Quick Answer

Yes, Banner Health is known to hire individuals with felony convictions for certain positions. As one of the largest nonprofit health systems in the country with over 55,000 employees across six states, Banner Health operates 33 hospitals throughout Arizona, California, Colorado, Nebraska, Nevada, and Wyoming. Employment decisions are conditional upon passing a comprehensive background check, mandatory OIG exclusion screening, and a pre-employment drug test. Banner Health adheres to EEOC individualized assessment guidelines and Fair Chance Hiring principles.

The law prohibits companies from having a blanket policy excluding all felons. Instead, Banner 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 OIG exclusion (individuals on the federal List of Excluded Individuals/Entities are permanently barred from any healthcare position), patient abuse or neglect convictions (automatic disqualifier), drug-related felonies (due to controlled substance access), and theft or fraud offenses (healthcare financial integrity concerns). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Environmental Services (EVS), Food Services, Laundry, and Facilities Maintenance offer the best entry points for applicants with records. These positions have lower barriers, consistent hiring needs, and provide a pathway to demonstrate reliability and build tenure within the organization.

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:

• OIG Clearance: Must NOT be on the federal OIG List of Excluded Individuals/Entities (LEIE). This is a permanent legal bar - verify your status at exclusions.oig.hhs.gov before applying to any healthcare employer.

  
  

• No Blanket Exclusion: Must be aware that Banner Health cannot automatically exclude you solely for having a felony conviction. EEOC guidelines require individualized assessment using the Green Factors.

  
  

• Job-Related Assessment: Must be prepared for Banner to evaluate whether your felony is related to the job duties. The assessment considers: nature/gravity of offense, time elapsed since conviction, and nature of the position sought.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test. Banner Health maintains a drug-free workplace and screens for amphetamines, cocaine, marijuana (including THC), and opiates. Arizona has no recreational marijuana employment protections.

  
  

• Physical Requirements: Many positions require standing for extended periods, lifting up to 50 lbs, pushing/pulling equipment, and working in fast-paced environments. EVS and Food Service positions are physically demanding.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked. Lying or omitting information is an automatic disqualifier and demonstrates the lack of integrity that healthcare employers cannot tolerate.

  
  

• 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 healthcare employment is essential. Banner Health operates across six states with varying fair chance laws but must comply with federal EEOC guidelines and mandatory OIG exclusion screening nationwide. Arizona has limited fair chance protections for private employers, while Colorado offers stronger protections under the Chance to Compete Act.

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. Blanket policies excluding all felons are prohibited under Title VII of the Civil Rights Act of 1964 as they may have disparate impact on protected groups.

FCRA Requirements

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

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

(2) Allow reasonable time to dispute inaccuracies;

(3) Provide final adverse action notice if decision stands after review. Banner uses third-party background screening services, so these protections apply to all applicants.

State-Specific Considerations

Arizona: Arizona's 2017 Executive Order implemented ban-the-box for state government employers only - private employers like Banner Health are NOT covered. Phoenix, where Banner is headquartered, has municipal ban-the-box that applies only to city employers. Arizona has no statewide fair chance hiring law for private employers. Standard 7-year criminal lookback applies under FCRA.

Colorado: Banner operates significantly in Colorado, where the Chance to Compete Act provides stronger protections. Employers cannot ask about criminal history on job applications or state they won't hire people with records. Criminal history inquiry permitted only after interview or conditional offer. Colorado also has a 7-year lookback period for criminal records regardless of salary.

Nevada: Has specific healthcare facility background check requirements under NRS 449.123, including fingerprint-based FBI checks and specific disqualifying offenses. Nevada also has ban-the-box for public employers (2017).

Healthcare-Specific Considerations

The healthcare industry operates under unique federal regulations that create additional barriers beyond typical employment screening. Banner Health, as a major healthcare provider receiving Medicare and Medicaid reimbursement, must comply with strict OIG requirements:

• OIG Exclusion List (LEIE): All healthcare employers must check workers against the federal List of Excluded Individuals/Entities. Mandatory exclusions (minimum 5 years, often permanent) apply to convictions for: Medicare/Medicaid fraud, patient abuse or neglect, healthcare-related felony theft or financial misconduct, and felony controlled substance convictions. Excluded individuals cannot work in any capacity at healthcare facilities - not even EVS or food service.

  
  

• Controlled Substance Access: Healthcare environments contain controlled substances, creating heightened scrutiny for drug-related convictions. Positions with medication access face additional barriers even for support staff.

