Quick Answer

Yes, Boston University (BU) is known to hire individuals with felony convictions for certain positions. As one of Boston's largest private employers with approximately 10,000 faculty and staff across three campuses, Boston University operates under Massachusetts' mandatory Ban the Box law and strictly adheres to EEOC guidelines requiring individualized assessment of criminal records. Employment decisions are conditional upon passing a background check conducted after a conditional offer is extended.

The law prohibits companies from having a blanket policy excluding all felons. Instead, BU 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 sexual offenses or crimes against children (mandatory disqualification for youth-contact positions), violence or assault (heightened scrutiny due to campus safety concerns), and financial crimes or fraud (barrier for positions with fiscal responsibilities). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Best entry points include facilities, custodial, food service, and grounds maintenance positions. These high-volume roles are essential for campus operations with lower security requirements than positions involving student contact or financial responsibilities.

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 Blanket Exclusion: Must be aware that Boston University is not allowed to automatically exclude you solely for being a felon. EEOC guidelines require individualized assessment.

  
  

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

  
  

• Physical Requirements: Many facilities and operations roles require the ability to stand for extended periods, lift up to 50 pounds, and work in various weather conditions for grounds positions.

  
  

• Drug Screen: May be required to pass a pre-employment drug test for certain positions. Boston University maintains a drug-free workplace policy in compliance with federal requirements.

  
  

• 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.

  
  

• CORI Compliance: Certain positions require successful completion of Massachusetts Criminal Offender Record Information (CORI) screening. Positions involving minors have mandatory disqualification criteria.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. Boston University operates primarily in Massachusetts, which has some of the strongest fair chance hiring protections in the nation. As a private university, BU must comply with both state law and federal EEOC guidelines in all hiring decisions.

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, Boston University 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 requires that candidates be given a copy of their criminal record before being questioned about it.

State-Specific Considerations

Massachusetts has strong Fair Chance protections. The state's mandatory Ban the Box law (M.G.L. c. 151B, § 4(9)) prohibits employers from asking about criminal history on initial job applications. Criminal history inquiries may only occur after an initial interview or conditional offer. Massachusetts limits the lookback period for consumer reporting agencies to 7 years for convictions. Misdemeanor convictions older than 3 years generally cannot be considered. The state also allows for sealing and expungement of many criminal records, which can remove barriers to employment. Sealed records do not appear on standard CORI checks.

Higher Education-Specific Considerations

The higher education industry involves unique considerations due to campus safety requirements. As an educational institution, Boston University must protect students and minors. Roles involving minors (summer camps, youth outreach) are subject to mandatory Criminal Offender Record Information (CORI) checks under state law. Sex offenses and crimes against children typically result in permanent bars from youth-contact positions.

Company Overview

Boston University is one of the world's leading private research institutions and one of Boston's largest private employers. Founded in 1839 and chartered in 1869, BU was among the first universities open to all races and genders. Headquartered in Boston's Back Bay with three campuses, the university serves over 37,500 students from more than 140 countries through 17 schools and colleges.

Boston University employs approximately 10,000 faculty and staff, making it a significant contributor to the Boston economy. The university received $579.5 million in research funding in 2024 and maintains an endowment of approximately $3.14 billion. BU is classified as an "R1: Doctoral Universities – Very High Research Activity" institution.

Company Fast Facts

• Founded: 1839 (Boston, Massachusetts)

• Headquarters: Boston, Massachusetts

• Employees: Approximately 10,000 faculty and staff

• Students: Over 37,500 from 140+ countries

• Campuses: Three campuses in Boston area

• President: Melissa Gilliam (since July 2024)

• Endowment: Approximately $3.14 billion (2023)

• Research Funding: $579.5 million (2024)

• Classification: R1: Doctoral Universities – Very High Research Activity

Hiring Policy Analysis

Boston University operates under Massachusetts' mandatory Ban the Box law, which prohibits criminal history inquiries on initial job applications. The university conducts individualized assessments as required by EEOC guidelines and complies with state fair chance hiring requirements. Background checks are conducted after conditional offers are extended, giving applicants the opportunity to interview based solely on their qualifications. The university's Human Resources department reviews all background check results using a consistent framework that considers the nature of the offense, time elapsed, and relationship to job duties.

