Quick Answer

Conditional, Catholic Medical Center (CMC) hires individuals with felony convictions for certain positions. As a 330-bed acute care hospital in Manchester, New Hampshire, now owned by HCA Healthcare (since February 2024), CMC employs over 2,000 staff members serving more than 180,000 patients annually. Employment decisions are conditional upon passing a comprehensive background check and are subject to EEOC guidelines requiring individualized assessment.

The law prohibits companies from having a blanket policy excluding all felons. Instead, they must conduct an individualized assessment of the conviction to determine if it is job-related and consistent with business necessity. As a healthcare organization, CMC must comply with federal OIG exclusion requirements and maintain patient safety standards.

The greatest barriers are created by felonies related to healthcare fraud (OIG mandatory exclusion), patient abuse or neglect (permanent bar), controlled substance offenses (federal exclusion), and violent or sexual crimes (patient safety concerns). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Best opportunities exist in Environmental Services (EVS), Food Services, Laundry, and Facilities positions where direct patient contact and controlled substance access are minimized. As part of HCA Healthcare's network of 186 hospitals nationwide, CMC offers potential career mobility for successful employees. The organization has undergone significant transition since the HCA acquisition, including staffing reductions, but continues hiring for essential support service roles.

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: You must NOT be on the OIG List of Excluded Individuals/Entities (LEIE). Check your status at exclusions.oig.hhs.gov before applying. Healthcare fraud, patient abuse, or controlled substance felonies result in mandatory exclusion and permanent bar from healthcare employment.

  
  

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

  
  

• Drug Screen Ready: Must pass mandatory pre-employment drug screening. Healthcare environments maintain strict drug-free workplace policies due to patient safety and controlled substance access. New Hampshire has not legalized recreational marijuana.

  
  

• Complete Honesty: Must be completely truthful about your criminal history when asked. Dishonesty will be discovered through the comprehensive background check and treated as an integrity failure—automatic disqualification.

  
  

• Physical Requirements: Many positions require standing, walking, lifting, and physical stamina. Support service roles may require lifting up to 50 pounds and working on your feet for extended periods.

  
  

• Work Authorization: Must be legally authorized to work in the United States and able to provide required I-9 documentation.

Critical Regulatory Information

Understanding the legal landscape for criminal records in healthcare employment is essential for Second Chance applicants. Catholic Medical Center operates in New Hampshire, which has limited fair chance protections for private employers. As part of HCA Healthcare, CMC must also comply with corporate policies and federal healthcare regulations.

EEOC Guidelines

The Equal Employment Opportunity Commission advises employers not to automatically refuse applicants based on criminal records. Employers must conduct an individualized assessment using 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 when they have disparate impact on protected groups.

FCRA Requirements

If a third party conducts the background check and employment is denied based on the report, CMC 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 (typically 5 business days) to dispute inaccuracies;

(3) Provide final adverse action notice if decision stands. You must provide written consent before any background check is conducted.

State-Specific Considerations

New Hampshire has limited fair chance protections. The state's Ban the Box law (HB 253, effective 2020) applies only to public employers, not private employers like CMC. This means CMC can legally ask about criminal history on initial applications. However, employers cannot discriminate based on annulled convictions under state law. New Hampshire allows consideration of non-annulled convictions if the offense directly impacts job duties. The state has no mandated lookback period limitations beyond FCRA requirements.

Healthcare-Specific Considerations

Healthcare employment carries unique regulatory requirements. The OIG List of Excluded Individuals/Entities (LEIE) is a mandatory check for all healthcare organizations receiving federal healthcare payments. Mandatory exclusions include: Medicare/Medicaid fraud convictions; patient abuse or neglect; healthcare-related theft or financial misconduct; felony controlled substance convictions. Exclusions are typically permanent or minimum 5 years. Organizations face severe financial penalties ($10,000+ per day) for employing excluded individuals. New Hampshire RSA 151:2 requires background checks for healthcare workers with access to vulnerable populations.

