Quick Answer

Yes, Brown University hires individuals with felony convictions. As a private employer in Rhode Island, Brown is subject to the state's Ban the Box law (R.I.G.L. § 28-5-7), which prohibits asking about criminal history on applications or before the first interview. A conviction is not an automatic disqualifier. Brown conducts individualized assessment considering only crimes directly related to job duties. Rhode Island law further restricts consideration of convictions more than seven years old for most positions. Brown's exceptional partnership with Building Futures provides a unique Second Chance pathway 50% of Building Futures graduates are justice-involved with less than 3% recidivism. Brown University is a top-ten employer in Providence with nearly 5,500 employees and offers exceptional benefits including retirement contributions up to 10%, tuition reimbursement, and generous time off.

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

13. Conclusion

14. Disclaimer

Felon-Friendly Scorecard

Eligibility Checklist

Before applying to Brown University, understand these requirements and protections:

• Rhode Island Ban the Box Protection: Under R.I.G.L. § 28-5-7, Brown cannot ask about criminal history on job applications or before the first interview. This protection applies to employers with four or more employees. Your criminal record will not be considered during initial screening.

  
  

• Seven-Year Lookback Limitation: Rhode Island law generally restricts consideration of convictions more than seven years old for most positions. The focus is on recency and direct relationship to specific job duties sought.

  
  

• Minor Contact Role Requirements: Positions involving unsupervised access to minors (students under 18) are subject to Brown's Minors Protection Policy with additional background screening through the Background Check Subcommittee. Certain serious offenses may create mandatory disqualification.

  
  

• Expunged Records Protected: Under R.I. Gen. Laws § 12-1.3-4, if your record is legally expunged or sealed, you do not have to disclose it and Brown cannot consider it. Consumer reporting agencies are prohibited from disclosing expunged information.

  
  

• Individualized Assessment Required: For convictions within the lookback period, Brown must use individualized assessment per EEOC guidance considering nature of offense, time elapsed, and relationship to job duties (Green Factors).

  
  

• Drug Screening Possibility: Not routine for most positions. May be required for positions with controlled substance access, CDL positions (DOT-mandated), or positions subject to federal grant regulations.

Critical Regulatory Information

Brown University operates under Rhode Island state employment laws, federal EEOC guidance, and specific background check requirements for positions involving minors. Understanding these regulations is essential for Second Chance applicants seeking employment at Rhode Island's preeminent private university.

Rhode Island Ban the Box Law (R.I.G.L. § 28-5-7)

Rhode Island's Fair Employment Practices Act, effective January 1, 2014, prohibits employers from asking about arrests, charges, or convictions on job applications or before the first interview. This law applies to employers with four or more employees including private universities like Brown. Key protections include: Cannot ask about criminal history on applications; Cannot inquire before or during first interview; Arrests that did not result in conviction cannot be asked at any time (except law enforcement); Employers may only inquire about convictions at or after the first interview; Violations can be reported to Rhode Island Commission for Human Rights.

Minors Protection Policy Background Checks

Under Brown's Minors Protection Policy, any Activity Adult (faculty, staff, student, volunteer) engaging in activities with minors must undergo additional background screening. The Background Check Subcommittee, including representatives from the Minors Protection Office and relevant offices (UHR, DOF, OSCCS), determines suitability for engaging with minors. Activity Adults must have satisfactory results before engaging with minors. These checks are in addition to standard pre-employment screenings and may include additional scrutiny for offenses involving children, violence, or other safety concerns.

Expunged and Sealed Records Protection

Under R.I. Gen. Laws § 12-1.3-4, records that have been sealed or expunged by court order will not appear on background check reports. Consumer reporting agencies and custodians of records are prohibited from disclosing expunged information. Individuals with expunged records can legally state they have not been convicted when asked by employers. This provides important protection for Rhode Island residents who have successfully completed the expungement process. If eligible, complete expungement before applying for maximum protection.

Individualized Assessment for Non-Disqualifying Offenses

For convictions within the seven-year lookback period and not involving mandatory bars, EEOC guidance requires individualized assessment using the Green Factors: (1) Nature and gravity of the offense or conduct; (2) Time that has passed since the offense or conduct and/or completion of sentence; (3) Nature of the job held or sought and its relationship to the offense. Brown's Pre-Employment Screenings Policy states that criminal background screening results will be reviewed in accordance with applicable laws and regulations, with information used solely for evaluating candidate suitability.

