Quick Answer

Conditional, BJC Healthcare does hire individuals with felony convictions for certain positions. As one of the largest nonprofit healthcare systems in the United States with approximately 28,000 employees across Missouri and Southern Illinois, BJC Healthcare operates 14 hospitals and over 145 clinical locations. Employment decisions are conditional upon passing a comprehensive background check and mandatory OIG exclusion 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 healthcare fraud (OIG exclusion results in permanent employment bar), patient abuse or neglect (mandatory disqualification under Missouri law), and controlled substance offenses (critical concern for access to medications). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

The best entry points are Environmental Services (EVS/Housekeeping), Food Services, Facilities/Maintenance, and administrative support roles that do not require direct patient care or access to controlled substances. These positions start at $15-$20/hr with full benefits.

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 NOT be on the Office of Inspector General's List of Excluded Individuals/Entities (LEIE). Check your status at exclusions.oig.hhs.gov before applying. Being on this list is a permanent, non-negotiable bar to healthcare employment.

  
  

• No Blanket Exclusion: Must be aware that BJC Healthcare is not allowed to automatically exclude you solely for being a felon. EEOC guidelines require individualized assessment using the Green Factors.

  
  

• Missouri Caregiver Requirements: If applying for patient contact roles, must not have been convicted of Class A or B felony violations of Missouri Chapters 565 (Assault), 566 (Sexual Offenses), or 569 (Property Crimes involving theft from vulnerable adults).

  
  

• Physical Requirements: Many positions require the ability to stand, walk, lift, and perform physical tasks. EVS and facilities roles may require lifting up to 50 lbs. Clinical roles have specific physical demands.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test. BJC Healthcare maintains a strict drug-free workplace policy. Testing is typically a urine screening for common substances including THC.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked (after conditional offer in St. Louis). Dishonesty 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. BJC Healthcare must comply with federal OIG regulations and Missouri state health statutes. The organization operates primarily in Missouri and Southern Illinois, where St. Louis has implemented fair chance protections effective January 1, 2021.

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, BJC Healthcare 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.

State-Specific Considerations

Missouri has no statewide ban-the-box law for private employers, but several major cities have enacted fair chance protections. St. Louis (effective January 1, 2021) prohibits employers with 10+ employees from asking about criminal history until after an applicant is determined qualified and interviewed. Kansas City prohibits criminal history inquiries until after interview for employers with 6+ employees. Missouri Revised Statutes § 192.2495 mandates criminal background checks for individuals in patient contact roles, with specific felonies resulting in mandatory disqualification.

Healthcare-Specific Considerations

The healthcare industry has unique regulatory requirements that significantly impact hiring. OIG Exclusion (LEIE): BJC Healthcare must check all workers against the List of Excluded Individuals/Entities. Individuals excluded for Medicare/Medicaid fraud, patient abuse, or healthcare-related felonies are permanently barred from any position until reinstated. The organization faces civil monetary penalties up to $10,000 per day for employing excluded individuals. SAM Database: Federal contractors must also check the System for Award Management for excluded parties. Drug Diversion Concerns: Controlled substance offenses face heightened scrutiny for any position with potential access to medications.

Company Overview

BJC Healthcare is one of the largest nonprofit healthcare organizations in the United States and the largest employer in the St. Louis metropolitan region. Created in 1993 when Barnes-Jewish Inc. merged with Christian Health Services, the organization has grown to include two nationally recognized academic hospitals—Barnes-Jewish Hospital and St. Louis Children's Hospital—both affiliated with the renowned Washington University School of Medicine. On January 1, 2024, BJC Healthcare completed a merger with Saint Luke's Health System to form BJC Health System, significantly expanding its reach across Missouri.

The organization operates 14 hospitals across Missouri and Southern Illinois, including Progress West Hospital, Missouri Baptist Medical Center, Memorial Hospital Belleville, and multiple specialty facilities. BJC Healthcare provides comprehensive services including inpatient and outpatient care, primary care, community health and wellness, workplace health, home health, behavioral health, rehabilitation, long-term care, and hospice services. As a nonprofit organization, BJC is the largest provider of charity care and unreimbursed care in Missouri.

Company Fast Facts

• Founded: 1993 (St. Louis, Missouri)

• Headquarters: 4901 Forest Park Avenue, St. Louis, Missouri 63108

• Employees: Approximately 28,000 across Missouri and Southern Illinois

• Industry Position: One of the largest nonprofit healthcare systems in the U.S.