Company Overview

Catholic Medical Center (CMC) is a 330-licensed bed acute care hospital located on the West Side of Manchester, New Hampshire. With roots dating back to 1892, CMC was formed in 1974 through the merger of Notre Dame Hospital and Sacred Heart Hospital. For decades, CMC operated as an independent Catholic healthcare institution committed to providing health, healing, and hope in accordance with its religious mission.

In February 2024, CMC became part of HCA Healthcare, the world's largest for-profit hospital operator, after facing severe financial difficulties that threatened closure. The hospital was losing $2-3 million monthly before the acquisition. This transition has brought significant organizational changes, including staffing reductions of 142 full-time positions (54 layoffs plus eliminated positions) in early 2024, along with corporate restructuring. Since the HCA takeover, CMC has hired 128 new employees and promoted 46 existing staff as part of the reorganization.

CMC is home to the nationally recognized New England Heart and Vascular Institute, one of the largest cardiac programs north of Boston, performing over 70,000 invasive cardiac procedures. The hospital has earned recognition including U.S. News & World Report ranking as second in New Hampshire, CMS 5-star quality rating, and Healthgrades Top 50 Cardiac Surgery Programs designation.

Company Fast Facts

• Founded: 1892 (Sacred Heart); 1974 (CMC merger)

• Headquarters: Manchester, New Hampshire

• Employees: Over 2,000 staff; 400+ physicians

• Licensed Beds: 330 (258 staffed)

• Annual Patients: 180,000+

• Parent Company: HCA Healthcare (since February 2024)

• Status: For-profit (HCA owned); Catholic mission maintained

• Recognition: U.S. News #2 in NH; CMS 5-star rating; Healthgrades Top 50 Cardiac

Hiring Policy Analysis

As part of HCA Healthcare, Catholic Medical Center follows corporate hiring policies while maintaining compliance with federal healthcare regulations. The organization conducts comprehensive background checks on all candidates as a condition of employment. Since New Hampshire's Ban the Box law does not apply to private employers, CMC may inquire about criminal history at any point in the hiring process. However, EEOC guidelines still require individualized assessment rather than blanket exclusions. The recent transition to HCA ownership has brought standardized corporate policies and access to HCA's extensive career network spanning 186 hospitals nationwide.

Position-Specific Barriers

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

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and Zippia. Actual compensation varies by experience, shift, and department. Recent organizational changes may affect hiring volumes.

Career Path Examples

HCA Healthcare emphasizes internal advancement and offers extensive career development programs. As part of the HCA network, CMC employees can access training, tuition reimbursement, and potential transfers to any of 186 hospitals nationwide.

Support Services Track: EVS Tech ($13-16/hr) → EVS Lead ($15-18/hr) → EVS Supervisor ($40K-50K/yr) → Facilities Manager. Demonstrate reliability and leadership over 2-3 years.

Food Services Track: Dietary Aide ($12-15/hr) → Cook ($15-18/hr) → Lead Cook ($17-20/hr) → Food Service Supervisor ($38K-48K/yr). Food safety certification aids advancement.

Clinical Support Track: Patient Transporter ($14-17/hr) → LNA Training Program → LNA ($15-19/hr) → Nursing School (tuition assistance) → RN ($30-44/hr). Requires overcoming background check barriers at each stage.

Background Check Process

Understanding CMC's background check process is essential. As a private employer in New Hampshire, CMC is not bound by state Ban the Box requirements and may inquire about criminal history at any point. HCA Healthcare uses comprehensive screening for all candidates.

• What They Check: National Criminal Database Search; county and state criminal records; OIG/SAM Exclusion List verification; sex offender registry; employment history verification; education and credential verification; professional license verification; drug screening (mandatory for all positions).

  
  

• Lookback Period: Under FCRA, consumer reporting agencies typically limit conviction reporting to seven years for positions under $75,000/year. New Hampshire has no additional state lookback limits. OIG exclusions have no time limit—most are permanent or minimum five years.

  
  

• Timeline: Background checks typically take 1-2 weeks after authorization. Drug screening results usually available within 2-3 days. Total hiring timeline averages 2-4 weeks from application to start date, depending on position and volume.

