Quick Answer

Conditional, Bryan Health hires individuals with felony convictions for certain positions, primarily in non-clinical roles. As a nonprofit healthcare organization with approximately 5,000-6,000+ employees across six hospitals, 45 physician clinics, and four urgent care facilities throughout Nebraska, Bryan Health operates under strict healthcare regulations including federal OIG exclusion screening and EEOC individualized assessment standards.

A conviction is not an automatic disqualifier for all roles; however, employment is strictly conditional upon passing a comprehensive background check, drug screening, and meeting mandatory federal exclusion criteria. Clinical and patient-facing positions face the highest barriers due to OIG exclusion requirements and clinical agency placement restrictions.

The greatest barriers are created by felonies related to healthcare fraud or patient abuse (mandatory OIG exclusion), violence (patient safety concerns), and drug offenses (controlled substance access). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Best entry points include Environmental Services (EVS), Food Services/Nutrition, Administrative Support, and Facilities Maintenance positions. These roles have minimal or no direct patient contact and reduced regulatory barriers compared to clinical positions.

Table of Content

1. Quick Answer

2. Felon-Friendly Scorecard

3. Eligibility Checklist

4. Critical Regulatory Information

5. Company Overview

6. Hiring Policy Analysis

7. Background Check Process

8. Application Strategy

9. Tips for Applicants with Records

10. Benefits Overview

11. Frequently Asked Questions

12. Alternative Second Chance Employers

13. Conclusion

14. Disclaimer

Felon-Friendly Scorecard

Eligibility Checklist

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

• No OIG Exclusion: Must not appear on the OIG List of Excluded Individuals/Entities (LEIE) or SAM exclusion database. Healthcare fraud, patient abuse, or felony drug convictions result in mandatory federal exclusion.

  
  

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

  
  

• Physical Requirements: Many support roles require standing for extended periods, lifting (25-50 lbs depending on position), and working in healthcare environments.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test. Bryan Health maintains a drug-free workplace. Testing is conducted upon start of employment.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked. 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.

  
  

• Professional Licensure (if applicable): Clinical positions require valid Nebraska state licensure. Licensed professionals (RN, LPN, etc.) face additional background check requirements including fingerprinting.

Critical Regulatory Information

Understanding the legal landscape for criminal records in healthcare employment is essential for Second Chance applicants. Bryan Health operates entirely within Nebraska and must comply with both federal healthcare regulations and state employment laws. As a healthcare provider serving vulnerable populations, regulatory compliance is non-negotiable.

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.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, Bryan Health 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. This gives applicants the opportunity to respond with mitigating evidence.

State-Specific Considerations

Nebraska has limited Fair Chance protections for private employers. The state's Ban-the-Box law (LB367) applies only to public employers, not private healthcare organizations like Bryan Health. However, the Nebraska Fair Employment Practice Act (NFEPA) prohibits discrimination and requires consideration of the nature of offense, time elapsed, and job relevance. Nebraska law limits consumer reporting agencies from reporting criminal records older than 7 years for positions with annual salary under $20,000. Lincoln, Nebraska has local fair hiring guidelines that may provide additional considerations.

Healthcare-Specific Considerations

The healthcare industry has unique regulatory requirements that significantly impact hiring of individuals with criminal records. OIG Exclusion Screening: Federal law requires healthcare providers to screen all employees against the OIG List of Excluded Individuals/Entities (LEIE) before hire and monthly thereafter. Mandatory OIG exclusions result from: Medicare/Medicaid fraud; patient abuse or neglect; felony healthcare-related fraud, theft, or financial misconduct; and felony controlled substance offenses. Hiring an excluded individual exposes Bryan Health to civil monetary penalties. Nebraska Healthcare Licensure: Licensed clinical positions (RN, LPN, PT, etc.) require fingerprint-based FBI criminal background checks as part of licensure. The Nebraska Department of Health and Human Services can deny or revoke licensure based on criminal history.

Company Overview

Bryan Health is a nonprofit, locally owned healthcare organization headquartered in Lincoln, Nebraska. Formed in 1997 from the merger of Bryan Memorial Hospital and Lincoln General Hospital, the system has grown into one of Nebraska's largest employers with approximately 5,000-6,000+ employees. Bryan Health operates six hospitals (Bryan East Campus, Bryan West Campus, Grand Island Regional Medical Center, Kearney Regional Medical Center, Merrick Medical Center, and Crete Area Medical Center), 45 physician clinics, four urgent care facilities, and a specialty clinic.

