Quick Answer

Yes, Care New England (CNE) hires individuals with conviction records, though employment is significantly affected by Rhode Island state laws mandating national criminal background checks for many healthcare positions. CNE operates as a non-profit health system with approximately 8,000 employees across Butler Hospital, Kent Hospital, Women & Infants Hospital, The Providence Center, and VNA of Care New England.

Critical regulatory context: Rhode Island law (R.I.G.L. § 23-17-34) requires national FBI fingerprint-based criminal records checks for any person seeking employment in nursing facilities, hospitals, or home healthcare providers who will have routine patient contact. The statute defines specific mandatory disqualifying offenses under R.I.G.L. § 23-17-37 that automatically result in disqualification letters—including murder, sexual assault, patient abuse, felony drug offenses, and others.

However, CNE also employs thousands of individuals in non-patient-contact roles where regulatory barriers are significantly lower. Positions in environmental services, food services, administrative support, materials management, and facility maintenance may not trigger mandatory healthcare screening requirements, creating pathways for qualified Second Chance applicants.

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 to Care New England, honestly assess whether you meet these baseline requirements:

• RI Ban the Box: Must be aware the employer is prohibited from inquiring about convictions before the first interview under R.I.G.L. § 28-5-7.

• No Mandatory Disqualification: For patient-contact roles, must NOT have a conviction for the specific crimes listed under R.I.G.L. § 23-17-37 (murder, sexual assault, patient abuse, felony drug offenses, etc.).

• Expungement Status: If your record is legally expunged in Rhode Island under R.I. Gen. Laws § 12-1.3-4, you can legally state you have not been convicted for most employment purposes.

• Non-Patient Role Strategy: If your conviction appears on the mandatory disqualifier list, target positions without routine patient contact to avoid triggering the national fingerprint check requirement.

• Health Assessment: CNE requires medical/health assessment and blood draw for many positions. Must be prepared for this standard healthcare industry requirement.

• Honesty Requirement: CNE's application disclaimer requires certification that all answers are full and true. Any false information or omission is cause for rejection or discharge.

Critical Regulatory Information

The key barrier for Care New England employment is the state-mandated screening for patient-contact roles and the list of absolute disqualifiers defined by Rhode Island law. Understanding these requirements is essential for developing an effective application strategy.

Mandatory National Criminal Records Check (R.I.G.L. § 23-17-34)

Rhode Island law requires that any person seeking employment in a nursing facility, hospital, home nursing-care provider, hospice provider, or home-care provider with routine patient contact must undergo a national criminal records check. This includes FBI fingerprint-based background verification submitted through the Bureau of Criminal Identification of the Rhode Island Department of Attorney General.

Key requirements: The national check must be initiated prior to, or within one week of, employment. The employee is responsible for the cost of conducting the check. Upon discovery of disqualifying information, the Bureau informs the applicant in writing of the nature of the disqualifying information and notifies the employer (without disclosing specifics) that disqualifying information exists.

Mandatory Disqualifying Offenses (R.I.G.L. § 23-17-37)

Rhode Island law mandates automatic disqualification for patient-contact healthcare positions for convictions of the following offenses:

• Murder, voluntary manslaughter, involuntary manslaughter

• First-degree, second-degree, and third-degree sexual assault

• Assault on persons sixty (60) years of age or older

• Assault with intent to commit specified felonies (murder, robbery, rape, burglary)

• Felony assault, patient abuse, neglect or mistreatment of patients

• Burglary, first-degree arson, robbery

• Felony drug offenses, felony larceny, felony banking law violations

• Felony obtaining money under false pretenses, felony embezzlement

• Abuse, neglect and/or exploitation of adults with severe impairments

• Exploitation of elders

• OIG exclusions under Section 1128(a) of the Social Security Act (42 U.S.C. § 1320a-7(a)) – healthcare fraud and program-related offenses

Definition of Conviction: Under Rhode Island law, 'conviction' includes judgments of conviction entered by a court after a finding of guilty or plea of guilty, instances where defendant entered a plea of nolo contendere and received probation, and instances where defendant entered into a deferred sentence agreement with the attorney general.

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

Rhode Island's Fair Employment Practices Act was amended on July 16, 2013 (signed by Governor Lincoln Chafee), effective January 1, 2014, to prohibit employers with four or more employees from asking applicants about arrests, charges, or convictions on job applications or at any time before the first interview.