Position-Specific Barriers

Barrier levels are determined by security requirements, access to vulnerable populations, financial responsibilities, and regulatory compliance needs specific to higher education environments.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and university job postings. Actual compensation varies by experience, department, and specific role requirements.

Career Path Examples

Boston University emphasizes internal advancement and offers professional development programs. Many supervisory and management positions are filled through internal promotion.

Facilities Track: Custodian ($17-$22/hr) → Senior Custodian ($20-$25/hr) → Lead Custodian ($23-$28/hr) → Facilities Supervisor ($50K-$65K/yr). Advancement based on performance, reliability, and willingness to take on additional responsibilities.

Dining Services Track: Food Service Worker ($15-$20/hr) → Cook/Prep Cook ($18-$24/hr) → Lead Cook ($22-$28/hr) → Dining Supervisor ($45K-$60K/yr). Experience in food safety and volume preparation valued.

Administrative Track: Administrative Assistant ($21-$27/hr) → Senior Administrative Assistant ($25-$32/hr) → Administrative Coordinator ($55K-$70K/yr) → Department Administrator ($65K-$85K/yr). Strong organizational and communication skills required.

Background Check Process

Understanding Boston University's background check process helps you prepare mentally and practically for what to expect. The university conducts background checks after a conditional offer of employment is extended, which means you'll have the opportunity to interview and demonstrate your qualifications before any criminal history is reviewed.

• What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; identity verification through SSN trace and address history; employment history verification; education verification for positions requiring specific credentials; Massachusetts CORI check for positions involving vulnerable populations; drug screening for certain positions.

  
  

• Lookback Period: Standard 7-year criminal lookback for felonies in Massachusetts. Misdemeanor convictions older than 3 years generally cannot be reported. Exceptions for serious violent or sexual offenses which may be considered indefinitely.

  
  

• Timeline: The hiring process averages 2-4 weeks from application to hire based on employee reports. Background checks typically take 5-10 business days to complete after conditional offer. CORI checks may add additional processing time.

  
  

• Process Flow: Application submitted → Phone screening → Interview(s) conducted → Conditional offer extended → Background check 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

High Risk for Disqualification: Sexual offenses of any kind (mandatory bar for youth-contact positions); crimes against children or vulnerable adults; violent felonies within 7 years; weapons offenses on campus-type environments; fraud, embezzlement, or theft for finance-related positions; drug trafficking offenses for positions with any substance access.

Lower Risk (Case-by-Case): Non-violent property crimes older than 7 years; drug possession convictions; DUI/DWI (unless position involves driving); misdemeanors more than 3 years old. 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're given reasonable time to respond.

  
  

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

  
  

• Massachusetts Ban the Box: Employers cannot ask about criminal history on initial applications. Criminal history inquiry occurs after initial interview or conditional offer.

  
  

• Dispute Rights: You can dispute inaccurate information on background reports with the reporting agency. Check your own CORI records beforehand through the Massachusetts iCORI system.

Application Strategy

1. Target Entry-Level Facilities and Dining Positions: Focus on custodial, grounds maintenance, and food service positions which have the lowest barriers and highest volume hiring needs. These roles offer the best opportunity to get your foot in the door. Avoid positions involving youth programs or financial responsibilities initially if your record is recent or includes relevant offenses.

   
   

2. Apply Through Official Channels: Submit your application through the Boston University careers website at bu.edu/hr/careers. BU posts positions on Indeed, LinkedIn, Glassdoor, and HigherEdJobs. Check the careers page regularly as facilities and operations positions are posted frequently.

   
   

3. Prepare for the Interview: Research Boston University's history and values. Be ready to discuss relevant skills, reliability, and commitment to excellent service. Emphasize teamwork and attention to detail.

   
   

4. Be Completely Honest: Never lie about your criminal history. Dishonesty is an automatic disqualifier and can result in termination even after hire if discovered later. Wait until asked or until the appropriate stage (after conditional offer in Massachusetts) 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 Record Sealing Eligibility: Massachusetts allows for sealing of many criminal records. Contact the Massachusetts Trial Court or a legal aid organization to determine if your records qualify for sealing. Sealed records do not appear on standard CORI checks.

