Quick Answer

Conditional. Boston Medical Center (BMC) does hire individuals with felony convictions for certain positions, but with significant regulatory restrictions. As the largest safety-net hospital and Level I Trauma Center in New England with over 15,000 employees across the BMC Health System, the organization operates three hospitals including Boston Medical Center (main campus), BMC Brighton, and BMC South. Employment decisions are conditional upon passing a CORI (Criminal Offender Record Information) background check and OIG (Office of Inspector General) exclusion screening, and are subject to EEOC individualized assessment 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: being on the OIG Exclusion List (LEIE) which is a permanent legal bar for all healthcare positions, convictions for patient abuse, murder, or sexual offenses (mandatory disqualifiers under Massachusetts law for patient-facing roles), and healthcare-related fraud or controlled substance violations (which trigger federal exclusion). Recent offenses within the past 5-10 years face the highest scrutiny regardless of type.

Best entry points are Environmental Services (EVS), Food Services/Dietary, and Facilities/Maintenance positions that have minimal direct patient contact and do not require access to controlled substances or sensitive areas. These roles offer starting wages of $17-22/hr with full benefits and opportunities for internal advancement.

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:

• Not on OIG Exclusion List: You must NOT be listed on the federal OIG List of Excluded Individuals/Entities (LEIE). This is a permanent legal bar for all healthcare positions that receive federal funding. Check your status free at exclusions.oig.hhs.gov.

  
  

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

  
  

• Job-Related Assessment: Must be prepared for BMC to evaluate whether your felony is related to the job duties considering nature of crime, time elapsed, and nature of the position sought.

  
  

• Physical Requirements: Many positions require standing, walking, and lifting. EVS roles may require lifting up to 50 lbs. Patient transport requires physical stamina for pushing wheelchairs and stretchers.

  
  

• Drug Screen: Must be prepared for potential drug screening, particularly for patient care positions. BMC maintains a drug-free workplace policy. Massachusetts law protects off-duty medical marijuana use but not on-duty impairment.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked after conditional offer. Falsifying information 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. BMC operates primarily in Massachusetts, which has moderate fair chance protections, but must also comply with strict federal healthcare regulations including OIG exclusion requirements that apply to all positions regardless of state 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, BMC 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

Massachusetts has moderate Fair Chance protections. The state's Ban the Box law prohibits criminal history questions on initial applications, but healthcare positions involving patient or vulnerable population contact are exempt from standard protections. CORI lookback periods are: 5 years for misdemeanors, 10 years for felonies from disposition or release date (whichever is later). Convictions for murder, manslaughter, and sex offenses have no time limit. Massachusetts allows sealing of many records after waiting periods (3 years for misdemeanors, 7 years for felonies from conviction). Sealed records should not appear on CORI checks.

Healthcare-Specific Considerations

The healthcare industry involves patient care and access to controlled substances, creating specific regulatory considerations. OIG Exclusion Check (Permanent Legal Bar): All healthcare organizations receiving Medicare or Medicaid funding must screen workers against the OIG List of Excluded Individuals/Entities (LEIE). Exclusion is mandatory for: Medicare/Medicaid fraud convictions, patient abuse or neglect convictions, felony convictions for healthcare fraud or controlled substance offenses. Being on the LEIE bars employment in any capacity at BMC—including non-clinical roles like EVS or dietary—because federal payments touch virtually all hospital operations. Professional Licensing: Clinical positions require state licensure (nursing, pharmacy, etc.) which has separate background check requirements and may have permanent bars for certain offenses.

Company Overview

Boston Medical Center is a non-profit 514-bed academic medical center and safety-net hospital located in the South End neighborhood of Boston. Formed in 1996 through the merger of Boston City Hospital and Boston University Medical Center, BMC is the principal teaching hospital of Boston University Chobanian & Avedisian School of Medicine.

In October 2024, BMC acquired two hospitals from Steward Health Care—now BMC South and BMC Brighton—significantly expanding the health system. BMC Health System employs over 15,000 people across three hospitals, WellSense Health Plan, and other entities. BMC serves as the largest safety-net hospital in New England and operates the busiest Level I Trauma Center in the region, treating approximately 130,000 emergency patients annually.

BMC is committed to health equity and innovative care models, recognized by U.S. News & World Report for multiple specialties. Many nursing positions are unionized, and the hospital offers comprehensive benefits including tuition assistance and free on-site medical care.

