Quick Answer

Yes, Beth Israel Lahey Health (BILH) hires individuals with felony convictions for certain positions. As a major Massachusetts-based healthcare system with approximately 39,000 employees across 14 hospitals and numerous outpatient facilities, BILH operates under strict federal and state regulatory frameworks.

Employment decisions are conditional upon passing a Criminal Offender Record Information (CORI) check, OIG Exclusion List screening, and compliance with 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 felonies related to healthcare fraud (results in OIG exclusion), patient abuse or neglect (mandatory disqualification under Massachusetts law), and violent or sexual offenses (statutory bars for patient-facing roles). Recent offenses within the past 5-10 years face the highest scrutiny regardless of type.

Best opportunities exist in Environmental Services (EVS), Food/Dietary Services, and Facilities/Maintenance roles with minimal patient contact. These positions offer $16-$20/hr starting wages, sign-on bonuses up to $1,500, and comprehensive benefits including health insurance and 403(b) retirement plans.

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 OIG Exclusion: Must confirm you are NOT on the federal OIG List of Excluded Individuals/Entities (LEIE). This is a permanent bar to healthcare employment. Check at exclusions.oig.hhs.gov before applying.

  
  

• No Mandatory CORI Disqualification: Certain felonies (patient abuse, murder, serious sexual offenses) create statutory bars for positions involving vulnerable populations under Massachusetts law.

  
  

• Physical Requirements: Many positions require lifting up to 50-100 pounds, extended standing, and physical stamina. EVS and dietary roles involve heavy physical work.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test. BILH maintains a drug-free workplace policy. Some facilities (like New England Baptist Hospital) also require nicotine testing.

  
  

• Vaccination Requirements: BILH requires all staff be vaccinated against influenza (flu) and COVID-19 as a condition of employment.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked (after conditional offer). Lying is an automatic disqualifier and can result in termination if discovered later.

  
  

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

Critical Regulatory Information

Understanding the legal landscape for criminal records in healthcare employment is essential for Second Chance applicants. Beth Israel Lahey Health operates primarily in Massachusetts and New Hampshire, with the majority of facilities in Massachusetts where strict CORI laws apply. Healthcare employers face additional regulatory obligations beyond standard employment law.

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.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, BILH 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. Massachusetts law limits CRAs to reporting adverse information for seven years.

State-Specific Considerations

Massachusetts has robust Fair Chance protections through its CORI reform laws. The state's Ban the Box law prohibits employers from asking about criminal history on initial applications—however, healthcare positions involving vulnerable populations are exempt. Standard CORI lookback periods: misdemeanors (5 years), felonies (10 years). Murder, manslaughter, and sex offense convictions are reported indefinitely. Employers with 'Required Access' to CORI (including hospitals) may have broader access to conviction and non-conviction information.

Healthcare-Specific Considerations

Healthcare employment involves critical regulatory requirements that create permanent or presumptive barriers:

• OIG Exclusion (Permanent Bar): BILH must verify all workers against the federal OIG List of Excluded Individuals/Entities (LEIE). Anyone excluded cannot receive payment from federal healthcare programs (Medicare, Medicaid). Employers who hire excluded individuals face civil monetary penalties up to $100,000 per violation. Exclusions result from healthcare fraud, patient abuse/neglect, and certain felony convictions.

  
  

• Massachusetts CORI for Healthcare: Hospitals have 'Required Access' to CORI, allowing broader access to records including non-convictions. Positions involving elderly, disabled, or children face the strictest screening requirements with certain felonies creating permanent or presumptive disqualification.

  
  

• Professional Licensing: Clinical positions requiring Massachusetts licensure (nursing, pharmacy, radiology) involve separate Board of Registration background checks that may impose additional restrictions beyond employer policies.

Company Overview

Beth Israel Lahey Health (BILH) is a non-profit integrated healthcare system formed through the March 2019 merger of Beth Israel Deaconess Medical Center and Lahey Health. The merger created Massachusetts' largest health system by hospital count, designed to compete with Mass General Brigham in the eastern Massachusetts healthcare market. Headquartered in Cambridge, Massachusetts, BILH operates 14 acute-care hospitals across Massachusetts and New Hampshire, including academic medical centers, community hospitals, and specialty facilities.

The system employs approximately 39,000 employees and more than 4,700 physicians, making it one of Massachusetts' largest private employers. BILH is committed to providing high-quality, accessible healthcare and was required by Massachusetts Attorney General Maura Healey to cap price increases for seven years, serve more Medicaid patients, and spend $72 million supporting low-income and mental health resources as conditions of the merger approval.