  
  

• Professional Licensing: Clinical positions (nurses, technicians, therapists) require state licensing that has separate disqualifying offense provisions. Non-clinical support positions avoid these licensing barriers.

Company Overview

Banner Health is one of the largest nonprofit health systems in the United States. Founded in 1999, Banner is headquartered in Phoenix, Arizona, and operates 33 acute-care hospitals including three academic medical centers. The system employs approximately 55,000+ people, making it the largest private employer in Arizona. Banner has earned Great Place To Work Certification and placement on FORTUNE's Best Workplaces in Health Care list.

• Headquarters: Phoenix, Arizona

• Employees: 55,000+ across six states

• States: Arizona, California, Colorado, Nebraska, Nevada, Wyoming

• Revenue: $14.1 billion (2024)

• Status: Nonprofit 501(c)(3)

Hiring Policy Analysis

Banner Health conducts comprehensive background checks on all employment finalists as a condition of employment. According to current and former employees on Indeed and Glassdoor, Banner does hire individuals with felony convictions, though the type of felony, date of offense, and nature of the position are significant factors. One employee response states: "A felony conviction does not disqualify one from employment with Banner Health. The type of felony, date and nature of the offense are factors in the consideration.

Banner Health's policy requires a case-by-case individualized assessment of background check results using EEOC guidelines. The assessment considers: (a) how long has passed since the offense, (b) the nature and gravity of the offense, and (c) the nature of the job held or sought. Background checks are conducted after conditional job offer, giving applicants the opportunity to demonstrate qualifications before criminal history is reviewed. The hiring process typically includes online application, phone screening, interview(s), conditional offer, then background check and drug test.

Position-Specific Barriers

Barrier levels are determined by patient contact, controlled substance access, financial responsibility, and regulatory licensing requirements.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and Banner Health job postings. Actual compensation varies by location, shift, experience, and tenure.

Career Path Examples

Banner Health emphasizes internal promotion and offers various development programs. Many leadership positions are filled from within, though advancement into clinical roles requires professional certification.

Environmental Services Track: EVS Associate ($16-19/hr) → EVS Lead ($19-22/hr) → EVS Supervisor ($22-26/hr) → EVS Manager ($50K-65K/yr). Advancement based on reliability, performance, and leadership skills.

Culinary Services Track: Food Service Worker ($14-17/hr) → Cook ($16-19/hr) → Senior Cook ($18-21/hr) → Food Service Lead ($17-20/hr) → Dietary Supervisor ($45K-55K/yr). ServSafe certification beneficial.

Supply Chain Track: Inventory Associate ($17-21/hr) → Supply Chain Coordinator ($20-24/hr) → Supply Chain Specialist ($25-30/hr) → Supply Chain Manager ($55K-75K/yr). Internal advancement opportunity.

Background Check Process

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

• What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels for all counties lived/worked in past 7 years; OIG/LEIE exclusion check (permanent scope); GSA/SAM debarment check; SSN trace and identity verification; employment verification (7 years); education verification for positions requiring credentials; mandatory drug screening for all positions.

  
  

• Lookback Period: Standard 7-year criminal lookback per FCRA. Employment verification typically extends 7 years. However, the OIG/LEIE exclusion check has no time limitation - mandatory exclusions for healthcare fraud, patient abuse, and felony drug crimes are typically permanent legal bars. Some serious offenses may be considered beyond 7 years for patient safety positions.

  
  

• Timeline: Employee reports indicate the hiring process averages approximately 2-4 weeks from application to start date. Background checks typically take 3-7 business days to complete after authorization. Some positions with additional screening requirements (fingerprinting, professional license verification) may take longer.

  
  

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

Disqualifying Factors

Automatic Disqualification: OIG/LEIE exclusion status (permanent bar for any healthcare position); convictions for Medicare/Medicaid fraud; patient abuse or neglect convictions; healthcare-related felony theft or financial misconduct; felony controlled substance manufacturing/distribution; active sex offender registration.

High Risk for Disqualification: Violent felonies within 7 years (assault, battery, domestic violence); theft or fraud offenses (regardless of amount - integrity concern); drug possession felonies (controlled substance access concern); recent DUI/DWI (especially for positions involving driving); any conviction demonstrating dishonesty or falsification.

Case-by-Case Assessment: Non-violent property crimes older than 7 years; misdemeanor drug possession (not trafficking); older non-violent felonies with substantial rehabilitation evidence; offenses unrelated to healthcare duties. All subject to individualized assessment considering rehabilitation, time elapsed, and job relevance.