Bryan Medical Center is a 664-bed acute care facility serving patients throughout Nebraska and surrounding states. The system includes Level II and Level III trauma centers, a Level III NICU, comprehensive cardiac care (Bryan Heart), oncology services (April Sampson Cancer Center), and behavioral health services. Bryan Health is affiliated with Bryan College of Health Sciences, training future healthcare professionals.

Company Fast Facts

• Founded: 1997 (merger); predecessor hospitals since 1925/1926

• Headquarters: Lincoln, Nebraska (1600 S. 48th St.)

• Employees: Approximately 5,000-6,000+ across Nebraska

• Hospital Beds: 664 beds (Bryan Medical Center)

• Facilities: 6 hospitals, 45 clinics, 4 urgent care centers

• Organization Type: Nonprofit, locally governed

• CEO: Russ Gronewold (since 2019)

• Service Area: Nebraska and parts of Kansas, Iowa, South Dakota

Hiring Policy Analysis

Bryan Health conducts individualized assessments as required by EEOC guidelines while meeting strict healthcare regulatory requirements. The hiring process typically involves online application, phone screening, interview with HR and department manager, conditional offer, background check, drug test, and onboarding. Background checks and drug testing are conducted in-house at the hospital. Employee reports indicate the interview process is generally "easy" and "relaxed," with hiring taking 1-4 weeks on average. Clinical programs require students and employees to complete semi-annual disclosure statements and report any citations or convictions within three days. Non-clinical support positions face fewer regulatory barriers than patient-facing roles.

Position-Specific Barriers

Barrier levels are determined by patient contact, controlled substance access, OIG screening requirements, and clinical agency placement restrictions.

Available Positions and Pay

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

Career Path Examples

Bryan Health provides educational reimbursement and development opportunities. Employee reports indicate leadership determines advancement opportunities. Many employees report long tenure and career growth.

Support Services Track: Environmental Services Aide ($13-16/hr) → EVS Lead ($15-18/hr) → EVS Supervisor ($40K-50K/yr) → Facilities Manager ($55K-70K/yr). Advancement through demonstrated reliability and leadership.

Administrative Track: Receptionist ($15-18/hr) → Medical Records Specialist ($17-21/hr) → Administrative Coordinator ($20-25/hr) → Department Admin ($45K-55K/yr). Technology skills accelerate advancement.

Clinical Support Track: Food Services ($13-17/hr) → Patient Care Tech ($15-19/hr) → Certified Nursing Assistant → LPN ($22-28/hr) → RN ($28-41/hr). Requires additional education; tuition reimbursement available.

Background Check Process

Understanding Bryan Health's background check process helps you prepare mentally and practically for what to expect. As a healthcare organization, Bryan conducts comprehensive screening that exceeds typical employer requirements. Background checks and drug testing are conducted in-house at the hospital as part of onboarding.

• What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; OIG/SAM exclusion list screening (mandatory); identity verification through SSN trace; employment history verification; education verification for credentialed positions; professional license verification; drug screening (mandatory).

  
  

• Lookback Period: Standard 7-year criminal lookback consistent with FCRA guidelines. OIG exclusions have no time limit and result in permanent bars to healthcare employment. Licensed positions may have extended lookback requirements per state licensure board.

  
  

• Timeline: The hiring process averages 1-4 weeks from application to hire based on employee reports. Some report 2-3 week processes; complex positions may take up to 2 months. Interview described as "easy" and "relaxed."

  
  

• Process Flow: Application submitted → Phone screening → Interview with HR and manager → Conditional offer extended → In-house background check and drug test → OIG/SAM screening → Results reviewed using individualized assessment → Final hiring decision → Pre-adverse or adverse action notice if applicable → Onboarding and orientation.

Disqualifying Factors

Mandatory Disqualification (OIG Exclusion): Medicare/Medicaid fraud; patient abuse or neglect; felony healthcare-related fraud, theft, or financial misconduct; felony controlled substance manufacturing, distribution, or dispensing. These result in federal exclusion from all healthcare employment.