  
  

• Process Flow: Application submitted → Initial screening (criminal history may be asked) → Interview → Conditional offer extended → Background check and drug screen authorization → Checks conducted → Results reviewed using individualized assessment → Pre-adverse or adverse action notice if applicable → Final hiring decision → Start date confirmed → Orientation.

Disqualifying Factors

Automatic Disqualification: OIG exclusion status (absolute bar); healthcare fraud convictions; patient abuse or neglect convictions; felony controlled substance convictions; sex offense registry status; dishonesty during application process.

High Risk for Disqualification: Violent crimes; theft offenses (especially from employers); drug-related offenses; financial crimes; crimes against vulnerable populations (elderly, children, disabled); recent felonies within past 7 years.

Case-by-Case Consideration: Older, non-violent offenses unrelated to healthcare; traffic violations (unless position requires driving); offenses with substantial time elapsed and rehabilitation evidence. Subject to individualized assessment under EEOC guidelines.

Your Rights as Applicant

• FCRA Protections: You must receive written notice and provide consent before any background check. If denied based on the report, you're entitled to a copy of the report and the right to dispute inaccuracies before final decision.

  
  

• Pre-Adverse Action Notice: Before making a final decision not to hire based on background check results, CMC must provide you with a copy of the report, summary of your FCRA rights, and reasonable time to respond.

  
  

• EEOC Protection: You have the right to individualized assessment under EEOC guidelines. Blanket exclusions based solely on criminal record may violate Title VII if they have disparate impact.

  
  

• Annulment Protection: Under New Hampshire law, employers cannot consider annulled convictions. Check eligibility for annulment through NH courts.

Application Strategy

1. Verify OIG Status First: Before applying, check that you are NOT on the OIG List of Excluded Individuals/Entities at exclusions.oig.hhs.gov. If excluded, do not apply to any healthcare position—exclusion is an absolute legal bar.

   
   

2. Target Support Services Positions: Focus on Environmental Services, Dietary, Laundry, and Facilities Maintenance roles. These positions have minimal patient contact and limited controlled substance access, offering the best opportunity for individuals with records.

   
   

3. Apply Through HCA Healthcare Careers: Submit applications through careers.hcahealthcare.com and search for Catholic Medical Center positions. HCA's centralized system allows you to apply to multiple positions and locations within the network.

   
   

4. Be Prepared for Early Criminal History Questions: Since NH's Ban the Box doesn't apply to private employers, CMC may ask about criminal history on the application or in initial screening. Be honest from the start—dishonesty will be discovered.

   
   

5. Document Rehabilitation Thoroughly: Prepare evidence of positive changes: treatment completion certificates, education credentials, stable employment history, volunteer work, character references from employers, probation officers, or community members.

   
   

6. Prepare Your Narrative: Have a brief, honest explanation ready: acknowledge the offense without excuses, describe what you learned, explain how you've changed, and focus on your qualifications and commitment to the role. Keep it concise (30-60 seconds).

   
   

7. Check NH Annulment Eligibility: New Hampshire allows annulment (expungement) of certain convictions after waiting periods. Annulled records cannot be considered. Contact NH Legal Aid or the court system to determine eligibility.

   
   

8. Consider Other HCA Facilities: HCA operates four hospitals in New Hampshire (CMC, Portsmouth Regional, Parkland Medical Center, Frisbie Memorial). If one location doesn't work out, apply to others. HCA's network spans 186 hospitals nationwide.

Tips for Applicants with Records

1. Healthcare Has Constant Hiring Needs: Hospitals operate 24/7 and consistently need support service workers. EVS, Dietary, and Facilities departments experience regular turnover. Persistence pays off—keep applying.

   
   

2. Start Entry-Level, Prove Yourself: Begin in lower-barrier positions like housekeeping or food service. Demonstrate reliability, positive attitude, and strong work ethic. Internal advancement opportunities become available after establishing a track record.

   
   

3. Run Your Own Background Check First: Know exactly what will appear before employers see it. Request your New Hampshire criminal record from the State Police ($25). Dispute any errors before applying.

   
   

4. Pass the Drug Test: Absolutely mandatory in healthcare. Address any substance issues completely before applying. Healthcare has zero tolerance for positive drug tests, and NH hasn't legalized recreational marijuana.