• Major Facilities: Barnes-Jewish Hospital, St. Louis Children's Hospital, Missouri Baptist Medical Center, Progress West Hospital

• Total Hospital Beds: Over 4,300

• Academic Affiliation: Washington University School of Medicine

• Net Revenue: Approximately $5.5 billion

Hiring Policy Analysis

BJC Healthcare conducts individualized assessments as required by EEOC guidelines and complies with St. Louis Ban the Box ordinance for applicants to positions within city limits. For St. Louis-based positions, criminal history inquiries occur only after an applicant has been determined qualified and interviewed. Background checks are conducted after conditional job offers, giving applicants the opportunity to demonstrate qualifications before criminal history review. The hiring process typically includes application review, phone screening, in-person interview, conditional offer, background check and drug test, and final offer. BJC does not have a union for most positions, though some skilled trades may have union representation.

Position-Specific Barriers

Barrier levels are determined by patient contact requirements, access to controlled substances, and applicable licensing or certification requirements.

Available Positions and Pay

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

Career Path Examples

BJC Healthcare emphasizes internal advancement and offers the BJC Institute for Learning and Development plus tuition assistance. Many supervisory and management positions are filled through internal promotion.

EVS/Facilities Track: Housekeeper ($15-$18/hr) → Senior Housekeeper ($18-$20/hr) → EVS Lead ($20-$23/hr) → EVS Supervisor ($45K-$55K/yr). Advancement requires demonstrated reliability, leadership, and typically 2-3 years at each level.

Food Services Track: Food Service Worker ($16-$18/hr) → Cook ($18-$22/hr) → Lead Cook ($22-$25/hr) → Food Service Supervisor ($45K-$55K/yr). Requires food safety certifications and demonstrated performance.

Administrative Track: Patient Access Rep ($17-$20/hr) → Senior Patient Access Rep ($20-$24/hr) → Patient Access Lead ($24-$28/hr) → Manager ($55K-$70K/yr). Requires strong performance, leadership skills, and continuous learning.

Background Check Process

Understanding BJC Healthcare's background check process helps you prepare mentally and practically for what to expect. The organization conducts background checks after extending conditional job offers, which means you'll have the opportunity to interview and demonstrate your qualifications before your criminal history is reviewed.

What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; OIG/LEIE exclusion database; SAM (System for Award Management) database; identity verification through SSN trace and address history; employment history verification; education verification for positions requiring specific credentials; drug screening (mandatory for all positions); professional license verification where applicable.

Lookback Period: Standard 7-year criminal lookback for most convictions per FCRA limitations. OIG exclusion check is permanent (exclusions remain until reinstated). Missouri law mandates permanent disqualification for certain patient care positions with specific serious felonies. Employment verification typically extends 5-7 years.

Timeline: The hiring process averages 2-4 weeks from application to hire based on employee reports. Background checks typically take 1-2 weeks to complete after conditional offer. Some positions requiring additional credentials 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 → Results reviewed using individualized assessment → Final hiring decision made → Pre-adverse or adverse action notice if applicable → Start date confirmed → Orientation.

Disqualifying Factors

Automatic Disqualification: OIG exclusion (any position); Medicare/Medicaid fraud conviction; patient abuse or neglect conviction; healthcare-related fraud, theft, or financial misconduct felony; felony conviction for unlawful manufacture, distribution, or dispensing of controlled substances; Missouri Chapter 565 (Class A/B assault), 566 (sexual offenses), or 569 (theft from vulnerable adults) convictions for patient contact roles.

High Risk (Case-by-Case): Violent crimes (assault, battery, domestic violence); theft or fraud convictions; drug possession or distribution; DUI/DWI (especially for driving positions); crimes involving dishonesty. All subject to individualized assessment considering time elapsed, rehabilitation evidence, and job-relatedness.

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 a summary of your rights. You have reasonable time to respond and explain or dispute.

  
  

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

  
  

• St. Louis Ban the Box: For positions within St. Louis city limits, employers with 10+ employees cannot ask about criminal history until after you're determined qualified and interviewed.

  
  

• Dispute Rights: You can dispute inaccurate information on background reports with the reporting agency. Check your own records beforehand at the Missouri State Highway Patrol CJIS Division.

Application Strategy

1. Check OIG Status First: Before applying to any healthcare organization, verify you are NOT on the OIG List of Excluded Individuals/Entities at exclusions.oig.hhs.gov. If you are excluded, you must complete the reinstatement process before applying.

   
   

2. Target Support Services Positions: Focus on Environmental Services, Food Services, Laundry, and Facilities roles which have the lowest barriers and highest volume hiring needs. Avoid clinical or licensed positions initially if your record is recent or includes relevant offenses.

