Quick Answer

Yes, Bon Secours Mercy Health (BSMH) hires individuals with felony convictions for certain positions. As the fifth-largest Catholic health system in the United States with over 60,000 employees across seven states and Ireland, BSMH operates 51 hospitals and 1,200+ care sites. Employment is conditional upon passing a background check and mandatory OIG exclusion screening.

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

The single greatest barrier is being listed on the OIG List of Excluded Individuals/Entities (LEIE). This creates a permanent federal bar from working in any capacity at healthcare facilities receiving Medicare or Medicaid funding.

Additional barriers include felonies related to patient abuse or neglect (mandatory exclusion), healthcare fraud (mandatory exclusion), and controlled substance crimes (mandatory exclusion for trafficking/distribution). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

The best entry points are support services positions including Environmental Services (EVS), Food Services, Laundry, and Facilities/Maintenance roles that have minimal patient contact and no controlled substance access. These positions offer starting wages of $15-18/hr with full benefits and advancement opportunities.

Table of Content

1. Quick Answer

2. Felon-Friendly Scorecard

3. Eligibility Checklist

4. Critical Regulatory Information

5. Company Overview

6. Hiring Policy Analysis

7. Background Check Process

8. Application Strategy

9. Tips for Applicants with Records

10. Benefits Overview

11. Frequently Asked Questions

12. Alternative Second Chance Employers

13. Conclusion

14. Disclaimer

Felon-Friendly Scorecard

Eligibility Checklist

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

• OIG Exclusion Status: Must NOT be listed on the OIG List of Excluded Individuals/Entities (LEIE). Verify your status at exclusions.oig.hhs.gov before applying to ANY healthcare employer. This is a permanent federal bar with no exceptions.

  
  

• No Blanket Exclusion: Must be aware that BSMH cannot automatically exclude you solely for being a felon. EEOC guidelines require individualized assessment using the Green Factors.

  
  

• Job-Related Assessment: Must be prepared for BSMH to evaluate whether your felony is related to the job duties using the Green Factors: nature of crime, time elapsed, and nature of job.

  
  

• Physical Requirements: Most positions require ability to stand, walk, and lift throughout shift. EVS and Food Service roles involve physical labor.

  
  

• Drug Screen: Must pass a mandatory pre-employment 10-panel urine drug test. BSMH also tests for nicotine in some markets. Random drug testing occurs monthly for current employees.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked. Lying is an automatic disqualifier and demonstrates the integrity failures healthcare 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 for Second Chance applicants. Bon Secours Mercy Health operates in seven U.S. states—Ohio, Kentucky, Florida, Maryland, New York, South Carolina, and Virginia—with varying fair chance hiring laws. However, federal OIG regulations create uniform barriers regardless of state protections. As a Catholic health ministry receiving Medicare and Medicaid funding, BSMH must comply with strict federal exclusion screening requirements that supersede state fair chance laws.

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 due to disparate impact concerns.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, BSMH 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 (typically 5 business days) to dispute inaccuracies;

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

State-Specific Considerations

Maryland has the strongest protections among BSMH states—employers with 15+ employees cannot ask about criminal history until after the first in-person interview. New York City extends fair chance protections to private employers. Ohio, Kentucky, Virginia, Florida, and South Carolina have ban-the-box laws that apply only to public employers—private healthcare employers like BSMH are not covered by state law, though individual cities may have local ordinances. Standard 7-year lookback applies under FCRA in all states.

Healthcare-Specific Considerations

The healthcare industry operates under unique federal regulatory requirements that create legally mandated exclusions beyond typical employment screening. BSMH must check all workers against the OIG List of Excluded Individuals/Entities (LEIE) before hire and conduct monthly monitoring of current employees. Individuals excluded due to felony convictions related to healthcare fraud, patient abuse, or unlawful distribution of controlled substances are permanently barred from working in any capacity—including non-clinical roles like EVS or food service. Healthcare employers face federal penalties of $10,000 or more per day for knowingly employing excluded individuals, creating zero tolerance for OIG-excluded applicants.

Company Overview

Bon Secours Mercy Health is the fifth-largest Catholic health system in the United States. Formed in 2018 through the merger of Bon Secours Health System and Mercy Health, the organization traces its roots to three founding sponsors: the Sisters of Bon Secours, the Sisters of Mercy, and the Sisters of the Humility of Mary. Headquartered in Cincinnati, Ohio, BSMH operates as a non-profit 501(c)(3) committed to extending the compassionate ministry of Jesus by improving community health and well-being.