   
   

5. Leverage HCA's Career Development: HCA offers tuition reimbursement, certification assistance, and LNA/nursing pathway programs. These resources can help you advance your career while employed, regardless of your starting position.

   
   

6. Network and Get Referrals: Current employees can provide referrals. Connect with CMC employees through LinkedIn or local workforce development programs. Employee referrals often receive priority consideration.

   
   

7. Emphasize Stability and Reliability: Highlight stable housing, reliable transportation, and any consistent work history. Healthcare employers especially value dependability for shift-based positions.

   
   

8. Be Flexible on Schedule: Willingness to work nights, weekends, and holidays significantly increases your chances. Hospital support services operate around the clock, and flexibility is highly valued.

Benefits Overview

As part of HCA Healthcare, Catholic Medical Center employees have access to HCA Total Rewards, one of the most comprehensive benefits packages in the healthcare industry. Benefits are available to full-time and part-time employees.

• Health Insurance: Medical plans with prescription drug coverage, behavioral health, telemedicine. HCA pays approximately 71% of coverage costs. Dental and vision plans available. Nicotine-free discount up to $650 on medical premiums.

  
  

• 401(k) Retirement: Industry-leading program with 100% match on contributions up to 9% of pay (based on years of service). Employee stock purchase program allows purchase of HCA stock at 10% discount. Vesting: 20% after 2 years, 100% after 6 years.

  
  

• Life and Disability Insurance: Basic life insurance and AD&D coverage. Short-term and long-term disability options available.

  
  

• Paid Time Off: PTO accrual based on years of service. Up to 14 days paid family leave for bonding with new child or caring for family member with serious health condition. Note: Holidays typically come from PTO bank.

  
  

• Education Benefits: Up to $5,250 tax-free tuition reimbursement annually. Student loan assistance program ($100/month full-time, $50/month part-time). Patricia Frist Memorial Scholarship up to $6,000 for dependents. Partnership with Galen College of Nursing for reduced tuition.

  
  

• Additional Benefits: Employee Assistance Program (EAP) with free counseling. Adoption assistance. Bright Horizons childcare resources. Consumer discounts through Abenity. Identity theft protection. HCA Hope Fund for colleagues in crisis.

Employee Perspectives

Pros: Strong 401(k) matching (one of best in industry); good health insurance coverage; tuition assistance; team atmosphere; career mobility within HCA network.

Cons: PTO bank includes holidays (reduces actual vacation days); high turnover in some departments; pay concerns relative to experience; organizational changes since HCA acquisition; understaffing in some areas.

Frequently Asked Questions

1. Does Catholic Medical Center hire people with felonies?

   Yes, CMC can hire individuals with felony convictions for certain positions, subject to individualized assessment. However, those on the OIG Exclusion List are permanently barred. Healthcare positions face strict scrutiny due to patient safety concerns. Best opportunities exist in Environmental Services, Dietary, Laundry, and Facilities roles where patient contact and controlled substance access are minimized. Clinical positions face the highest barriers.

   
   

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

   CMC conducts comprehensive background checks including National Criminal Database Search, OIG/SAM Exclusion List verification, sex offender registry, employment verification, and mandatory drug screening. Since New Hampshire's Ban the Box law doesn't apply to private employers, criminal history questions may appear on the application or in initial screening. Expect the process to take 1-2 weeks after authorization is signed.

   
   

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

   Under FCRA, consumer reporting agencies typically limit criminal conviction reporting to seven years for positions paying under $75,000 annually. New Hampshire has no additional state-mandated lookback limits. OIG exclusions have no time limit—most are permanent or minimum five years. Employment verification typically goes back 7-10 years.

   
   

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

   OIG-excluded offenses (healthcare fraud, patient abuse, controlled substance felonies) are absolute bars. High-risk offenses include: violent crimes, theft, drug offenses, financial crimes, sex offenses, and crimes against vulnerable populations. Recent felonies (within 7 years) face greater scrutiny. Older, non-violent offenses unrelated to healthcare may receive more favorable consideration with rehabilitation evidence.