   
   

3. Apply Through Official Channels: Submit your application through jobs.bjc.org. BJC Healthcare posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as EVS and food service positions are posted frequently.

   
   

4. Prepare for the Interview: Research BJC's mission and values. Be ready to discuss your reliability, work ethic, and commitment to patient safety. Emphasize teamwork and willingness to work various shifts including weekends.

   
   

5. Be Completely Honest: Never lie about your criminal history. In St. Louis, wait until asked or until after conditional offer to discuss your record. Dishonesty is an automatic disqualifier and can result in termination even after hire.

   
   

6. 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).

   
   

7. Document Rehabilitation: Gather evidence of positive changes: completion of treatment programs, educational certificates, vocational training, stable housing, employment history, community involvement, and character references.

   
   

8. Check Expungement Eligibility: Research whether your offense qualifies for expungement under Missouri law. Missouri expanded expungement eligibility in recent years. Contact Missouri Legal Services or a local legal aid organization for assistance.

Tips for Applicants with Records

1. Healthcare Has Constant Hiring Needs: Healthcare systems operate 24/7/365 and have consistent turnover in support services. BJC Healthcare operates 14 hospitals with over 28,000 employees. Don't be discouraged by individual rejections—keep applying to different facilities and positions.

   
   

2. Start Entry-Level, Advance Within: Many successful healthcare careers begin in EVS or food services. Prove reliability by showing up on time, working hard, and being a team player. BJC's tuition assistance and Institute for Learning and Development provide pathways to advancement.

   
   

3. Run Your Own Background Check First: Know what will appear before the employer sees it. Order your own criminal background check through the Missouri State Highway Patrol or a consumer reporting agency. Dispute any errors or outdated information in advance.

   
   

4. Healthcare-Specific Preparation: Healthcare environments require understanding of infection control, patient privacy (HIPAA), and safety protocols. Demonstrate awareness of these requirements. Consider obtaining a food handler certification or basic first aid/CPR to stand out.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. BJC Healthcare requires drug testing for all positions. Testing is typically urine screening. Missouri does not have recreational marijuana protections for employees.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and any consistent work history—even informal work shows you can be counted on. Healthcare employers especially value attendance and dependability.

   
   

7. Network and Use Resources: Connect with Missouri reentry programs like Criminal Justice Ministry, Employment Connection, and Center for Women in Transition. These organizations have relationships with employers and can provide support.

   
   

8. Be Flexible on Scheduling: Willingness to work evenings, nights, weekends, and holidays increases your chances significantly. Hospitals operate around the clock, and schedule flexibility is highly valued. Shift differentials provide extra pay for less desirable hours.

Benefits Overview

BJC Healthcare offers a comprehensive benefits package through BJC Total Rewards. Benefits begin on the first day of the month after hire date for eligible employees.

• Compensation: Competitive pay with annual merit increases. On-demand pay available. Shift differentials for evenings, nights, and weekends. Referral bonuses available for some positions.

  
  

• 401(k) and Retirement: 401(k) plan with employer match. Pension plan available (though being phased out for new employees). Fully vested in 401(k) match after 2 years of service.

  
  

• Health Benefits: Multiple medical plan options. Coverage begins first day of the month after hire. Dental coverage through Delta Dental with preventive care at 100%. Vision coverage through VSP. Employee Assistance Program (EAP) for counseling and life planning services.

  
  

• Time Off: Paid Time Off (PTO) includes vacation, holidays, sick days, and personal time. PTO accrual begins immediately. Note: Some positions require working holidays with rotation.

  
  

• Additional Benefits: Tuition assistance starting day one. Free career services. BJC Institute for Learning and Development. Goldfarb School of Nursing tuition discount. Nursing scholarships. Life insurance. Long-term disability. Health management programs. Employee discounts.

Employee Perspectives

Pros: Good benefits package, tuition assistance, pension benefit (for legacy employees), career advancement opportunities, respected healthcare system, Washington University affiliation.

Cons: Some report high health insurance costs, limited PTO for newer employees, pension being phased out, high workload in some departments, must use PTO for holidays in some roles.

Frequently Asked Questions

1. Does BJC Healthcare hire people with felonies?

   Yes, BJC Healthcare can hire individuals with felony convictions for certain positions. Support services roles like EVS, food services, and facilities have the lowest barriers. Clinical positions face much higher scrutiny. Anyone on the OIG exclusion list is automatically disqualified. Missouri law mandates disqualification for specific serious offenses in patient contact roles.