High Risk for Disqualification: Violent offenses including assault, battery, or weapons charges (patient safety paramount); theft or fraud convictions (financial/property access); recent drug offenses (controlled substance environment); sexual offenses (vulnerable population contact).

Lower Risk (Case-by-Case): Non-violent property crimes over 5 years old; simple drug possession with rehabilitation evidence; older offenses unrelated to healthcare or patient safety; crimes with no connection to job duties. Subject to individualized assessment.

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 must be given reasonable time to respond with mitigating evidence.

  
  

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

  
  

• Appeal Rights: Bryan Health provides opportunity to dispute background check results and present information challenging the findings.

  
  

• OIG Exclusion Appeal: If placed on OIG exclusion list, you may appeal to an HHS Administrative Law Judge. Contact OIG directly for reinstatement procedures.

Application Strategy

1. Verify OIG Exclusion Status First: Before applying, check the OIG LEIE database (oig.hhs.gov/exclusions) to confirm you are not excluded. If excluded, do not apply until exclusion is lifted—hiring you would expose Bryan Health to federal penalties.

   
   

2. Target Non-Clinical Support Roles: Focus on Environmental Services, Food Services, Laundry, Administrative Support, and Facilities positions. These roles have the lowest regulatory barriers and minimize clinical agency placement issues.

   
   

3. Apply Through Official Channels: Submit your application through careers.bryanhealth.com. Bryan Health posts positions on Indeed and other job boards. Apply to multiple locations (Lincoln, Grand Island, Kearney) to maximize opportunities.

   
   

4. Prepare for the Interview: Interview process is described as "easy" and "relaxed." Be ready to discuss your interest in healthcare, reliability, and ability to work as part of a team. Research Bryan Health's mission and values.

   
   

5. Be Completely Honest: Never lie about your criminal history. Dishonesty is an automatic disqualifier. Clinical programs require ongoing disclosure—any new citations must be reported within 3 days.

   
   

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. Emphasize your commitment to patient care and safety.

   
   

7. Document Rehabilitation: Gather evidence of positive changes: completion of treatment programs, educational certificates, stable employment history, community involvement, and character references from employers or community members.

   
   

8. Consider Education and Certification: Relevant certifications (food handler, CNA, phlebotomy) demonstrate commitment and may improve chances. Bryan offers tuition reimbursement for employees pursuing education.

Tips for Applicants with Records

1. Healthcare Has Constant Hiring Needs: Bryan Health is one of Nebraska's largest employers with 5,000-6,000+ employees. Currently over 300 open positions posted. Support services experience ongoing turnover. Don't be discouraged by individual rejections.

   
   

2. Start in Support Services, Build Trust: Many successful healthcare careers begin in non-clinical support roles. Prove reliability and commitment. Use tuition reimbursement to pursue certifications or degrees while employed.

   
   

3. Run Your Own Background Check First: Know what will appear before the employer sees it. Order your own criminal background check. Dispute any errors or outdated information in advance. Verify your OIG exclusion status.

   
   

4. Understand Healthcare Culture: Patient safety is non-negotiable in healthcare. Demonstrate your understanding of this priority. Emphasize how your experiences have given you empathy for others facing challenges.

   
   

5. Pass the Drug Test: Drug testing is mandatory upon start of employment. Healthcare environments have zero tolerance for substance issues. Address any concerns completely before applying.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and consistent work history. Healthcare employers especially value dependability and attendance. "Good attendance" mentioned frequently in reviews.

   
   

7. Comply with Ongoing Disclosure Requirements: If hired, maintain strict compliance with the 3-day disclosure rule for any future citations or convictions. Failure to disclose may result in termination.

   
   

8. Be Flexible on Schedule: Healthcare operates 24/7. Willingness to work nights, weekends, and holidays significantly increases your chances. Many positions offer shift differentials for less desirable hours.

Benefits Overview

Bryan Health offers a comprehensive benefits package for eligible employees. Benefits begin after eligibility period. The organization is frequently cited for its benefits package in employee reviews.

• Compensation: Hourly rates ranging from $13-41+/hr depending on position and credentials. Shift differentials available for evening, night, and weekend shifts. Annual retention bonuses reported by some employees.