Company Fast Facts

• Founded: 2019 (through merger)

• Headquarters: Cambridge, Massachusetts

• Employees: ~39,000 (Massachusetts and New Hampshire)

• Physicians: 4,700+

• Hospitals: 14 acute-care facilities

• CEO: Kevin Tabb, MD

• Organization Type: Non-profit

• Major Facilities: Beth Israel Deaconess Medical Center (Boston), Lahey Hospital & Medical Center (Burlington), New England Baptist Hospital (Boston), Mount Auburn Hospital (Cambridge), Winchester Hospital, Beverly Hospital, Anna Jaques Hospital, Exeter Hospital (NH)

Hiring Policy Analysis

Beth Israel Lahey Health conducts individualized assessments as required by EEOC guidelines and complies with Massachusetts CORI reform laws. While healthcare positions involving vulnerable populations are exempt from Ban the Box protections, BILH follows fair chance principles in evaluating candidates. Background checks are conducted after conditional offers are extended, giving applicants the opportunity to demonstrate qualifications before criminal history review. The hiring process typically includes online application, phone screening, interview(s), conditional offer, background check authorization, CORI check, OIG verification, drug screening, and final hiring decision.

Position-Specific Barriers

Barrier levels are determined by patient contact, regulatory requirements, and access to sensitive information or controlled substances.

Available Positions and Pay

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

Career Path Examples

Beth Israel Lahey Health emphasizes internal advancement and offers career development programs across its system of hospitals and facilities.

Environmental Services Track: EVS Associate ($16-$18/hr) → EVS Specialist ($18-$20/hr) → Lead EVS ($20-$23/hr) → EVS Supervisor ($50K-$60K/yr). Advancement requires demonstrated reliability and completion of internal training.

Food Services Track: Dietary Aide ($16-$18/hr) → Lead Diet Aide ($18-$20/hr) → Food Services Supervisor ($45K-$55K/yr). Requires food safety certification and leadership skills.

Administrative Track: Patient Access Rep ($18-$22/hr) → Senior Rep ($22-$26/hr) → Supervisor ($55K-$70K/yr). Requires demonstrated accuracy and customer service excellence.

Background Check Process

Understanding BILH's background check process helps you prepare for what to expect. The company conducts background checks after extending conditional offers, giving applicants the opportunity to demonstrate qualifications before criminal history review.

• What They Check: Massachusetts CORI (Criminal Offender Record Information); OIG Exclusion List (LEIE) verification; identity verification through SSN trace; employment history verification; education verification for positions requiring credentials; drug screening (mandatory for all positions); professional license verification where applicable.

  
  

• Lookback Period: Massachusetts CORI standard lookback: 5 years for misdemeanors, 10 years for felonies (from disposition date or incarceration release, whichever is later). Murder, manslaughter, and sex offense convictions are reported indefinitely. Healthcare employers with 'Required Access' may see broader records. OIG exclusions are permanent.

  
  

• Timeline: The hiring process averages 2-4 weeks from interview to hire based on employee reports. Background checks typically take 1-2 weeks to complete after conditional offer.

  
  

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

Disqualifying Factors

Automatic/Mandatory Disqualification: OIG Exclusion List presence (permanent bar); Convictions for murder, voluntary manslaughter (indefinite under MA CORI); Certain sex offenses (indefinite reporting); Patient abuse or neglect convictions (mandatory bar for vulnerable population positions); Healthcare fraud convictions resulting in OIG exclusion.

High Risk (Case-by-Case): Drug trafficking or distribution; Theft, burglary, robbery (especially recent); Assault and violent crimes; Identity theft and fraud; Any felony within past 5-10 years. All subject to individualized assessment considering rehabilitation evidence, 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 and the right to dispute inaccuracies.

  
  

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

  
  

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

• Massachusetts CORI Rights: Employers must provide you with a copy of your CORI before questioning you about it. You can challenge inaccuracies and present mitigating information.

  
  

• Dispute Rights: You can dispute inaccurate information with the reporting agency and the Department of Criminal Justice Information Services (DCJIS). Check your own records at the DCJIS before applying.

Application Strategy

1. Target Entry-Level Support Positions: Focus on Environmental Services, Food/Dietary Services, and Facilities roles 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 and patient-facing roles initially if your record is recent or includes relevant offenses.

   
   

2. Verify OIG Status First: Before applying anywhere in healthcare, confirm you are NOT on the OIG Exclusion List at exclusions.oig.hhs.gov. Being on this list is a permanent, non-negotiable bar to healthcare employment.

   
   

3. Apply Through Official Channels: Submit your application through jobs.bilh.org. BILH posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as EVS and dietary positions are posted frequently. Apply to multiple BILH hospitals and locations to maximize opportunities.

   
   

4. Be Completely Honest: Never lie about your criminal history. Dishonesty is an automatic disqualifier and can result in termination even after hire. In healthcare, lying about criminal history can also constitute fraud. Wait until asked or until after the conditional offer to discuss your record.