Key provisions of the Rhode Island Ban the Box law:

• Applies to both public and private employers with 4+ employees

• Prohibits criminal history questions on initial job applications

• Criminal history inquiries permitted at or after the first interview

• Violations may be reported to the Rhode Island Commission for Human Rights

• Does not apply to law enforcement or positions where federal/state law requires criminal history screening

Seven-Year Statutory Limitation

Rhode Island law restricts employers from considering convictions older than seven (7) years for most employment decisions. This statutory lookback limitation provides significant protection for applicants with older convictions. However, exceptions exist for positions involving care of minors and positions paying over $75,000 annually.

Expunged and Sealed Records Protection (R.I. Gen. Laws § 12-1.3-4)

Under Rhode Island law, any person having their record expunged shall be released from all penalties and disabilities resulting from the crime. For employment purposes, this means expunged records cannot be disclosed by custodians and applicants may legally state they have never been convicted of such offense.

Eligibility: First-time offenders may petition for expungement after: misdemeanors – 5 years from completion of sentence; felonies (non-violent) – 10 years from completion of sentence. Violent crimes and certain sex offenses are generally not eligible.

Individualized Assessment (Mandatory)

For crimes that are NOT on the mandatory disqualification list, Rhode Island law requires that employment denial must be justified by demonstrating the crime is 'job related and consistent with business necessity.' This requires an individualized assessment considering the EEOC Green Factors:

• Nature and gravity of the offense or conduct

• Time that has passed since the offense, conduct, or completion of sentence

• Nature of the job held or sought

Company Overview

Care New England (CNE) is a non-profit health system comprising several hospitals and healthcare facilities in Rhode Island. Founded in February 1996, CNE serves the southeastern New England community and is Rhode Island's second largest hospital group. Many of its hospitals are teaching affiliates of The Warren Alpert Medical School of Brown University.

Member Institutions:

• Butler Hospital: Premier treatment, teaching, and research hospital for psychiatric, movement, and memory disorders. Offers acute inpatient and partial hospital services for psychiatric and substance abuse treatment for adults and adolescents. Located at 345 Blackstone Boulevard, Providence.

• Kent Hospital: Second-largest hospital in Rhode Island, providing full spectrum of primary and acute care services. Teaching affiliate of University of New England College of Osteopathic Medicine. Located at 455 Toll Gate Road, Warwick. More than 2,300 nurses, technical professionals, and support staff.

• Women & Infants Hospital: Region's premier hospital for women and newborn children. Nation's eighth busiest stand-alone obstetrical service. Operates one of nation's largest single-family room neonatal intensive care units. Located at 101 Dudley Street, Providence.

• The Providence Center: At forefront of innovative behavioral health care serving more than 18,000 Rhode Islanders annually. Provides mental health and substance use services since 1969. Located at 51 Health Lane, Warwick.

• VNA of Care New England: Provides home health, hospice services for adults, and care for the terminally ill throughout Rhode Island.

Hiring Policy Analysis

Care New England employs approximately 8,000 employees across clinical and non-clinical settings. As one of Rhode Island's largest employers, CNE has embraced diversity, equity, and inclusion initiatives. The organization was named to the Forbes list of Best-In-State Employers 2023 and received the 2024 Exemplary Worksite Health Award from Blue Cross & Blue Shield of Rhode Island. Average employee tenure is 8.1 years, indicating strong retention.

Position-Specific Barriers

Available Positions and Pay

Salary data from Indeed, Salary.com, Glassdoor 2024-2025. Rhode Island minimum wage effective January 1, 2025: $15.00/hr.

Career Path Examples

Environmental Services Track: Environmental Services Aide ($15-$18/hr) → EVS Technician → EVS Lead → EVS Supervisor. Entry point for Second Chance applicants; demonstrates reliability for advancement.

Food Services Track: Food Service Worker ($15-$17/hr) → Cook ($17-$22/hr) → Lead Cook → Food Service Supervisor. Culinary experience valued; Serv-Safe certification aids advancement.

Materials Management Track: Materials Handler ($16-$19/hr) → Inventory Specialist → Materials Lead → Supply Chain Coordinator. Logistics experience transferable; forklift certification valuable.

Facilities Track: Maintenance Worker ($18-$22/hr) → Facilities Technician → Facilities Specialist → Facilities Supervisor. Trade certifications (HVAC, electrical, plumbing) accelerate advancement.