   
   

2. What is the background check process at BJC Healthcare?

   BJC Healthcare conducts comprehensive background checks after conditional job offers, including national criminal search, OIG/LEIE exclusion list, SAM database, SSN verification, employment verification, and drug screening. For St. Louis positions, criminal history inquiry occurs only after interview per Ban the Box ordinance.

   
   

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

   Standard criminal lookback is 7 years per FCRA limitations. OIG exclusion checks are permanent. Missouri mandates permanent disqualification for certain offenses (patient abuse, sexual offenses, Class A/B felonies) for patient contact positions. Employment verification extends 5-7 years.

   
   

4. What types of convictions make hiring more difficult at BJC Healthcare?

   Highest barriers: OIG exclusion (absolute bar), Medicare/Medicaid fraud, patient abuse, healthcare fraud, controlled substance distribution. High barriers: violent crimes, sexual offenses, theft, drug possession. Moderate barriers: DUI/DWI, property crimes, non-violent offenses. All evaluated using Green Factors.

   
   

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

   Environmental Services (Housekeeper) at $15-$20/hr is the best entry point with minimal patient contact and no medication access. Food Service Worker ($16-$20/hr) and Linen Tech ($15-$18/hr) are also accessible. These roles provide full benefits and advancement opportunities.

   
   

6. Does BJC Healthcare drug test, and what kind of test do they use?

   Yes, BJC Healthcare requires pre-employment urine drug screening for all positions. Tests screen for THC, cocaine, opioids, amphetamines, and PCP. Missouri does not have recreational marijuana employment protections. Some positions require random testing after hire.

   
   

7. When during the hiring process will BJC Healthcare ask about criminal history?

   For St. Louis city positions, BJC complies with Ban the Box and cannot ask about criminal history until after interview. Background checks occur after conditional offer. Suburban locations may vary but generally follow similar practices.

   
   

8. Can someone advance to management at BJC Healthcare if they have a felony?

   Yes, advancement is possible depending on conviction type, time elapsed, and performance. Support services supervisors are often promoted from within. Clinical management requires professional licenses with independent board review. Building a strong track record improves prospects.

   
   

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

   The hiring process typically takes 2-4 weeks from application to start date. Background checks take 1-2 weeks after conditional offer. Positions requiring additional verification may take longer.

   
   

10. What can applicants do to improve their chances of getting hired at BJC Healthcare?

    Key strategies: verify you're not on OIG exclusion list; target support services positions; be honest about your record; prepare a rehabilitation narrative; document positive changes; check expungement eligibility; pass drug test; show scheduling flexibility; emphasize reliability; connect with reentry programs.

Alternative Second Chance Employers

If BJC Healthcare doesn't work out, consider these employers known for fair chance hiring practices in healthcare and related industries in the St. Louis region:

Conclusion

BJC Healthcare offers conditional opportunities for individuals with criminal records, particularly in support services roles like Environmental Services, Food Services, and Facilities. As one of the largest employers in the St. Louis region with approximately 28,000 employees, the organization provides a realistic pathway to stable healthcare employment with comprehensive benefits for those who can clear the regulatory requirements.

The work is demanding—hospitals operate around the clock, and many positions require evening, night, weekend, and holiday shifts. However, the compensation is competitive for the region with EVS positions starting at $15-$20/hr plus full benefits including health insurance, 401(k), tuition assistance, and advancement opportunities. BJC Healthcare's affiliation with Washington University and the BJC Institute for Learning and Development provide pathways for career growth.

Key Success Factors: Verify you're not on the OIG exclusion list; target entry-level support services positions; be completely honest about your record; demonstrate rehabilitation and stability; pass the drug test; show flexibility for scheduling.

Biggest Barriers: OIG exclusion is an absolute bar; healthcare fraud, patient abuse, and controlled substance distribution convictions face mandatory disqualification; clinical and licensed positions have independent state board requirements; recent violent or theft convictions receive heightened scrutiny.

BJC Healthcare's role as the largest employer in the St. Louis region and its compliance with the city's Ban the Box ordinance create opportunities for qualified applicants with records. Focus on demonstrating your value, reliability, and commitment to patient safety. Healthcare offers meaningful work with excellent benefits—and your past doesn't have to define 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), and salary databases (PayScale, ZipRecruiter), employment information and company policies may change without notice. Always verify current practices directly with BJC Healthcare.

Inclusion in this guide does not guarantee employment. Background check laws, expungement procedures, and fair chance hiring requirements vary by jurisdiction and should be confirmed with legal professionals. Healthcare employment has additional regulatory requirements through federal OIG regulations and Missouri state law that may independently disqualify individuals from certain positions. Consult with an employment attorney or legal aid organization for specific legal advice about your situation.

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