   
   

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. Keep it concise (30-60 seconds).

   
   

6. Document Rehabilitation: Gather evidence of positive changes since your conviction: completion of treatment programs, educational certificates, vocational training, stable housing, employment history, community involvement, and references from employers, probation officers, or community members.

   
   

7. Check Expungement/Sealing Eligibility: Massachusetts allows sealing of many criminal records after waiting periods (3 years for misdemeanors, 7 years for felonies from conviction date). Contact Massachusetts Legal Aid or Committee for Public Counsel Services for free assistance. Sealed records cannot be reported on standard background checks.

   
   

8. Follow Up Professionally: After applying, follow up with HR if you don't hear back within 2 weeks. If you receive a pre-adverse action notice, respond promptly with rehabilitation documentation. Persistence and professionalism demonstrate the qualities employers value.

Tips for Applicants with Records

1. Healthcare Has Constant Hiring Needs: BILH's 14 hospitals and numerous facilities create ongoing demand for support staff. EVS, dietary, and facilities positions experience regular turnover. Don't be discouraged by individual rejections—keep applying to different locations.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at BILH begin in entry-level positions. Prove reliability by showing up consistently, following protocols, and demonstrating professionalism. The system's size provides mobility opportunities across facilities.

   
   

3. Run Your Own Background Check First: Know what will appear before the employer sees it. Request your own CORI from the Massachusetts DCJIS. Dispute any errors or outdated information in advance. Check the OIG LEIE database yourself.

   
   

4. Understand Healthcare-Specific Requirements: Healthcare involves patient safety regulations beyond typical employment. Understand that some barriers (OIG exclusion, patient abuse convictions) are non-negotiable. Focus your efforts on positions where your specific record doesn't create regulatory bars.

   
   

5. Pass the Drug Test: Address any substance issues completely before applying. BILH requires drug screening for all positions. Some facilities also test for nicotine. Testing is typically urine-based.

   
   

6. Meet Vaccination Requirements: BILH requires flu and COVID-19 vaccination. Be prepared to provide documentation or complete vaccination before your start date.

   
   

7. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and any consistent work history. Healthcare employers especially value dependability due to the critical nature of patient care services.

   
   

8. Be Flexible on Shifts: Willingness to work nights, weekends, and holidays increases your chances significantly. EVS and dietary often have evening and night shifts with sign-on bonuses and shift differentials.

Benefits Overview

Beth Israel Lahey Health offers a comprehensive Total Rewards benefits package. Benefits begin on date of hire for employees regularly scheduled to work at least 20 hours per week.

• Compensation: Competitive wages with annual increases. Shift differentials for evening, night, and weekend work. Sign-on bonuses up to $1,500 for select positions. Holiday differential pay.

  
  

• 403(b) Retirement: Defined contribution retirement savings plan administered by Fidelity. Traditional pre-tax and Roth after-tax contribution options available. Enrollment available upon hire.

  
  

• Health Benefits: Multiple health plan options through Harvard Pilgrim including Domestic & Community HMO, HMO Plus, and Tiered POS plans. All BILH providers and sites are Tier 1 (lowest cost). Coverage for dependents up to age 26. Dental through Delta Dental. Vision through EyeMed.

  
  

• Time Off: Earned Time (PTO) bank accumulates weekly based on tenure. Paid holidays. Earned Time Cash-in option during open enrollment.

  
  

• Tuition Assistance: Up to $1,500 per year for approved work-related courses after six months of employment. Increases to $2,250 after five years. Direct patient care employees may be eligible for additional funds.

  
  

• Additional Benefits: Life and AD&D insurance; Short-term and long-term disability; Flexible Spending Accounts (healthcare and dependent care); MBTA subsidized transit passes (45-50% discount); Employee Assistance Program (EAP); Employee discount programs through Benefits Hub; Free parking at some locations.

Employee Perspectives

Pros: Good health insurance options; generous PTO; competitive pay for the region; career advancement opportunities; stable employment; quality coworkers.

Cons: Biweekly pay instead of weekly; demanding work environment; holidays come from PTO bank; limited remote work for non-administrative roles.

Frequently Asked Questions

1. Does Beth Israel Lahey Health hire people with felonies?

   Yes, BILH hires individuals with felony convictions for certain positions, subject to individualized assessment. The best opportunities are in Environmental Services, Food/Dietary Services, and Facilities roles with minimal patient contact. However, healthcare has strict regulatory requirements—anyone on the OIG Exclusion List cannot be hired, and certain convictions (patient abuse, murder, sex offenses) create statutory bars for positions involving vulnerable populations.