The organization operates 51 hospitals and 1,200+ care sites across seven U.S. states—Ohio, Kentucky, Florida, Maryland, New York, South Carolina, and Virginia—plus Ireland. With over 60,000 employees, BSMH provides comprehensive medical services including acute care, emergency services, surgical procedures, and specialized treatments under the Mercy Health and Bon Secours brands.

Company Fast Facts

• Founded: 2018 (merger); predecessor organizations date to 1824 and 1843

• Headquarters: Cincinnati, Ohio

• Employees: 60,000+ across seven states and Ireland

• Industry Rank: 5th largest Catholic health system in the U.S., one of 20 largest U.S. health systems

• Major Operations: 51 hospitals, 1,200+ care sites

• Status: Non-profit 501(c)(3)

• CEO: John M. Starcher, Jr.

• Revenue: Approximately $8.2 billion annually

• Business Model: Faith-based healthcare delivery with hospital, physician, and clinical care services

Hiring Policy Analysis

Bon Secours Mercy Health conducts individualized assessments as required by EEOC guidelines and complies with state-specific fair chance laws where applicable. According to employee reports on Indeed, "Having a felony will not disqualify you from consideration and we encourage you to apply to any position that piques your interest." However, the organization's official compliance policy mandates continuous Exclusion screening for all new and current associates, which creates federal barriers that cannot be overcome through individualized assessment. Background checks are conducted after conditional offer, giving applicants the opportunity to demonstrate their qualifications before criminal history is considered. The hiring process typically includes application review, phone screening, interview(s), conditional offer, then background check authorization.

Position-Specific Barriers

Barrier levels are determined by patient contact, controlled substance access, professional licensing requirements, and federal regulatory requirements specific to healthcare.

Available Positions and Pay

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

Career Path Examples

BSMH emphasizes internal advancement and offers career development programs. Many supervisory positions are filled through internal promotion.

Environmental Services Track: EVS Associate ($15-18/hr) → EVS Lead ($17-20/hr) → EVS Supervisor ($19-23/hr) → EVS Manager ($45K-60K/yr). Advancement typically requires 1-2 years in each role with demonstrated reliability and leadership.

Food Services Track: Food Service Worker ($14-17/hr) → Cook ($16-19/hr) → Food Service Lead ($17-20/hr) → Dietary Supervisor ($42K-55K/yr). Requires food safety certification for advancement.

Administrative Track: Registrar ($15-17/hr) → Patient Service Rep ($18-20/hr) → Patient Access Lead ($19-22/hr) → Patient Access Supervisor ($45K-58K/yr). Strong communication skills and customer service orientation required.

Background Check Process

Understanding Bon Secours Mercy Health's background check process helps you prepare mentally and practically for what to expect. The company conducts background checks after a conditional job offer, which means you'll have the opportunity to interview and demonstrate your qualifications before your criminal history is considered.

• What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; mandatory OIG/LEIE exclusion screening (unlimited scope); GSA/SAM debarment check; SSN trace; employment verification (7 years); education verification; mandatory 10-panel urine drug screening; nicotine testing in some markets.

  
  

• Lookback Period: Standard 7-year criminal lookback per FCRA. CRITICAL: OIG/LEIE exclusion check has NO time limitation—exclusions for healthcare fraud, patient abuse, and felony drug crimes are permanent until formal reinstatement.

  
  

• Timeline: Hiring process averages 2-4 weeks from application to start. Background checks take 3-7 business days after conditional offer.

  
  

• Process Flow: Application → Phone screening → Interview(s) → Conditional offer → Background check/drug test authorization → Screening completed → Individualized assessment → Final decision → Orientation.

Disqualifying Factors

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

High Risk for Disqualification: Violent felonies within 7 years (assault, battery, domestic violence); theft or fraud offenses (integrity concern in healthcare); drug possession felonies (controlled substance access concern); recent DUI/DWI; any conviction demonstrating dishonesty or falsification.

Lower Risk (Case-by-Case): Non-violent property crimes older than 7 years; misdemeanor drug possession (not trafficking); older non-violent felonies with rehabilitation evidence; offenses unrelated to healthcare duties. All subject to individualized assessment considering rehabilitation evidence.

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 (typically 5 business days) to respond and dispute errors.

  
  

• EEOC Protection: You have the right to an individualized assessment. Blanket exclusions based solely on criminal record are prohibited. Note: OIG exclusions are federal law requirements, not employer discretion.

  
  

• State Fair Chance Laws: In Maryland (15+ employees), employers cannot ask about criminal history until after the first in-person interview. In New York City, fair chance protections extend to private employers.