Company Overview

Brown University is a private Ivy League research university founded in 1764 as the College in the English Colony of Rhode Island and Providence Plantations. It is the seventh-oldest institution of higher education in the United States and one of nine Colonial Colleges chartered before the American Revolution. At its foundation, Brown was the first college in America to codify that admission and instruction was to be equal regardless of religious affiliation, establishing its tradition of openness and inclusion that continues today.

The University's main campus occupies a historic location in the College Hill neighborhood of Providence, Rhode Island, surrounded by a federally listed architectural district featuring Colonial-era buildings. Brown comprises the College, the Graduate School, the Warren Alpert Medical School (the only medical school in Rhode Island), the School of Engineering (the oldest engineering program in the Ivy League), the School of Public Health, and the School of Professional Studies. Students come from all 50 states and more than 115 countries.

Brown University is a top-ten employer in Providence with nearly 5,500 employees and serves as an anchor institution vital to the economic well-being of Providence and Rhode Island. The University injects hundreds of millions of dollars into the local economy annually through research spending, visitors, investments, and entrepreneurial startups. Brown is classified among 'R1: Doctoral Universities - Very High Research Activity' and has been a member of the Association of American Universities since 1933.

Company Fast Facts

• Founded: 1764 (as Rhode Island College); Location: Providence, Rhode Island (College Hill); Type: Private Ivy League research university;

• Employees: ~5,500 (one of Providence's top-ten employers);

• Students: 6,200 undergraduates, 2,000 graduate, 490 medical, 5,000+ summer/online;

• Faculty: 700+; Average Salary: $76,488 (PayScale 2025);

• Entry-level: $20-$26/hr; FY25 Grade 1

• Minimum: $20.00/hr ($39,000 annual);

• Benefits Rating: 3.9/5 stars; Work Hours: 37.5 hours/week standard.

Hiring Policy Analysis

Brown University is an equal opportunity employer. The Pre-Employment Screenings Policy states: 'To promote the safety and security of the Brown community, employment reference checks, and various types of pre-employment screenings are conducted prior to an employment offer to a selected candidate.' Criminal background screening is conducted for all external candidates offered staff positions, initiated after a conditional offer of employment is accepted.

Rhode Island Ban the Box law governs initial hiring stages—criminal history cannot be asked on application or before first interview. The policy confirms: 'Criminal background screening results that disclose prior criminal convictions will be reviewed in accordance with applicable laws and regulations. Such information will be used solely for the purpose of evaluating a candidate's suitability for employment.' This indicates individualized assessment rather than blanket exclusion. Misrepresentation of facts may result in removal from consideration or termination.

Position-Specific Barriers

Available Positions and Pay

Salary data from Brown FY25 official salary ranges, Indeed, Glassdoor, PayScale, Zippia 2024-2025. Brown average salary approximately $76,488 (PayScale). Standard positions are 37.5 hours/week.

Career Path Examples

Facilities/Operations Track: Custodian/Groundskeeper ($20-$24/hr, building maintenance, grounds, cleaning) → Lead Custodian/Senior Groundskeeper → Facilities Supervisor → Operations Manager → Director of Facilities. Build experience through consistent performance. Full benefits from start.

Dining Services Track: Food Service Worker ($20-$22/hr, food preparation, service) → Cook/Senior Food Service → Catering Coordinator → Dining Supervisor → Dining Services Manager. High turnover creates regular advancement opportunities.

Administrative Track: Clerk ($22-$26/hr, data entry, filing) → Administrative Assistant ($24-$29/hr) → Administrative Coordinator ($26-$32/hr) → Assistant Director ($34-$41/hr) → Director. Use Employee Education Program (up to $5,250/year) for degree advancement.

Construction Trades Track (via Building Futures): Pre-Apprenticeship Program (5 weeks, free, no tuition) → Construction Apprentice on Brown projects → Journey Worker certification → Union membership (access to 16 trade unions) with competitive pay, health benefits, pension. 50% of graduates justice-involved with under 3% recidivism.

Background Check Process

Rhode Island Ban the Box protects initial stages: Application submitted online through Brown Workday careers portal (brown.wd5.myworkdayjobs.com). No criminal history questions permitted on application. First interview conducted without criminal history inquiry. Rhode Island law strictly prohibits such questions until after first interview.