   
   

2. What is the background check process at Beth Israel Lahey Health?

   After receiving a conditional job offer, applicants undergo comprehensive screening including Massachusetts CORI check, OIG Exclusion List verification, employment verification, and drug testing. You must sign authorization forms before checks are conducted. Results are reviewed using individualized assessment, considering the nature of the offense, time elapsed, and job relevance.

   
   

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

   Massachusetts CORI standard lookback: 5 years for misdemeanors, 10 years for felonies (from disposition or release date, whichever is later). Murder, manslaughter, and sex offenses are reported indefinitely. Healthcare employers have 'Required Access' to CORI, potentially seeing broader records. OIG exclusions are permanent and have no lookback limitation.

   
   

4. What types of convictions make hiring more difficult at Beth Israel Lahey Health?

   Highest barriers: Healthcare fraud (results in OIG exclusion—permanent bar); patient abuse or neglect; murder/manslaughter; sex offenses; drug trafficking. Significant barriers: violent crimes, assault, theft, burglary, identity theft/fraud. Lower barriers for non-violent, non-theft-related offenses with significant time elapsed and documented rehabilitation.

   
   

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

   EVS Associate ($16-$18/hr with $1,500 sign-on bonus), Dietary Aide ($16-$18/hr), Food Service Associate ($16-$17/hr), Material Handler ($16-$19/hr), and Laundry positions offer the best opportunities. These roles have minimal direct patient contact and are subject to individualized assessment rather than regulatory bars.

   
   

6. Does Beth Israel Lahey Health drug test, and what kind of test do they use?

   Yes, BILH requires pre-employment drug testing for all positions. Testing is typically urine-based. Some facilities (like New England Baptist Hospital) also require nicotine testing. BILH maintains a drug-free workplace policy.

   
   

7. When during the hiring process will Beth Israel Lahey Health ask about criminal history?

   Criminal history questions occur after a conditional offer is extended. While Massachusetts has Ban the Box protections, healthcare positions involving vulnerable populations are exempt. Background checks are conducted post-offer, giving you the chance to demonstrate qualifications first. You must provide written consent before any background check.

   
   

8. Can someone advance to management at Beth Israel Lahey Health if they have a felony?

   Yes, advancement to supervisory and management positions is possible for individuals with felony records who demonstrate reliability, professionalism, and skill. The key is establishing a track record of excellent performance. As time passes and rehabilitation is demonstrated, advancement opportunities increase. Management roles involving sensitive areas may face additional scrutiny.

   
   

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

   The hiring process typically takes 2-4 weeks from interview to start date. Background checks usually complete within 1-2 weeks after authorization. Some positions may take longer depending on verification requirements. Employee reports indicate the process can move quickly for high-demand roles.

   
   

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

    Verify OIG status first; target support positions with lower barriers; be completely honest about criminal history; document rehabilitation thoroughly; check and correct your own CORI before applying; explore sealing/expungement eligibility; be flexible on shifts and locations; apply to multiple BILH facilities; prepare a brief, positive narrative about your record; follow up professionally; meet all vaccination and drug testing requirements.

Alternative Second Chance Employers

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

Conclusion

Beth Israel Lahey Health offers conditional opportunities for individuals with criminal records, particularly in support service positions. As Massachusetts' largest health system by hospital count with 39,000 employees, the organization provides a realistic pathway to stable employment with competitive wages and comprehensive benefits for those who can navigate the regulatory requirements.

The work in EVS, dietary, and facilities roles is physically demanding but offers steady hours, sign-on bonuses, and opportunities for advancement within a large healthcare system. The benefits package includes health insurance, retirement savings, tuition assistance, and earned time off. Career advancement is possible—many supervisory positions are filled through internal promotion.

Key Success Factors: Verify you are not on the OIG Exclusion List; target support positions with lower barriers; be completely honest about your record; document rehabilitation thoroughly; be flexible on shifts and locations; explore record sealing options.

Biggest Barriers: OIG exclusion is a permanent bar; convictions for patient abuse, murder, manslaughter, and sex offenses face statutory restrictions; recent felonies (within 5-10 years) face heightened scrutiny; healthcare fraud convictions are disqualifying.

For applicants without regulatory bars, BILH's commitment to EEOC guidelines and individualized assessment means that demonstrated rehabilitation, stable work history, and honest communication about your past can lead to successful employment in this essential industry.

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), employment information and company policies may change without notice. Always verify current practices directly with Beth Israel Lahey Health.

Inclusion in this guide does not guarantee employment. Background check laws, expungement procedures, and fair chance hiring requirements vary by state and should be confirmed with legal professionals. Consult with an employment attorney or legal aid organization for specific legal advice about your situation. The OIG Exclusion List requirements are federal law and cannot be waived by individual employers.

Apply Now: https://jobs.bilh.org