Background Check Process

• Stage 1 - Application (Protected): Rhode Island Ban the Box prohibits criminal history questions on application or before first interview. Apply based on qualifications; your record cannot be asked about initially.

• Stage 2 - Post-Interview/Conditional Offer: After first interview, employer may inquire about convictions. Conditional job offer extended pending background verification.

• Stage 3 - Background Verification: Patient-contact roles: National FBI fingerprint check through RI Attorney General's Bureau of Criminal Identification. Non-patient roles: Standard state/county criminal check.

• Stage 4 - Decision: For mandatory disqualifiers (patient-contact roles): Automatic disqualification letter. For other offenses: Individualized assessment required using Green Factors. Right to provide rehabilitation evidence.

Disqualifying Factors

• Mandatory Disqualification (Patient-Contact Roles): Murder, manslaughter, sexual assault, patient abuse, elder exploitation, felony drug offenses, felony theft/fraud/embezzlement, first-degree arson, robbery, burglary, OIG exclusions. These automatically disqualify from patient-contact positions.

• Cannot Be Considered (Any Role): Arrests not resulting in conviction; Expunged or sealed records under R.I. Gen. Laws § 12-1.3-4; Convictions older than 7 years (most positions); Participation in diversion programs.

• High Scrutiny Offenses: Theft, fraud, embezzlement (for any position with financial responsibility); Violence, assault (for patient-contact or security positions); Drug offenses (clinical roles).

• Subject to Individualized Assessment: All other offenses within 7-year lookback evaluated using EEOC Green Factors. Applicant has right to present rehabilitation evidence.

Your Rights as an 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 (401-222-2661).

• Seven-Year Protection: Rhode Island law restricts consideration of convictions older than 7 years for most positions (exceptions for minors-related positions and positions paying over $75,000).

• Expungement Protection (R.I. Gen. Laws § 12-1.3-4): Expunged/sealed records not reportable; Can legally state 'no conviction' for expunged offenses.

• FCRA Rights: Written consent required before background check; Pre-adverse action notice with copy of report; Right to dispute inaccuracies; Right to receive adverse action notice explaining decision.

• Right to Challenge: If disqualifying information found, you may provide copy of national criminal records check to employer who must make judgment. Right to present rehabilitation evidence.

Application Strategy

1. Target Non-Patient-Contact Roles First: Focus on Environmental Services, Food Services, Laundry, Materials Management, Facility Maintenance. These positions may not trigger the mandatory national fingerprint check requirement.
   

2. Leverage Ban the Box Protection: Apply broadly knowing your history cannot be asked about on applications or before first interview. Use this time to demonstrate your qualifications.
   

3. Know Your Disqualifier Status: Review the mandatory disqualifier list under R.I.G.L. § 23-17-37. If your conviction appears on this list, patient-contact roles are not viable—focus exclusively on non-patient positions.
   

4. Check Expungement Eligibility: Rhode Island allows expungement of first offenses—misdemeanors after 5 years, non-violent felonies after 10 years. Expungement removes the record entirely for employment purposes.
   

5. Document Rehabilitation Thoroughly: If your conviction creates a presumption of disqualification (e.g., recent felony assault or drug offense), prepare evidence of rehabilitation: completion of programs, stable employment, community involvement, character references.
   

6. Consider The Providence Center: As a behavioral health provider, The Providence Center serves individuals with mental health and substance use challenges, including many who are justice-involved. This environment may be more understanding of Second Chance circumstances.
   

7. Be Honest When Asked: CNE's application disclaimer requires certification that all answers are full and true. Any false information or omission is cause for rejection or discharge. Honesty is critical.
   

8. Build from Entry Level: Start in a lower-barrier role, demonstrate reliability and work ethic, then pursue internal advancement. CNE average tenure of 8.1 years suggests strong internal mobility opportunities.

Tips for Applicants with Records

1. Healthcare Offers Pathways: While clinical roles have strict requirements, healthcare systems employ thousands in support roles. CNE's 8,000 employees include many non-patient-contact positions.
   

2. Regulatory Requirements Are Real: The mandatory disqualifier list exists to protect vulnerable patients. If your conviction is on this list, patient-contact roles are closed—but support roles remain open.
   

3. Rhode Island Provides Strong Initial Protection: Ban the Box ensures your application is evaluated on qualifications first. Use this opportunity to get your foot in the door.
   