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 of the report and the right to dispute inaccuracies.

  
  

• Pre-Adverse Action Notice: Before a final adverse decision, Banner must provide notice with a copy of the background report and a summary of your FCRA rights. You have reasonable time to respond and dispute inaccuracies.

  
  

• EEOC Protection: You have the right to individualized assessment. Blanket exclusions based solely on having any criminal record are prohibited.

  
  

• Colorado Applicants: Under the Chance to Compete Act, Banner cannot ask about criminal history on initial applications or state they won't hire people with records. Criminal history inquiry only after interview or conditional offer.

  
  

• Dispute Rights: You can dispute inaccurate information on background reports with the reporting agency. Verify your own records beforehand to identify and correct errors proactively.

Application Strategy

1. Verify OIG Exclusion Status First: Before applying to any healthcare employer, verify you are NOT on the federal OIG List of Excluded Individuals/Entities at exclusions.oig.hhs.gov. If you are excluded, this is a permanent legal bar - focus your job search on non-healthcare industries until exclusion period ends and you successfully petition for reinstatement.

   
   

2. Target Entry-Level Support Positions: Focus on Environmental Services (EVS/Housekeeping), Food Services, and Laundry positions which have the lowest barriers and highest volume hiring needs. These roles offer the best opportunity to get your foot in the door. Avoid clinical, pharmacy, or security positions if your record is recent or includes relevant offenses.

   
   

3. Apply Through Official Channels: Submit your application through bannerhealth.com/careers or the Banner Health Workday careers portal. Banner posts positions on Indeed, LinkedIn, and Glassdoor. Consider applying to multiple locations across Arizona, Colorado, or other Banner states to maximize opportunities.

   
   

4. Be Completely Honest: Never lie about your criminal history. Dishonesty is an automatic disqualifier and demonstrates the lack of integrity that healthcare employers absolutely cannot tolerate. Wait until asked or until the appropriate stage (after conditional offer) to discuss your record, but be truthful when the time comes.

   
   

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

   
   

6. Document Rehabilitation Thoroughly: Gather evidence of positive changes since your conviction: completion of treatment or education programs, vocational training certificates, stable housing and employment history, community involvement, volunteer work, and character references from employers, probation officers, clergy, or community members who can speak to your transformation.

   
   

7. Research Expungement/Set-Aside Options: Arizona offers "set aside" for eligible convictions which demonstrates rehabilitation though the conviction remains visible. Colorado's Clean Slate Act (2024) provides automatic sealing for certain offenses. Sealed records cannot be reported on background checks. Consult a criminal defense attorney about your eligibility.

   
   

8. Leverage Banner Staffing Services: Banner Staffing Services offers Registry/Per Diem opportunities which can be a good way to start your career with Banner Health. These positions require minimum 2 shifts per month commitment and allow you to prove reliability before transitioning to regular employment.

Tips for Applicants with Records

1. Healthcare Has Federal Barriers: Unlike most industries, healthcare has OIG exclusions. Patient abuse, healthcare fraud, and drug trafficking convictions create permanent barriers. Focus on healthcare only if you're clear of these disqualifiers.

   
   

2. Run Your Own Background Check: Know what will appear before the employer sees it. Order your own criminal check. Verify OIG LEIE status. Dispute errors in advance - inaccuracies are common and correctable.

   
   

3. Pass the Drug Test: Banner screens for THC even in states with legal recreational marijuana. Arizona has no employment protections. Address substance issues completely before applying.

   
   

4. Start Entry-Level, Advance Within: Many careers begin in EVS or Food Service. Prove reliability with perfect attendance and initiative. Banner emphasizes internal promotion.

   
   

5. Consider Colorado Locations: Colorado has stronger protections under the Chance to Compete Act, 7-year lookback regardless of salary, and Clean Slate Act for automatic sealing.

   
   

6. Highlight Stability: Emphasize stable housing, reliable transportation, and consistent work history. Healthcare employers value punctuality and dependability.

   
   

7. Be Flexible on Schedule: Willingness to work nights, weekends, and holidays increases chances. Healthcare operates 24/7. Shift differentials boost pay.

   
   

8. Use Reentry Resources: Arizona resources include ARIZONA@WORK, DES, Pima County Second Chance Center, and Catholic Charities for resume help and job search support.

Benefits Overview

Banner Health offers comprehensive benefits for regular employees. Registry/Per Diem positions have limited eligibility.

• Compensation: Competitive hourly rates by position and location. EVS $16-22/hr; Food Service $14-17/hr. Annual merit increases and shift differentials available.