Post-Interview Process: Conditional offer extended. Consent obtained for background check per FCRA. Criminal background screening initiated after acceptance. Standard screening includes: County Criminal Felony and Misdemeanor Records, Federal Criminal Records, Sex Offender Registry, Widescreen Plus National Criminal Search, SSN Trace. Additional screenings (education verification, motor vehicle records, credit history) for specific positions.

Review and Decision: University Human Resources reviews results using individualized assessment per EEOC guidance. Convictions evaluated considering nature of offense, time elapsed, and relationship to job duties (Green Factors). FCRA requires pre-adverse action notice with copy of report and reasonable opportunity to dispute before final decision. Employment begins after satisfactory completion of all screenings.

Disqualifying Factors

Potentially Disqualifying (Minor Contact Roles): Offenses involving children, sexual offenses, and other crimes as determined by Background Check Subcommittee under Minors Protection Policy. Specific disqualifying offenses not publicly listed but generally align with child protection standards.

Strict Requirements (Campus Police): Department of Public Safety positions typically require no felony convictions as baseline requirement. These positions may not be subject to standard individualized assessment.

Not Considered/Not Reported: Expunged/sealed records (R.I. Gen. Laws § 12-1.3-4) not reported; Arrests not resulting in conviction generally not considered; Convictions older than 7 years restricted for most positions under Rhode Island statutory limit.

Subject to Individualized Assessment: For positions without minor contact, and for non-disqualifying offenses within 7-year lookback, EEOC Green Factors apply. Nature of offense, time elapsed, and relationship to job duties all considered. Rehabilitation evidence may be presented.

Your Rights as Applicant

Rhode Island Ban the Box (R.I.G.L. § 28-5-7): Cannot be asked about criminal history on application or before first interview; Violations reportable to RI Commission for Human Rights.

Expungement Protection (R.I. Gen. Laws § 12-1.3-4): Expunged/sealed records not reported; Can legally state 'no conviction'; Employers cannot access expunged information.

FCRA Rights: Written consent required before background check; Pre-adverse action notice with report copy; Opportunity to dispute inaccuracies; Reasonable time to respond before final decision.

Seven-Year Protection: Rhode Island law restricts consideration of convictions older than 7 years for most positions; Focus must be on recency and job-relatedness.

Application Strategy

1. Apply Online at brown.wd5.myworkdayjobs.com: All applications submitted through Brown's Workday careers portal. Resume required. Cover letter recommended. All positions posted minimum 5 business days. Check regularly for new openings.

   
   

2. Focus on Qualifications First: Rhode Island Ban the Box means criminal history cannot be asked until after first interview. Concentrate entirely on skills, experience, and qualifications during initial stages. Your record is protected.

   
   

3. Target Non-Minor Contact Positions: If your record includes offenses that may be disqualifying for minor contact roles, focus on Dining Services, Facilities, Grounds, Administrative Support in non-student-facing departments.

   
   

4. Prepare for Post-Interview Disclosure: If asked about convictions at or after first interview, be honest and prepared. Present rehabilitation evidence: stable employment, education, programs completed, time elapsed, community involvement.

   
   

5. Check Expungement Eligibility: Rhode Island allows expungement of certain records. Expunged records not reportable. If eligible, complete expungement before applying for maximum protection.

   
   

6. Consider Building Futures Pathway: For construction careers, Building Futures pre-apprenticeship is exceptional Second Chance pathway. 50% of graduates justice-involved with under 3% recidivism. Five weeks free training leads to union construction careers on Brown projects. Contact bfri.org.

   
   

7. Leverage Interview Opportunity: Interview rated 'medium' difficulty. Process takes more than one month. Use time to prepare thoroughly. Brown looks for candidates driven by idea their work will have impact.

   
   

8. Understand Benefits Value: Brown offers exceptional benefits: retirement up to 10%, tuition reimbursement up to $5,250/year, TAP for dependents up to $16,060/year, generous PTO, Winter Break, summer hours 8am-4pm. Total compensation significantly exceeds base salary.

Tips for Applicants with Records

1. Rhode Island Provides Strong Protection: Ban the Box law is among strongest in nation. Initial screening based entirely on qualifications. Seven-year lookback limits what can be considered. Expungement provides additional protection.