  
  

• 401(k) and Retirement: 401(k) retirement plan with employer matching contribution. Year-end employer retirement contribution based on percentage of gross wages. Employees may contribute up to 80% of compensation (IRS limits apply).

  
  

• Health Benefits: Medical plans through Auxiant with tiered provider network. Dental plan with 80% coverage for basic/major procedures and $2,000 orthodontia allowance. Vision insurance. HSA and FSA options available. Telemedicine services.

  
  

• Time Off: Approximately 8 hours PTO per pay period for new employees. PTO used for vacation, holidays, and sick leave. Three weeks vacation for employees with 10+ years experience in field.

  
  

• Education Benefits: Tuition reimbursement up to $3,000/year (full-time) or $1,500/year (part-time). BenefitEd partnership for additional education reimbursement up to $5,250/year (full-time). Partnership discounts at Bellevue University and Franklin Pierce University.

  
  

• Additional Benefits: Basic life insurance paid 100% by employer. Professional liability insurance provided. On-site Child Development Center. Free parking. Bryan LifePointe fitness center access. Employee Assistance Program (EAP). Cafeteria discounts.

Employee Perspectives

Pros: Great benefits package; flexible scheduling; educational opportunities; supportive environment; good work-life balance; one of largest employers in Nebraska; career growth opportunities.

Cons: Pay not always competitive for market; PTO must cover holidays and sick time; some report management inconsistency; short staffing reported in some units; benefits may change.

Frequently Asked Questions

1. Does Bryan Health hire people with felonies?

   Yes, Bryan Health hires individuals with felony convictions for certain positions, primarily non-clinical support roles. However, healthcare employment is heavily regulated. Individuals with OIG exclusions (healthcare fraud, patient abuse, felony drug offenses) are permanently barred from healthcare employment. Non-clinical positions like Environmental Services, Food Services, and Administrative Support offer the best opportunities. All applicants undergo individualized assessment per EEOC guidelines. Clinical positions face additional barriers due to state licensure requirements and patient safety concerns.

   
   

2. What is the background check process at Bryan Health?

   Bryan Health conducts comprehensive background checks in-house at the hospital. The process includes criminal history verification at county, state, and federal levels; OIG/SAM exclusion list screening (mandatory for all healthcare employees); identity verification; employment history verification; education verification for credentialed positions; professional license verification for clinical roles; and drug testing upon start of employment. You must provide written consent. If issues arise, you'll receive pre-adverse action notice and opportunity to respond.

   
   

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

   The standard criminal lookback period is 7 years, consistent with FCRA guidelines. However, OIG exclusions have no time limit—if you're on the federal exclusion list, you cannot work in healthcare until removed. Nebraska law limits reporting of criminal records older than 7 years for positions with annual salary under $20,000. Licensed clinical positions (RN, LPN, etc.) may have extended lookback requirements per Nebraska licensure board rules, including fingerprint-based FBI checks.

   
   

4. What types of convictions make hiring more difficult at Bryan Health?

   Mandatory disqualifiers (OIG exclusion): Healthcare fraud, Medicare/Medicaid fraud, patient abuse/neglect, felony healthcare theft or financial misconduct, felony controlled substance manufacturing/distribution. High difficulty: Violent offenses (assault, battery, weapons); sexual offenses; theft or fraud; recent drug offenses. Moderate difficulty: Property crimes over 5 years old; non-violent offenses unrelated to healthcare. All non-excluded convictions undergo individualized assessment considering nature, recency, and job-relatedness.

   
   

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

   Environmental Services Aide ($13-16/hr) offers the best opportunity—facility cleaning with minimal patient contact. Food Services/Nutrition ($13-17/hr) involves meal prep and delivery. Laundry Services handles hospital linens processing. Administrative Support positions ($15-18/hr) include receptionist and clerical roles with limited patient contact. Facilities/Groundskeeping handles building maintenance. These support services roles have lower regulatory barriers than clinical positions and provide pathways into healthcare.

   
   

6. Does Bryan Health drug test, and what kind of test do they use?

   Yes, Bryan Health requires drug testing upon start of employment for all positions. Employee reports confirm mandatory drug screening. The test is conducted in-house at the hospital as part of onboarding. Healthcare organizations maintain strict drug-free workplace policies due to patient safety requirements and controlled substance access. Nicotine use does not disqualify applicants. Be completely clean before applying.