4. Large Systems Hire Continuously: With 8,000 employees and multiple facilities, CNE has regular turnover and hiring needs. Positions open frequently across all departments.
   

5. Benefits of Healthcare Employment: Stable schedules, health insurance, retirement benefits, employee discounts, professional development opportunities. CNE recognized as Forbes Best-In-State Employer 2023.

Benefits Overview

• Compensation: Entry-level positions start at $15-$18/hr (Rhode Island minimum wage $15.00/hr effective 2025). Average CNE employee salary approximately $53,963/year. Shift differentials for evenings, nights, weekends.

• Health Benefits: Medical, dental, vision insurance available. CNE received 2024 Exemplary Worksite Health Award from Blue Cross & Blue Shield of Rhode Island for employee wellness programs.

• Retirement: 403(b) retirement savings plan. Employer contributions vary by position and tenure.

• Professional Development: Tuition assistance, training programs, certification support. Internal mobility opportunities—average employee tenure 8.1 years indicates career growth potential.

• Work Environment: Named Forbes Best-In-State Employer 2023. ACT Values culture (Accountability, Caring, Teamwork). Diversity, Equity, Inclusion, and Belonging (DEIB) initiatives.

• Additional Benefits: PerkSpot employee discount program; On-site pharmacy services; Paid time off; Employee assistance programs.

Frequently Asked Questions

1. Does Care New England hire people with felonies?

   Yes, but with significant restrictions for patient-contact positions. Rhode Island law mandates national criminal background checks for healthcare positions with routine patient contact and specifies automatic disqualification for certain offenses (R.I.G.L. § 23-17-37). However, CNE employs approximately 8,000 people in diverse roles, many without direct patient contact. Non-patient positions such as Environmental Services, Food Services, Materials Management, and Facility Maintenance have lower barriers and may not trigger mandatory screening requirements. Rhode Island's Ban the Box law (R.I.G.L. § 28-5-7) protects applicants from criminal history questions on applications or before first interview.
   

2. What is the background check process at Care New England?

   The background check process depends on the position type. For patient-contact roles, Rhode Island law (R.I.G.L. § 23-17-34) requires national FBI fingerprint-based criminal records check through the Bureau of Criminal Identification. This must be initiated prior to or within one week of employment, with the employee responsible for the cost. For non-patient-contact roles, standard state and county criminal background checks apply. All offers are conditional on background verification results. Rhode Island Ban the Box protects applicants from criminal history inquiries until at or after the first interview.
   

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

   The lookback period varies by position type. For patient-contact positions subject to mandatory FBI fingerprint checks, the national database includes lifetime criminal history, and mandatory disqualifying offenses under R.I.G.L. § 23-17-37 have no time limitation. For other positions, Rhode Island's seven-year statutory limitation restricts consideration of convictions older than 7 years (with exceptions for positions involving minors and positions paying over $75,000). Expunged records under R.I. Gen. Laws § 12-1.3-4 cannot be considered regardless of position type.
   

4. What types of convictions make hiring more difficult at Care New England?

   For patient-contact roles, Rhode Island law mandates automatic disqualification for: murder, manslaughter, sexual assault (all degrees), patient abuse, elder exploitation, assault on persons 60+, felony assault, burglary, first-degree arson, robbery, felony drug offenses, felony larceny, felony fraud/embezzlement, and OIG healthcare exclusions. For non-patient roles, high scrutiny applies to: theft, fraud, embezzlement (any position with financial responsibility); violence, assault (security or patient-access positions); drug offenses (roles with medication access). Individual assessment using EEOC Green Factors applies to non-disqualifying offenses.
   

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

   Environmental Services Aide ($15-$18/hr) offers the lowest barriers—back-of-house hospital cleaning with no patient contact. Food Service Worker ($15-$17/hr) is another strong entry point, working in cafeterias and kitchens. Laundry Worker ($15-$17/hr) handles industrial laundry operations without patient interaction. Materials Handler ($16-$19/hr) works in supply chain and receiving. These positions typically do not trigger mandatory national fingerprint check requirements and are evaluated under standard individualized assessment standards rather than the mandatory disqualifier list.
   

6. Does Care New England drug test?

   Drug testing policies vary by position and program. CNE generally does not require drug testing for acceptance into some programs, but medical/health assessment and blood draw are standard. Clinical and patient-care positions typically require pre-employment drug screening. Positions with access to controlled substances or in safety-sensitive environments have stricter requirements. Check specific job postings for drug testing requirements. The Providence Center, as a behavioral health provider, may have different policies appropriate to its substance use treatment mission.
   