  
  

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

Application Strategy

1. Verify OIG Exclusion Status First: Before applying to ANY healthcare employer, check your status on the OIG List of Excluded Individuals/Entities at exclusions.oig.hhs.gov. If you are excluded, this is a permanent federal bar—focus on non-healthcare industries until your exclusion period ends and reinstatement petition succeeds.

   
   

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

   
   

3. Apply Through Official Channels: Submit your application through careers.bsmhealth.org (the BSMH Workday careers portal), careers.bonsecours.com (Bon Secours careers), or careers.mercy.net (Mercy Health careers). Apply to multiple locations across their seven states to maximize opportunities.

   
   

4. Be Completely Honest: Never lie about your criminal history. Dishonesty is an automatic disqualifier and demonstrates the integrity failures that healthcare absolutely cannot tolerate. Wait until asked or until the appropriate stage (after conditional offer) to discuss your record.

   
   

5. Prepare Your Narrative: Have a brief, honest explanation ready (30-60 seconds): acknowledge the offense without making excuses, describe what you learned, and explain how you've changed. Focus on rehabilitation, personal growth, and stability.

   
   

6. Document Rehabilitation Thoroughly: 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. Research Expungement Options: Research whether your offense qualifies for sealing or expungement in your state. Ohio offers "set aside" for eligible convictions. Maryland has expungement for certain offenses. Sealed records cannot be reported on 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 healthcare employers value.

Tips for Applicants with Records

1. Healthcare Has Unique Federal Barriers: OIG exclusions create permanent barriers for patient abuse, healthcare fraud, and felony drug trafficking—these are not subject to individualized assessment. Focus on healthcare only if you are clear of these specific disqualifiers.

   
   

2. Run Your Own Background Check: Know what will appear before the employer sees it. Order your own criminal background check from a consumer reporting agency. Verify your OIG LEIE status at exclusions.oig.hhs.gov. Dispute errors in advance—inaccuracies are common and correctable.

   
   

3. Pass the Drug Test: BSMH requires a 10-panel urine drug test for all employees. Some markets also test for nicotine. Address substance issues completely before applying. Failed tests are automatic disqualifiers. Random testing occurs monthly for current employees.

   
   

4. Start Entry-Level, Advance Within: Many successful healthcare careers begin in EVS or Food Service. Prove reliability with perfect attendance, initiative, and teamwork. BSMH emphasizes internal promotion and offers career development programs.

   
   

5. Consider Maryland or NYC Locations: Maryland provides the strongest fair chance protections among BSMH states—employers cannot ask about criminal history until after the first interview. New York City extends fair chance laws to private employers.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and consistent work history—even informal work shows you can be counted on. Healthcare operates 24/7 and values punctuality and dependability above all.

   
   

7. Be Flexible on Schedule: Willingness to work nights, weekends, and holidays increases your chances significantly. Healthcare never stops, and 24/7 operations need reliable staff for all shifts. Shift differentials often boost base pay.

   
   

8. Use Reentry Resources: Contact workforce development programs in your area for resume help and job search support. Many states have Second Chance hiring initiatives. BSMH participates in diversity and inclusion initiatives that support workforce development.

Benefits Overview

Bon Secours Mercy Health offers a comprehensive benefits package. Benefits eligibility begins for employees working at least 48 hours per pay period.

• Compensation: Entry-level support services: $14-18/hr. Annual raises standard. Shift differentials for nights/weekends.

  
  

• 403(b) Retirement: Through Fidelity with 50% employer match up to 9% of contribution. Fully vested after 2 years.

  
  

• Health Benefits: Multiple medical plan options. Dental and vision coverage. In-network discounts at Mercy facilities.

  
  

• Time Off: 3+ weeks PTO plus 7 paid holidays. 8 weeks paid parental leave. PTO usable immediately with supervisor approval.

  
  

• Additional: Life/disability insurance; LifeMatters EAP; tuition reimbursement after 6 months; student loan assistance; PSLF eligibility.

  
  

• Pros: Good 403(b) match; mission-driven culture; internal advancement; job stability; tuition assistance.

  
  

• Cons: High health premiums; combined PTO/sick time; staffing shortages at some locations; nicotine testing.

Frequently Asked Questions

1. Does Bon Secours Mercy Health hire people with felonies?

   Yes, BSMH hires individuals with felony convictions for certain positions. Employee reports confirm "Having a felony will not disqualify you from consideration." However, anyone on the OIG List of Excluded Individuals/Entities is permanently barred from any healthcare employment. Best opportunities are in EVS, Food Services, and Facilities with minimal patient contact.