   
   

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

   Environmental Services/Housekeeping ($13-16/hr), Dietary Aide ($12-15/hr), Laundry Services, and Facilities Maintenance positions offer the best entry points. These roles have minimal patient contact and limited access to controlled substances, reducing regulatory barriers. They provide opportunity to prove reliability and potentially advance within the organization.

   
   

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

   Yes, CMC requires mandatory pre-employment drug screening for all positions. Healthcare facilities maintain strict drug-free workplace policies due to patient safety and controlled substance access concerns. Testing is typically a urine panel screening. New Hampshire has not legalized recreational marijuana, and any positive result is typically disqualifying for healthcare employment.

   
   

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

   Because New Hampshire's Ban the Box law (HB 253) applies only to public employers, CMC as a private employer can ask about criminal history at any point—including on the initial application. Be prepared to disclose your record early in the process. Honesty is critical, as dishonesty discovered during the background check will result in automatic disqualification.

   
   

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

   Advancement is possible but faces increased scrutiny. Management positions typically involve greater access to confidential information, financial systems, and oversight of patient care areas. Building an excellent track record in entry-level roles, taking advantage of HCA's education and training programs, and demonstrating leadership potential over several years can open advancement opportunities. Each promotion may require additional background review.

   
   

9. How long does the hiring and background check process take at Catholic Medical Center?

   The total process typically takes 2-4 weeks from application to start date. Application review takes several days to a week depending on hiring volume. Background checks take 1-2 weeks after authorization. Drug screening results are usually available within 2-3 days. The recent organizational transition following HCA acquisition may affect current hiring timelines.

   
   

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

    Key strategies include:

    (1) Verify OIG status before applying;

    (2) Target support services positions (EVS, Dietary, Facilities);

    (3) Run your own background check first to know what will appear;

    (4) Document rehabilitation thoroughly with certificates, references, and evidence of stability;

    (5) Be completely honest about your record from the start;

    (6) Prepare a brief, professional narrative explaining your situation;

    (7) Check NH annulment eligibility for older convictions;

    (8) Be flexible on schedule and willing to work nights/weekends;

    (9) Consider all four HCA New Hampshire hospitals;

    (10) Leverage employee referrals through networking.

Alternative Second Chance Employers

If Catholic Medical Center doesn't work out, consider these employers known for fair chance hiring practices in New Hampshire and surrounding areas:

Conclusion

Catholic Medical Center offers conditional opportunities for individuals with criminal records, primarily in support services positions. As a 330-bed acute care hospital now owned by HCA Healthcare, the organization provides access to one of the healthcare industry's best benefits packages and potential career mobility across 186 hospitals nationwide. However, healthcare employment carries unique regulatory requirements that create significant barriers for certain offense types.

The OIG exclusion list represents an absolute legal bar for healthcare employment—verify your status before applying. New Hampshire's limited fair chance protections for private employers means CMC can ask about criminal history early in the process. The best opportunities exist in Environmental Services, Food Services, Laundry, and Facilities positions where patient contact and controlled substance access are minimized.

Key Success Factors: Verify OIG status; target support services positions; be honest from the start; document rehabilitation thoroughly; be flexible on schedule; leverage HCA's career development programs; consider all NH HCA facilities.

Biggest Barriers: OIG exclusion (absolute bar); healthcare fraud convictions; patient abuse convictions; controlled substance felonies; sex offenses; recent violent crimes; NH's limited Ban the Box coverage for private employers.

The recent transition to HCA ownership has brought organizational changes including staffing reductions, but also access to expanded career resources and benefits. For those who successfully navigate the background check process and demonstrate reliability in entry-level roles, CMC can provide a pathway to stable healthcare employment with industry-leading benefits and advancement opportunities.

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, PayScale), and salary databases (Zippia, Salary.com), employment information and company policies may change without notice. Always verify current practices directly with Catholic Medical Center or HCA Healthcare.

Inclusion in this guide does not guarantee employment. Background check laws, annulment procedures, and fair chance hiring requirements vary by state and should be confirmed with legal professionals. OIG exclusion status is a federal matter with serious legal implications. Consult with an employment attorney or NH Legal Aid for specific legal advice about your situation.

Apply Now: https://careers.hcahealthcare.com