Company Fast Facts

• Founded: 1996 (Boston, Massachusetts)

• Headquarters: One Boston Medical Center Place, Boston, MA

• Employees: 15,000+ across BMC Health System

• Facilities: 3 hospitals (BMC main campus, BMC Brighton, BMC South)

• Beds: 514 beds at main campus

• Annual Revenue: Approximately $2.3 billion

• Status: Non-profit academic medical center

• CEO: Alastair Bell, MD

Hiring Policy Analysis

Boston Medical Center conducts individualized assessments as required by EEOC guidelines and complies with Massachusetts CORI law. Background checks are conducted after a conditional offer of employment, giving applicants the opportunity to interview and receive an offer before their record is reviewed. The hiring process typically includes online application, phone screening, in-person interview(s), conditional offer, background check authorization, CORI check, OIG/LEIE screening, drug test (for applicable positions), and final decision. Many nursing positions are represented by unions which may provide additional job protections.

Position-Specific Barriers

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

Available Positions and Pay

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

Career Path Examples

BMC emphasizes internal advancement and offers tuition assistance programs. Many leadership positions are filled through internal promotion.

Environmental Services Track: EVS Aide ($17-21/hr) → EVS Lead ($20-24/hr) → EVS Supervisor ($50K-60K/yr) → EVS Manager ($65K-85K/yr). Advancement requires reliability, leadership, and institutional knowledge.

Food Services Track: Dietary Aide ($17-20/hr) → Food Service Worker ($18-22/hr) → Lead/Cook ($22-26/hr) → Food Service Supervisor ($48K-58K/yr). May obtain ServSafe certification for advancement.

Patient Care Track: Patient Transporter ($18-23/hr) → Unit Secretary ($19-24/hr) → CNA (with certification, $19-25/hr) → Patient Care Technician ($22-28/hr). Requires additional training and clean record review for each promotion.

Background Check Process

Understanding BMC's background check process helps you prepare for what to expect. The hospital conducts background checks after a conditional offer of employment, giving you the opportunity to interview and receive an offer before your criminal history is reviewed.

• What They Check: Massachusetts CORI (Criminal Offender Record Information) for in-state records; OIG/LEIE (List of Excluded Individuals/Entities) for federal healthcare sanctions; identity verification through SSN trace; employment history verification for positions requiring experience; education/credential verification for clinical and licensed positions; drug screening for patient care positions; professional license verification where applicable.

  
  

• Lookback Period: Standard CORI: misdemeanors 5 years, felonies 10 years from disposition or release (whichever is later). Murder, manslaughter, and sex offenses have NO time limit. Consumer reporting agencies limited to 7 years under Massachusetts law. OIG exclusion has no time limit—it is permanent until formal reinstatement.

  
  

• Timeline: The hiring process averages approximately 2-4 weeks from application to hire based on employee reports. Background checks typically take 5-10 business days to complete after conditional offer. Clinical positions may take longer due to credential verification.

  
  

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

Disqualifying Factors

Automatic Disqualification: Active OIG exclusion (LEIE listing); conviction for Medicare/Medicaid fraud; conviction for patient abuse or neglect; conviction for felony healthcare fraud; conviction for felony controlled substance distribution. These are federal mandates that apply to ALL positions at any healthcare facility receiving federal funding.

High Risk for Disqualification: Murder, manslaughter, or violent felonies (no lookback limit under Massachusetts law); sexual offenses; theft or fraud while in healthcare or fiduciary position; controlled substance offenses; crimes against vulnerable populations.

Lower Risk (Case-by-Case): Non-violent property crimes outside healthcare settings; older offenses beyond lookback periods; minor drug possession (not distribution); traffic offenses. All subject to individualized assessment considering 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 dispute inaccuracies.

  
  

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

  
  

• Massachusetts CORI Rights: Healthcare positions are exempt from Ban the Box but employers must still provide you a copy of your CORI report before questioning you about it.

  
  

• Dispute Rights: You can dispute inaccurate information with the reporting agency. Check your own CORI through the Massachusetts iCORI system (icori.chs.state.ma.us) beforehand.

Application Strategy

1. Target Entry-Level Support Positions: Focus on Environmental Services, Dietary, Food Service, and Facilities positions which have the lowest barriers and highest volume hiring needs. These roles offer genuine pathways to advancement while avoiding the strictest regulatory requirements.

   
   

2. Verify OIG Status First: Before applying to any healthcare position, confirm you are NOT on the OIG Exclusion List at exclusions.oig.hhs.gov. If you are listed, you cannot work at BMC in any capacity until you are formally reinstated.

   
   

3. Apply Through Official Channels: Submit your application through jobs.bmc.org. BMC also posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as support positions are posted frequently.

   
   

4. Consider All Three Campuses: Apply to positions at BMC main campus, BMC Brighton, and BMC South to maximize opportunities. Different campuses may have different hiring needs.