   
   

2. What is the background check process at Bon Secours Mercy Health?

   Background checks occur after a conditional job offer. The process includes: criminal history check (7-year lookback), mandatory OIG/LEIE exclusion screening (no time limit), GSA/SAM debarment check, employment verification, and mandatory 10-panel drug screening. FCRA adverse action procedures apply if denial is based on the background report.

   
   

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

   Standard criminal check follows a 7-year lookback per FCRA. CRITICAL: The OIG/LEIE exclusion check has NO time limitation—exclusions for healthcare fraud, patient abuse, and felony drug crimes are permanent. Sealed/expunged records should not appear on third-party checks.

   
   

4. What types of convictions make hiring more difficult at Bon Secours Mercy Health?

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

   
   

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

   EVS Associate ($15-18/hr) and Food Service Worker ($14-17/hr) offer the best opportunities—minimal patient contact, no controlled substance access, no licensing requirements, and high turnover creates consistent hiring. Laundry and Facilities positions also have lower barriers.

   
   

6. Does Bon Secours Mercy Health drug test, and what kind of test do they use?

   Yes, mandatory pre-employment 10-panel urine drug screening for all positions. Some markets also test for nicotine. Random drug testing occurs monthly for current employees. Failed tests are automatic disqualifiers.

   
   

7. When during the hiring process will Bon Secours Mercy Health ask about criminal history?

   Background checks occur after conditional offer. In Maryland (15+ employees), inquiry is prohibited until after first interview. In NYC, fair chance laws apply to private employers. Ohio, Kentucky, Virginia, Florida, and South Carolina have no private employer restrictions at state level.

   
   

8. Can someone advance to management at Bon Secours Mercy Health if they have a felony?

   Yes, advancement to supervisory roles is possible in support services tracks (EVS Supervisor, Food Service Lead). BSMH emphasizes internal promotion. Clinical leadership faces additional barriers due to licensing requirements. Build a strong reliability track record first.

   
   

9. How long does the hiring and background check process take at Bon Secours Mercy Health?

   Overall hiring takes 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 Bon Secours Mercy Health?

    Key strategies:

    (1) Verify OIG exclusion status first;

    (2) Target EVS/Food Services;

    (3) Be honest about your record;

    (4) Run your own background check;

    (5) Document rehabilitation;

    (6) Pass drug test;

    (7) Research expungement;

    (8) Consider Maryland/NYC for stronger protections;

    (9) Be flexible on scheduling;

    (10) Follow up professionally.

Alternative Second Chance Employers

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

Conclusion

Bon Secours Mercy Health offers conditional opportunities for individuals with criminal records, particularly in EVS, Food Services, and Facilities positions. As one of the nation's largest Catholic health systems with 60,000+ employees, the organization provides pathways to stable employment with comprehensive benefits—if you are not barred by federal OIG exclusion regulations.

Entry-level positions pay $14-18/hr with full benefits including 403(b) matching, health insurance, and PTO. Career advancement to supervisory roles is possible through demonstrated performance. Healthcare work demands absolute reliability, but the mission-driven culture emphasizes compassion and service.

Key Success Factors: Verify OIG exclusion status before applying; target EVS/Food Services positions; be completely honest about your record; document rehabilitation thoroughly; pass the drug test; consider Maryland or NYC locations for stronger fair chance protections.

Biggest Barriers: OIG exclusion status creates permanent federal bar for healthcare fraud, patient abuse, and felony drug crimes—no individualized assessment applies. Mandatory drug screening (including nicotine in some markets). Monthly exclusion monitoring for current employees. Clinical positions have additional licensing barriers.

For those who clear the federal healthcare barriers, Bon Secours Mercy Health represents a genuine opportunity for stable employment with a values-driven organization. The 60,000+ employee workforce and consistent healthcare hiring needs mean your application will receive fair consideration based on your individual circumstances and demonstrated rehabilitation.

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), official compliance documents, and salary databases (PayScale, Salary.com), employment information and company policies may change without notice. Always verify current practices directly with Bon Secours Mercy Health.

Inclusion in this guide does not guarantee employment. OIG exclusion regulations, background check laws, expungement procedures, and fair chance hiring requirements vary by state and should be confirmed with legal professionals. Verify your OIG exclusion status at exclusions.oig.hhs.gov before applying to any healthcare employer. Consult with an employment attorney or legal aid organization for specific legal advice about your situation.

Apply Now: https://careers.bsmhealth.org