction services. The organization's explicit commitment to "reducing recidivism and helping people who battle with addiction" means lived experience with the justice system or addiction recovery may be valued rather than disqualifying.

Critical protections: Rhode Island Ban the Box (R.I.G.L. § 28-5-7) prohibits criminal history questions until first interview; Expunged records protected under R.I. Gen. Laws § 12-1.3-4; Mission-driven organization explicitly committed to reducing barriers to employment. Critical requirements: Positions involving vulnerable populations (children in family shelter, elderly in 55+ shelter) require BCI background check; Certain serious offenses (murder, child abuse, sexual offenses) create mandatory disqualification under Rhode Island law for these roles.

Best path for Second Chance applicants: Target positions serving adult populations (soup kitchen, facilities, administrative) if record includes offenses that may be disqualifying for vulnerable population roles; Emphasize mission alignment and how personal transformation creates passion for helping others; Document rehabilitation evidence thoroughly; Consider Amos House training programs (culinary since 2002, carpentry, literacy) as pathway to demonstrate commitment; Be completely honest—the organization's mission is built on supporting people through transformation.

Key success factors: Understand position-specific requirements (vulnerable population roles have legal restrictions); Frame lived experience as qualification demonstrating understanding of population served; Pursue expungement if eligible under Rhode Island law; Provide comprehensive rehabilitation documentation; Target appropriate positions based on your specific background; Demonstrate genuine commitment to Amos House's mission of "helping people help themselves out of oppression, homelessness, and poverty."

Understanding the opportunity: Amos House reports 10% recidivism rate among program participants compared to 67% national average for unemployed homeless demonstrating the organization successfully supports individuals with criminal justice involvement and understands their needs. As Jessica Salter, Director of Development, notes: "There is not a whole lot you could need that you couldn't find here or access through us." The organization provides more than programming—it provides community. "There is even an alumni association. When our graduates need us, there is already a strong relationship. Once you are part of the Amos House family, you are always a part of it." This family approach extends to employees. "All people have a place at our table" reflects organizational philosophy that justice-involved individuals seeking employment are welcomed as part of the community. The holistic approach including housing, job training, literacy, financial education, addiction counseling, and crisis intervention creates environment where Second Chance employees can contribute meaningfully while potentially connecting with their own journey of transformation and recovery.

Apply Now at amoshouse.com/who-we-are/employment-opportunities or email hr@amoshouse.com

Disclaimer

This guide provides general information and should not be considered legal advice. Rhode Island Ban the Box law (R.I.G.L. § 28-5-7) governs criminal history inquiries. Positions involving vulnerable populations (children, elderly, disabled) require BCI background check with certain offenses creating mandatory disqualification under Rhode Island law (including R.I.G.L. 23-17-37, 11-37-8.1, 11-37-8.3). Salary data from Indeed 2024-2025 employee reports may vary by position and experience. Individual outcomes depend on criminal history specifics, position requirements, BCI results, and organizational decisions. Amos House name used for informational purposes. FelonFriendlyJobsNow.com makes no warranties about employment outcomes.