   
   

2. Private Employment Offers Flexibility: Unlike state agencies with rigid requirements, Brown has more discretion in individualized assessment. The University's commitment to diversity and inclusion may work in favor of Second Chance applicants who demonstrate rehabilitation.

   
   

3. Building Futures Is Exceptional Pathway: Brown's longstanding partnership with Building Futures provides unique opportunity. 50% of graduates are justice-involved. Under 3% recidivism rate. Over 355 apprentices logged 465,000+ hours on 34 Brown projects since 2007. Union membership provides middle-class careers.

   
   

4. High-Volume Departments Have Regular Openings: Dining Services and Facilities have higher turnover and more frequent openings than specialized positions. Multiple entry points increase chances of success.

   
   

5. Benefits Exceed Many Employers: Retirement contributions up to 10%; Tuition reimbursement at any accredited institution; TAP for dependent tuition up to $16,060/year; Winter Break not counted against vacation; Summer hours 8am-4pm with full pay. Total compensation is substantial.

Benefits Overview

Compensation: FY25 Grade 1 minimum $20.00/hr ($39,000 annual); Average $76,488 (PayScale 2025); Entry-level $20-$26/hr; Professional $34-$41/hr+; 37.5-hour standard workweek.

Retirement: Employer contributions up to 8% under age 55; Up to 10% over age 55 with 10+ years service; 403(b) through TIAA and Fidelity; IRS 2025 limit $23,500 under 50, $31,000 over 50.

Tuition Benefits: Employee Education Program (EEP) up to $5,250/year at Brown or other accredited institutions; Tuition Aid Program (TAP) up to $16,060/year (2025-2026) for dependent children undergraduate tuition.

Health Insurance: Multiple medical, dental, vision plans; National networks in all states; No pre-existing condition exclusions.

Time Off: Generous vacation, sick, personal time accrual; Winter Break (non-holiday days December-January not counted against vacation); Summer hours 8am-4pm (35 hours) with full pay.

Work-Life: 24/7 backup childcare and eldercare through Bright Horizons; Childcare center affiliations; Wellness programs with incentives; Flexible/hybrid work options; Student debt assistance through Savi.

Employee Perspectives

Pros: Excellent retirement contributions; Generous time off; Supportive environment; Flexibility for working parents; Strong tuition benefits; Great healthcare.

Cons: Salaries lower than private sector; Advancement can be slow; Limited raises even for exceptional performance (negotiate at hire); Interview process takes more than one month.

Frequently Asked Questions

1. Does Brown University hire people with felonies?

   Yes, Brown University hires individuals with felony convictions. As a private employer in Rhode Island, Brown is subject to the state's Ban the Box law which prohibits asking about criminal history on applications or before the first interview. Convictions are evaluated through individualized assessment considering nature of offense, time elapsed, and relationship to job duties. The Building Futures construction partnership specifically serves justice-involved individuals—50% of graduates have criminal records with under 3% recidivism.

   
   

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

   Rhode Island Ban the Box protects initial stages—no criminal history on application or before first interview. After first interview, conditional offer may be extended. Background check initiated after acceptance of conditional offer. Standard screening includes County Criminal, Federal Criminal, Sex Offender Registry, National Criminal Search, and SSN Trace. UHR reviews results using individualized assessment per EEOC guidelines. FCRA requires pre-adverse action notice with report copy and opportunity to dispute before final decision.

   
   

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

   Rhode Island law restricts consideration of convictions more than seven years old for most positions. Focus is on recency and direct relevance to job duties. Expunged/sealed records not reported under R.I. Gen. Laws § 12-1.3-4. Arrests not resulting in conviction generally not considered. Positions involving minors may have different requirements under Minors Protection Policy.

   
   

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

   Potentially disqualifying for minor contact positions: Offenses involving children, sexual offenses, and other crimes as determined by Background Check Subcommittee. Campus Police: Typically requires no felony convictions. High scrutiny: Financial crimes (fraud, embezzlement, theft) due to grant/endowment handling; Violent offenses; Sexual offenses; Crimes of dishonesty. Subject to individualized assessment: Most other offenses evaluated considering Green Factors.

   
   

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

   Building Futures Construction (exceptional—50% justice-involved, <3% recidivism, free training, union careers); Dining Services/Food Service Worker ($20-$22/hr, high turnover, regular openings); Custodian/Facilities ($20-$23/hr, multiple positions available); Groundskeeper ($21-$24/hr, outdoor work); Administrative Clerk ($22-$26/hr, in non-student-facing departments). Target positions without minor contact for maximum accessibility.