   
   

5. Be Completely Honest: Never lie about your criminal history. Dishonesty is an automatic disqualifier and can result in termination if discovered later. Wait until asked or until the appropriate stage (after conditional offer) to discuss your record.

   
   

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 references from employers, probation officers, or community members.

   
   

8. Check Sealing Eligibility: Research whether your offense qualifies for sealing in Massachusetts (3 years after misdemeanor conviction, 7 years after felony conviction). Contact Massachusetts Legal Aid or the Committee for Public Counsel Services for assistance. Sealed records should not appear on CORI.

Tips for Applicants with Records

1. Healthcare Has Constant Hiring Needs: Hospitals operate 24/7/365 and have consistent turnover in support positions. BMC Health System now employs over 15,000 people across three hospitals. Don't be discouraged by individual rejections—keep applying.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at BMC begin in EVS or dietary. Prove reliability by showing up on time, maintaining good attendance, and demonstrating positive attitude. BMC's tuition assistance program can help you train for higher-paying positions.

   
   

3. Run Your Own CORI First: Know what will appear before the employer sees it. Order your own CORI through the Massachusetts iCORI system. Dispute any errors or outdated information in advance.

   
   

4. Understand Healthcare Regulatory Environment: Learn about OIG exclusions and why healthcare has stricter requirements than other industries. Demonstrating awareness of these requirements shows maturity and professionalism.

   
   

5. Be Prepared for Drug Testing: If you have substance issues, address them completely before applying. Patient care positions typically require drug screening. Massachusetts protects off-duty medical marijuana use for non-safety-sensitive positions, but never on-duty impairment.

   
   

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 dependability and attendance.

   
   

7. Network and Use Employee Referrals: Current BMC employees can provide referrals. Employee referrals often receive priority consideration. Network through LinkedIn or local workforce development programs to connect with current employees.

   
   

8. Be Flexible on Scheduling: Willingness to work nights, weekends, and holidays increases your chances significantly. Hospitals operate 24/7 and many positions offer shift differentials for off-hours work.

Benefits Overview

Boston Medical Center offers a comprehensive benefits package recognized by the National Association for Business Resources, Healthiest Employers, and Military Times. Benefits begin after meeting eligibility requirements for employees scheduled to work 20+ hours per week.

• Compensation: Competitive wages with shift differentials for evenings, nights, and weekends. Regular performance reviews and annual increases.

  
  

• 401(k) and Retirement: 401(k) retirement plan with employer match available after one year of employment. Employees report "awesome 401k match" as a notable benefit.

  
  

• Health Benefits: Medical, dental, and vision insurance. Notably, employees who receive care at BMC facilities may have reduced or no premium costs. FSA options for healthcare and dependent care expenses available.

  
  

• Time Off: PTO accrual based on years of service: 15 days (years 1-4), 20 days (years 5-9), 25 days (year 10+). Separate sick time benefits for full-time employees. Paid bereavement leave and jury duty coverage.

  
  

• Additional Benefits: Tuition assistance with grade requirements; free on-site medical care; life insurance; short-term and long-term disability; Employee Assistance Program (EAP); MBTA transit benefits; employee discounts on mortgages, entertainment, cell phones, and pet insurance; Circles Concierge Service for life management assistance.

Employee Perspectives

Pros: Great benefits package; competitive pay; union representation for nursing; teaching hospital with learning opportunities; mission-driven organization; good 401k match; flexibility; teamwork and supportive coworkers.

Cons: Expensive parking fees; challenging patient population at times; high turnover in some departments; can feel like "just a number"; some policies outdated.

Frequently Asked Questions

1. Does Boston Medical Center hire people with felonies?

   Yes, but with significant restrictions. BMC conducts individualized assessments under EEOC guidelines. However, anyone on the OIG Exclusion List cannot be hired in any capacity, and Massachusetts CORI law has mandatory disqualification for certain offenses in patient-facing roles. Best opportunities are in support services like Environmental Services and Dietary.

   
   

2. What is the background check process at Boston Medical Center?

   Background checks occur after a conditional job offer. BMC conducts Massachusetts CORI checks and OIG/LEIE screening for federal healthcare sanctions. Results typically take 5-10 business days. Clinical positions also require credential verification. If concerning information appears, you'll receive pre-adverse action notice with opportunity to respond.

   
   

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

   Under Massachusetts CORI law: 5 years for misdemeanors, 10 years for felonies from conviction date or release (whichever is later). Murder, manslaughter, and sex offenses have NO time limit. OIG exclusion has no time limit—it remains until formal reinstatement. Employment verification typically covers 5-7 years.