   
   

8. Follow Up Professionally: After applying, follow up with HR if you don't hear back within two 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. Universities Have Constant Hiring Needs: Higher education institutions have continuous turnover in facilities, dining, and operations roles. With over 37,500 students and three campuses, BU requires significant support staff. Don't be discouraged by rejections.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at Boston University begin in entry-level custodial or food service positions. Prove reliability by showing up on time and completing tasks thoroughly. BU promotes from within for supervisory roles.

   
   

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

   
   

4. Understand Campus Environment: University campuses emphasize education, safety, and community. Demonstrate understanding of maintaining a safe, supportive environment for students and staff.

   
   

5. Be Prepared for Drug Screening: If you have substance issues, address them completely before applying. Some positions require pre-employment drug testing. Massachusetts protects medical marijuana patients for off-duty use, but on-duty impairment is prohibited.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and consistent work history. University employers especially value dependability.

   
   

7. Network and Seek Referrals: Current Boston University employees can provide referrals with priority consideration. Network through workforce programs like MassHire to connect with employees.

   
   

8. Be Flexible on Schedule: Willingness to work early morning, evening, or weekend shifts increases your chances significantly. Many facilities and dining positions require coverage during non-traditional hours.

Benefits Overview

Boston University offers a comprehensive benefits package to eligible employees. Benefits eligibility begins based on employment status and hours worked.

1. Compensation: Competitive pay with regular performance reviews. Entry-level positions range from $15-$25/hr depending on role and experience.

   
   

2. 401(k) and Retirement: Boston University Retirement Plan with university contributions. Automatic enrollment in Supplemental Retirement and Savings Plan at 3% contribution. University matches dollar-for-dollar up to 3% after two years of eligible service. University Core Contribution based on age and salary after two years.

   
   

3. Health Benefits: Choice of health plans through Blue Cross Blue Shield PPO or BU Health Savings Plan. Coverage for employees and eligible dependents. Dental plans through BU Dental Health Center or Dental Blue Freedom. Vision coverage available. Life insurance and long-term disability coverage.

   
   

4. Time Off: Generous paid time off including vacation, sick days, and holidays. Intersession week off between Christmas and New Year's (paid, doesn't count against vacation). Up to 20 weeks medical leave for serious health conditions. Family and Medical Leave Act (FMLA) protections.

   
   

5. Tuition Benefits: Tuition remission for employees and eligible dependents at Boston University—access to world-class education. Tuition Exchange program available for dependent children after 16 months of employment.

   
   

6. Additional Benefits: Faculty/Staff Assistance Office for counseling; MBTA commuting benefits; employee discounts; access to Fitness and Recreation Center and campus events; professional development opportunities.

Employee Perspectives

Pros: Excellent tuition benefits for family members; strong work-life balance; good health insurance options; generous time off policies; supportive campus community; job security.

Cons: Salaries may be below market rate for some positions; parking can be expensive and limited; large organization can feel bureaucratic; some departments have limited advancement opportunities.

Frequently Asked Questions

1. Does Boston University hire people with felonies?

   Yes, Boston University hires individuals with felony convictions for certain positions. BU follows Massachusetts Ban the Box requirements and EEOC guidelines requiring individualized assessment. Best opportunities are in facilities, custodial, dining, and administrative support roles. Positions involving minors, campus security, or financial responsibilities have higher barriers. Sexual offenses and crimes against children result in automatic disqualification for youth-contact positions.

   
   

2. What is the background check process at Boston University?

   Boston University conducts background checks after a conditional offer is extended. The process includes criminal history verification at county, state, and federal levels; identity verification; employment history verification; and CORI checks for positions involving vulnerable populations. You must provide written consent before any check. If issues arise, you receive a pre-adverse action notice with a copy of the report and time to respond.

   
   

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

   Massachusetts law generally limits the lookback period to 7 years for felony convictions and 3 years for misdemeanor convictions. Consumer reporting agencies cannot report convictions older than these timeframes. However, serious violent offenses and sex crimes may be considered indefinitely. Murder, manslaughter, and sex offenses punishable by state prison have no time limit. Employment verification typically extends 7-10 years.