  
  

• 401(k): Company matches up to 4% of salary after 12 months employment. Traditional pre-tax and Roth options through Fidelity.

  
  

• Health Benefits: Multiple medical plans including Value Plan (lower premiums) and Choice Plus Plan. HSA-eligible options. Dental DHMO and DPPO plans. Vision coverage. MyWell-Being Program for premium discounts.

  
  

• Paid Time Off: PTO accrual based on tenure - approximately 22-23 days annually in first 3 years, increasing with service. Used for vacation, holidays, sick days.

  
  

• Additional Benefits: Life and disability insurance; Employee Assistance Program (EAP); Critical Illness and Accident insurance; Flexible Spending Accounts; tuition assistance.

Frequently Asked Questions

1. Does Banner Health hire people with felonies?

   Yes, Banner Health hires individuals with felony convictions for certain positions. Employee reports confirm that convictions are evaluated on a case-by-case basis. However, individuals on the OIG exclusion list are permanently barred. Best opportunities exist in EVS, Food Services, and Facilities positions with minimal patient contact.

   
   

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

   Banner conducts background checks after conditional job offer. The process includes: criminal history (7-year lookback), mandatory OIG/LEIE exclusion check (unlimited scope), employment verification, and drug screening. Results are reviewed using individualized assessment per EEOC guidelines.

   
   

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

   Standard criminal lookback is 7 years per FCRA. However, the OIG/LEIE exclusion check has NO time limitation - exclusions for healthcare fraud, patient abuse, and drug crimes are essentially permanent. Sealed or expunged records should not appear.

   
   

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

   Automatic disqualifiers: OIG exclusion, patient abuse, healthcare fraud, felony drug trafficking. High-risk: violent felonies within 7 years, theft/fraud, drug possession, dishonesty. Non-violent property crimes older than 7 years with rehabilitation evidence have better outcomes.

   
   

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

   EVS Associate/Housekeeper ($16-22/hr) and Food Service Worker ($14-17/hr) offer the best opportunities. These positions have minimal patient contact, no controlled substance access, and no licensing requirements. High turnover creates consistent hiring needs.

   
   

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

   Yes, mandatory pre-employment urine-based drug screening for all positions. Tests for amphetamines, cocaine, marijuana (THC), and opiates. Failed tests are automatic disqualifiers. Arizona has no employment protections for marijuana users.

   
   

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

   Background checks occur after conditional job offer. Arizona has no ban-the-box for private employers. Colorado's Chance to Compete Act prohibits asking on initial applications - inquiry only after interview or conditional offer.

   
   

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

   Yes, advancement is possible in support services tracks (EVS Supervisor, Food Service Lead). Banner emphasizes internal promotion. Clinical leadership faces additional barriers due to licensing requirements. Build reliability and performance first.

   
   

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

   Overall hiring averages 2-4 weeks from application to start. Background checks take 3-7 business days after authorization. Positions requiring fingerprinting or license verification may take longer.

   
   

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

    Key strategies: Verify OIG exclusion status first; target EVS/Food Service positions; be honest about history; run your own background check; document rehabilitation; pass drug test; research expungement options; consider Colorado locations for stronger protections; be flexible on scheduling; use reentry resources.

Alternative Second Chance Employers

If Banner Health doesn't work out, consider these employers known for fair chance hiring practices in healthcare and related industries:

Conclusion

Banner Health offers conditional opportunities for individuals with criminal records, primarily in support services such as EVS, Food Services, and Facilities. As one of the nation's largest nonprofit health systems with 55,000+ employees, the organization provides a pathway to stable employment with comprehensive benefits for those who clear healthcare-specific regulatory barriers.

Key Success Factors: Verify OIG exclusion status before applying; target support services positions; be completely honest; pass drug test; document rehabilitation; consider Colorado locations for stronger protections.

Biggest Barriers: OIG exclusion status (permanent bar); patient abuse or healthcare fraud; felony drug trafficking; recent violent offenses; failed drug tests; dishonesty during application.

Healthcare presents unique challenges due to federal regulations and patient safety requirements. However, Banner's individualized assessment approach and high demand for support staff means qualified candidates with older, non-disqualifying offenses can find meaningful employment. Focus on entry-level positions, prove reliability, and build a foundation for your future.

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 (OIG, EEOC, FCRA), employment information and company policies may change without notice. Always verify current practices directly with Banner Health.

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

Apply Now: https://www.bannerhealth.com/careers