   
   

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

   Pre-employment drug testing is not routine for most positions. May be required for positions with controlled substance access in laboratory or medical settings, or as required by federal grant regulations. CDL positions (Fleet Management) require full DOT-mandated testing including pre-employment, random, reasonable suspicion, and post-accident. Testing options include urine, saliva, blood, and hair per Pre-Employment Screenings Policy.

   
   

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

   Under Rhode Island's Ban the Box law (R.I.G.L. § 28-5-7), Brown cannot ask about criminal history on job applications or before/during the first interview. Inquiry may only occur at or after the first interview. Background check is initiated after conditional offer is accepted. This provides opportunity to demonstrate qualifications before criminal history is considered.

   
   

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

   Yes, advancement is possible, particularly in non-minor contact areas. Career paths: Custodian → Lead → Supervisor → Manager → Director; Food Service → Cook → Supervisor → Manager; Clerk → Assistant → Coordinator → Assistant Director → Director. Employee Education Program supports degree advancement with up to $5,250/year tuition reimbursement. Building Futures leads to union journey worker status with career progression. Consistent performance and demonstrated reliability create opportunities.

   
   

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

   Interview process takes more than one month according to Indeed reviewers. Interview difficulty rated 'medium.' All positions posted minimum 5 business days. Background check expected to complete 'as early as possible' after conditional offer acceptance per policy. Complex backgrounds requiring additional verification may take longer. Overall process from application to start date typically 4-6+ weeks.

   
   

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

    Apply online at brown.wd5.myworkdayjobs.com with strong resume; Focus entirely on qualifications during initial stages (criminal history protected until after first interview); Target high-volume departments (Dining, Facilities) with regular openings; Consider Building Futures pathway for construction careers (50% justice-involved, <3% recidivism); Check expungement eligibility before applying; Prepare rehabilitation documentation for post-interview disclosure; Be honest if asked about convictions; Emphasize time elapsed and positive changes; Highlight how Brown's mission aligns with your goals.

Alternative Second

Conclusion

Brown University offers Second Chance employment opportunity as Rhode Island's preeminent private employer with strong state Ban the Box protections. The University's partnership with Building Futures provides an exceptional pathway—50% of graduates are justice-involved with under 3% recidivism, leading to union construction careers with competitive pay and benefits.

Critical protections for Second Chance applicants: Rhode Island Ban the Box (R.I.G.L. § 28-5-7) prohibits criminal history questions on applications and before first interview; Seven-year lookback limits consideration of older convictions; Expungement protection (R.I. Gen. Laws § 12-1.3-4) shields sealed records; FCRA provides pre-adverse action notice and dispute rights; Individualized assessment required per EEOC guidance.

Best path for Second Chance applicants: Building Futures pre-apprenticeship for construction careers (bfri.org); Dining Services and Facilities for traditional employment with full benefits; Administrative support in non-student-facing departments; Focus on qualifications during initial protected stages; Prepare rehabilitation evidence for post-interview disclosure.

Key success factors: Leverage Rhode Island Ban the Box protection; Understand distinction between minor contact and non-minor contact positions; Consider Building Futures exceptional pathway; Target high-volume departments with regular openings; Check expungement eligibility; Prepare honest disclosure with rehabilitation evidence; Emphasize alignment with Brown's mission of education, research, and service.

Understanding the opportunity: Brown employment provides exceptional benefits that significantly enhance total compensation: retirement up to 10%, tuition reimbursement at any institution up to $5,250/year, TAP for dependent tuition up to $16,060/year, generous PTO with Winter Break and summer hours. These benefits, combined with Rhode Island's strong Second Chance protections and the Building Futures partnership, make Brown University a compelling opportunity for qualified applicants with criminal records.

Apply Now at brown.wd5.myworkdayjobs.com | Contact: employment@brown.edu or (401) 863-1000

Disclaimer

This guide provides general information and should not be considered legal advice. Rhode Island employment law provides strong protections, but individual circumstances vary. Hiring policies may change. Information reflects 2024-2025 research from Brown University official policies, Rhode Island statutes, and publicly available employment data. For legal questions regarding criminal records and employment, consult a qualified attorney.