   
   

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

   Most challenging convictions: sexual offenses (mandatory disqualification for youth-contact positions); crimes against children; violent felonies within 7 years; weapons offenses; fraud/embezzlement for finance positions. Drug possession, non-violent property crimes older than 7 years, and misdemeanors older than 3 years face lower barriers. All decisions involve individualized assessment.

   
   

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

   Best entry points are: Custodian ($17-$22/hr) for building maintenance; Food Service Worker ($15-$20/hr) in dining operations; Grounds Maintenance ($18-$24/hr) for landscaping; Mail Services Clerk ($17-$21/hr) for package handling. These high-volume positions have lower barriers and provide pathways to advancement.

   
   

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

   Boston University maintains a drug-free workplace policy. Pre-employment drug testing may be required for certain positions, particularly safety-sensitive roles. Testing is typically urine-based screening. Massachusetts protects medical marijuana patients from discrimination, but on-duty impairment is prohibited.

   
   

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

   Under Massachusetts' mandatory Ban the Box law, Boston University cannot ask about criminal history on initial job applications. Criminal history inquiries occur only after an initial interview or when a conditional offer of employment is extended. This gives applicants the opportunity to be evaluated based on qualifications first. If you're asked about criminal history during the initial application, this would be a violation of state law.

   
   

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

   Yes, advancement to supervisory and management positions is possible. Boston University promotes from within, valuing consistent performance, reliability, and leadership potential. However, management positions may face additional scrutiny, particularly for roles with increased access to sensitive information or oversight of youth programs. Building a strong track record is essential.

   
   

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

   The overall hiring process typically takes 2-4 weeks from application to hire. Background checks usually take 5-10 business days after conditional offer. CORI checks may require additional time. Factors affecting timeline include position type, department hiring volume, and application completeness. Following up after 2 weeks is appropriate.

   
   

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

    Key strategies:

    (1) Target entry-level facilities, dining, or grounds positions;

    (2) Apply through the official BU careers website;

    (3) Be completely honest about your record;

    (4) Prepare a positive narrative about rehabilitation;

    (5) Document rehabilitation through certificates and references;

    (6) Check if records qualify for sealing;

    (7) Emphasize reliability and schedule flexibility;

    (8) Follow up professionally and respond promptly to requests.

Alternative Second Chance Employers

If Boston University doesn't work out, consider these employers known for fair chance hiring practices in higher education and related industries in the Boston area:

Conclusion

Boston University offers genuine opportunities for individuals with criminal records, particularly in facilities, custodial, dining services, and grounds maintenance positions. As one of Boston's largest private employers with approximately 10,000 employees across three campuses, the university provides a realistic pathway to stable employment with excellent benefits. BU operates under Massachusetts' strong fair chance hiring laws and must conduct individualized assessments rather than applying blanket exclusions.

The work environment is professional and demanding, supporting a vibrant campus community. Entry-level compensation ranges from $15-$25/hr, competitive for the Boston area. The benefits package is exceptional, including tuition remission for employees and families, comprehensive health insurance, retirement contributions, and generous time off. Career advancement is achievable through internal promotion.

Key Success Factors: Target entry-level facilities, dining, or grounds positions; be completely honest about your record; document your rehabilitation; check if your records qualify for sealing; demonstrate reliability and flexibility; leverage Massachusetts' Ban the Box protections to interview based on qualifications first.

Biggest Barriers: Sexual offenses and crimes against children (mandatory bars for youth-contact positions); recent violent felonies; fraud and financial crimes for positions with fiscal responsibilities; positions in campus police or residence life require extensive background scrutiny.

If you're serious about building a career at Boston University, start by applying for entry-level positions matching your skills, be patient with the process, and demonstrate reliability. Massachusetts' strong fair chance protections give you legal rights that many states don't provide. Use those protections, prepare your narrative, and give yourself the best chance at a fresh start.

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 the Boston University website, 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 Boston University.

Inclusion in this guide does not guarantee employment. Background check laws, record sealing procedures, and fair chance hiring requirements vary by state and should be confirmed with legal professionals. Massachusetts has specific CORI and Ban the Box requirements that may differ from other states. Consult with an employment attorney or legal aid organization for specific legal advice about your situation.

Apply Now: https://www.bu.edu/hr/careers/