7. When during the hiring process will Care New England ask about criminal history?

   Under Rhode Island's Ban the Box law (R.I.G.L. § 28-5-7), CNE cannot ask about arrests, charges, or convictions on job applications or at any time before the first interview. Criminal history inquiries are only permitted at or after the first interview. This protection applies to all positions. After a conditional offer is extended, background verification is conducted. For patient-contact roles, this includes national FBI fingerprint check. The timing protection allows applicants to present their qualifications first before their record is discussed.
   

8. Can someone advance to supervisory or management positions at Care New England if they have a felony?

   Advancement is possible, particularly in non-clinical tracks. Career paths like Environmental Services Aide → EVS Lead → EVS Supervisor, or Food Service Worker → Cook → Food Service Supervisor, do not require patient contact and may not be subject to mandatory disqualification. CNE's average employee tenure of 8.1 years suggests strong internal mobility. Key success factors include: demonstrated reliability and work ethic; consistent attendance; skill development and certifications; positive relationships with supervisors. Supervisory positions may have enhanced background screening, but individual assessment applies to non-disqualifying offenses.
   

9. How long does the hiring process take at Care New England?

   Timeline varies by position and background check requirements. Entry-level non-clinical positions: Application review (1-2 weeks), interview scheduling (1 week), conditional offer, background check (1-3 weeks for standard state check). Patient-contact positions: Additional time for national FBI fingerprint check processing through RI Attorney General's Bureau of Criminal Identification (can take 2-4 weeks or longer). Total process typically 3-6 weeks for support roles, potentially longer for clinical positions. Due to high volume of applications, CNE notes they cannot verify status of in-progress applications.
   

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

    Leverage Rhode Island's Ban the Box protection—apply broadly knowing initial screening is qualifications-based. Target non-patient-contact positions if your conviction appears on the mandatory disqualifier list. Check expungement eligibility (misdemeanors: 5 years post-sentence; non-violent felonies: 10 years). Prepare rehabilitation documentation: program completions, stable employment history, community involvement, character references. Consider The Providence Center given its behavioral health mission serving justice-involved populations. Be prepared for health assessment and blood draw. Apply through CNE careers portal at carenewengland.org/careers. Demonstrate reliability, punctuality, and teamwork in interviews. Emphasize transferable skills and willingness to learn.

Alternative Second Chance Employers

Conclusion

Care New England presents a complex but navigable opportunity for Second Chance applicants. While Rhode Island's mandatory healthcare screening requirements create significant barriers for patient-contact positions, the system's 8,000 employees include many in support roles where these restrictions don't apply.

Critical considerations for Second Chance applicants: Rhode Island law (R.I.G.L. § 23-17-34 and § 23-17-37) mandates national FBI fingerprint checks and specifies automatic disqualifying offenses for patient-contact positions. If your conviction appears on the mandatory disqualifier list, patient-contact roles are not viable—but non-patient support roles remain open pathways.

Best path for Second Chance applicants: Target Environmental Services, Food Services, Laundry, Materials Management, and Facility Maintenance positions. These roles typically do not trigger mandatory national fingerprint screening and are evaluated under standard individualized assessment criteria. Start at entry level, demonstrate reliability, and pursue internal advancement.

Key success factors: Leverage Rhode Island Ban the Box protection for initial application evaluation based on qualifications. Check expungement eligibility (misdemeanors: 5 years; non-violent felonies: 10 years). Prepare thorough rehabilitation documentation. Consider The Providence Center given its behavioral health mission. Be honest when asked—CNE requires certification that all application answers are full and true.

Understanding the opportunity: Care New England's recognition as a Forbes Best-In-State Employer, 8.1-year average tenure, and commitment to employee wellness make it an attractive employer. The path may require starting in support roles and building internal credibility, but healthcare employment offers stability, benefits, and career growth potential.

Disclaimer

This guide provides general information and should not be considered legal advice. Rhode Island employment laws and healthcare regulations may change. Consult official sources, the Rhode Island Department of Health, and legal counsel for guidance specific to your situation. Verify current requirements with Care New England Human Resources before applying.

Care New England Careers: carenewengland.org/careers | RI Commission for Human Rights: 401-222-2661