   
   

4. What types of convictions make hiring more difficult at Boston Medical Center?

   Automatic bars: OIG exclusion for Medicare/Medicaid fraud, patient abuse/neglect, or felony healthcare fraud or controlled substance offenses. Highest difficulty: murder, manslaughter, sexual offenses (no lookback limit); violent crimes against vulnerable populations; theft/fraud in fiduciary positions; drug distribution. Moderate difficulty: non-violent property crimes; older DUI/DWI; minor drug possession. Each case receives individualized assessment weighing offense severity, time elapsed, and job relevance.

   
   

5. What are the best entry-level roles at Boston Medical Center for applicants with a record?

   Environmental Services (EVS)/Housekeeper ($17-21/hr) and Dietary Aide/Food Service ($17-21/hr) offer the lowest barriers with minimal direct patient contact and no controlled substance access. Patient Transporter ($18-23/hr) and Facilities/Maintenance positions also have moderate accessibility. These roles still require OIG clearance but face less scrutiny for non-healthcare-related offenses. They provide genuine advancement opportunities and full benefits.

   
   

6. Does Boston Medical Center drug test, and what kind of test do they use?

   Drug testing varies by position. Patient care positions typically require pre-employment drug screening via urine test including alcohol, amphetamines, cocaine, marijuana, and opioids. Massachusetts protects off-duty medical marijuana use for non-safety-sensitive positions, but not on-duty impairment. BMC maintains a drug-free workplace policy.

   
   

7. When during the hiring process will Boston Medical Center ask about criminal history?

   Healthcare positions are exempt from Massachusetts Ban the Box protections. BMC may inquire about criminal history after initial screening. The formal background check occurs after a conditional offer is extended. You should not volunteer information before asked but must be honest when questioned.

   
   

8. Can someone advance to management at Boston Medical Center if they have a felony?

   Yes, advancement is possible, particularly in non-clinical departments. BMC emphasizes internal promotion and offers tuition assistance. EVS, Dietary, and Facilities supervisory positions may be attainable with demonstrated performance. Advancement to positions with greater patient contact will face additional scrutiny. Each promotion may trigger a new background review.

   
   

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

   The complete hiring process averages 2-4 weeks from application to start date. Phone screening typically occurs within 1-2 weeks. Background checks (CORI and OIG) take 5-10 business days. Clinical positions requiring credential verification may take longer.

   
   

10. What can applicants do to improve their chances of getting hired at Boston Medical Center?

    Key strategies:

    (1) Verify you're not on the OIG Exclusion List;

    (2) Target EVS, Dietary, and Facilities positions;

    (3) Check your own CORI in advance;

    (4) Research record sealing eligibility;

    (5) Prepare a concise rehabilitation narrative;

    (6) Gather rehabilitation documentation;

    (7) Be completely honest when asked;

    (8) Apply to all three BMC campuses;

    (9) Express scheduling flexibility;

    (10) Follow up professionally.

Alternative Second Chance Employers

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

Conclusion

Boston Medical Center offers conditional opportunities for individuals with criminal records, particularly in support services like Environmental Services, Dietary, and Facilities. As the largest safety-net hospital in New England with over 15,000 employees, the organization provides pathways to stable employment with comprehensive benefits and genuine opportunities for internal advancement.

Healthcare remains one of the most heavily regulated industries for criminal background screening. The dual requirements of Massachusetts CORI law and federal OIG exclusion create significant barriers. Entry-level work is physically demanding, but compensation is competitive for the Boston market, and the benefits package provides a foundation for financial stability.

Key Success Factors: Verify OIG status before applying; target lower-barrier support positions; check and correct your own CORI in advance; explore record sealing eligibility; prepare honest rehabilitation narrative; demonstrate reliability and flexibility; be patient with the process.

Biggest Barriers: OIG exclusion is a permanent bar for any healthcare employment; convictions for patient abuse, healthcare fraud, or controlled substance offenses face automatic or near-automatic disqualification; violent offenses and sex crimes have no lookback limit under Massachusetts law; clinical positions require professional licensing with separate background check requirements.

For those not on the OIG exclusion list and whose offenses don't trigger mandatory disqualification, BMC's individualized assessment approach creates genuine second chance opportunities. Starting in EVS or dietary, proving yourself reliable, and taking advantage of tuition assistance can lead to meaningful career advancement.

Disclaimer

This guide provides general information and should not be considered legal advice. Hiring policies vary by position and circumstances. While we strive for accuracy using publicly available sources including company websites, job postings, and employee reviews, employment information may change without notice. Always verify current practices directly with Boston Medical Center.

Inclusion in this guide does not guarantee employment. Background check laws, expungement procedures, OIG exclusion requirements, and fair chance hiring regulations vary by situation 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://jobs.bmc.org