   
   

7. When during the hiring process will Bryan Health ask about criminal history?

   Nebraska's Ban-the-Box law (LB367) applies only to public employers, not private healthcare organizations like Bryan Health. However, Bryan follows EEOC guidelines requiring individualized assessment. Background checks are conducted after conditional offer during onboarding. Clinical program students and employees must complete semi-annual disclosure statements and report any new citations or convictions within 3 days of occurrence.

   
   

8. Can someone advance to management at Bryan Health if they have a felony?

   Advancement is possible for employees with criminal records in non-clinical support areas, though supervisory and management positions may face additional review. Employee reviews indicate "your leader determines whether you have a good experience" and advancement opportunities exist. Strategy: Build an excellent track record in entry-level support role, take advantage of educational reimbursement programs, maintain clean record since hire, and demonstrate leadership capabilities. Time since conviction and demonstrated rehabilitation are important factors.

   
   

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

   The overall hiring process averages 1-4 weeks based on employee reports. Some positions complete in 1 week; complex clinical positions may take up to 2 months. Interview process described as "easy" and "relaxed"—typically HR screening followed by interview with department manager. Background check and drug test completed during in-house onboarding. Job offers reported within days of interview. Currently over 300 open positions available.

   
   

10. What can applicants do to improve their chances of getting hired at Bryan Health?

    Key strategies:

    (1) Verify you're not on OIG exclusion list before applying;

    (2) Target non-clinical support positions (EVS, Food Services, Administrative);

    (3) Be completely honest—disclosure requirements are strict in healthcare;

    (4) Prepare a concise rehabilitation narrative emphasizing patient safety commitment; (5) Obtain relevant certifications (food handler, CNA);

    (6) Demonstrate stability and reliability;

    (7) Be flexible on scheduling—healthcare operates 24/7;

    (8) Document positive changes since conviction;

    (9) Research Bryan Health's mission and values;

    (10) Apply to multiple locations (Lincoln, Grand Island, Kearney).

Alternative Second Chance Employers

If Bryan Health doesn't work out, consider these employers known for fair chance hiring practices in healthcare support and related industries in Nebraska:

Conclusion

Bryan Health offers limited but real opportunities for individuals with criminal records, primarily in non-clinical support positions. As one of Nebraska's largest employers with 5,000-6,000+ employees across six hospitals and dozens of clinics, the organization provides pathways into healthcare for those who can clear regulatory requirements.

The work environment is described as "supportive" with "flexible scheduling" and opportunities for education and advancement. Compensation ranges from $13-41+/hr depending on position. The comprehensive benefits package includes medical, dental, vision, 401(k) with employer match, and generous tuition reimbursement ($3,000-$5,250/year). Career advancement is possible—many employees report long tenure and growth opportunities.

Key Success Factors: Verify OIG exclusion status first; target non-clinical support roles; be completely honest about your record; emphasize commitment to patient safety; obtain relevant certifications; demonstrate stability and reliability; maintain clean record and comply with ongoing disclosure requirements.

Biggest Barriers: OIG exclusion (mandatory federal bar for healthcare fraud, patient abuse, felony drug offenses); violent or sexual offenses (patient safety concerns); theft/fraud (access to patient property, medications, billing); clinical licensure requirements for RN/LPN/tech positions.

Healthcare employment carries unique challenges for those with records, but also unique rewards—the opportunity to serve others and contribute to patient care. Support services positions provide entry points with fewer regulatory barriers. With patience, honesty, and demonstrated rehabilitation, a meaningful healthcare career is possible at Bryan Health.

Disclaimer

This guide provides general information and should not be considered legal advice. Hiring policies vary by position, location, and individual circumstances. While we strive for accuracy using publicly available sources including company websites, job postings, employee reviews (Glassdoor, Indeed), and regulatory resources, employment information and company policies may change without notice. Always verify current practices directly with Bryan Health.

Inclusion in this guide does not guarantee employment. Healthcare background check laws, OIG exclusion requirements, and state licensure rules are complex 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://careers.bryanhealth.com