Quick Answer

Yes, Central Vermont Medical Center (CVMC) hires individuals with felony convictions for certain positions. As part of the University of Vermont Health Network and a community hospital employing over 1,700 staff, CVMC operates under federal OIG exclusion requirements and Vermont state regulations governing criminal background checks for healthcare workers.

A conviction is not an automatic disqualifier for all roles unless federal or state law explicitly prohibits employment. For non-prohibited roles, CVMC conducts a full individualized assessment considering rehabilitation evidence. Vermont's strong Ban the Box law prohibits criminal history questions on initial job applications, giving applicants a fair chance to demonstrate qualifications first.

The greatest barriers are created by felonies related to healthcare fraud or patient abuse (mandatory OIG exclusion), controlled substance offenses (federal exclusion), and crimes involving vulnerable populations (state law restrictions). Criminal history checks search indefinitely for felony convictions, though applicants are afforded opportunity to explain circumstances and present rehabilitation evidence.

Best opportunities exist in Environmental Services (EVS), Food Services, and administrative support positions that minimize access to confidential information and vulnerable populations. CVMC's pathway programs offer opportunities for career advancement, and Vermont's supportive fair chance hiring environment makes this a more accessible healthcare employer than many states.

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 or patient abuse convictions result in mandatory exclusion.

  
  

• No Automatic Disqualifiers: Some convictions under federal or state law create automatic disqualification for specific healthcare positions. Sex offenses, crimes against vulnerable populations, and certain violent felonies may be automatically disqualifying for patient-contact roles.

  
  

• Prepared to Explain: Since felony convictions are searched indefinitely, you must be prepared to explain the circumstances of your conviction and demonstrate rehabilitation. The policy explicitly allows this opportunity.

  
  

• Rehabilitation Evidence: Gather documentation of post-conviction rehabilitation including employment history, education, community service, treatment completion, and character references.

  
  

• Honesty is Required: Employment decisions are based on official records. Do not lie or conceal unsealed records. Vermont's Ban the Box law means you won't be asked on the initial application, but you must be truthful when asked later in the process.

  
  

• 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. CVMC operates as part of the UVM Health Network in Vermont, which has one of the strongest fair chance hiring laws in the nation for both public and private employers. However, federal healthcare regulations create unique barriers that all applicants must understand.

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. CVMC's policy explicitly incorporates these factors in their assessment process.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, CVMC 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.

State-Specific Considerations

Vermont has strong fair chance protections extending to both public and private employers. Under Vermont Statute 21 V.S.A. § 495j (effective July 1, 2017), employers are prohibited from asking about criminal history on initial job applications. Criminal history inquiries may only occur during an interview or after the applicant has been deemed otherwise qualified. When criminal history is disclosed, applicants must be afforded an opportunity to explain the circumstances and present post-conviction rehabilitation evidence. Violations carry civil penalties up to $100 per occurrence. Vermont also has provisions for record sealing and expungement that can remove eligible convictions from background check results.

Healthcare-Specific Considerations

Healthcare employment involves critical regulatory requirements. The OIG List of Excluded Individuals/Entities (LEIE) is a mandatory check. Mandatory exclusions apply to: Medicare/Medicaid fraud; patient abuse or neglect; healthcare-related theft or financial misconduct; and felony controlled substance offenses. Some positions at CVMC require fingerprint-supported national criminal history checks due to state requirements for workers with access to vulnerable populations. Vermont regulations govern background checks for positions involving access to vulnerable adults and children. Criminal history searches for healthcare positions review records indefinitely for felony convictions—only sealed, annulled, or expunged records are excluded from consideration.

Company Overview

Central Vermont Medical Center (CVMC) is a nonprofit community hospital located in Berlin, Vermont, serving as the primary healthcare provider for approximately 66,000 people in central Vermont. The hospital was founded in 1963 through a merger of Montpelier's Heaton Hospital (established 1895) and Barre City Hospital (established 1907). CVMC is affiliated with the University of Vermont Health Network, a six-hospital network serving patients in Northern New York and Vermont, while maintaining an independent Board of Trustees.

CVMC provides health care services under three distinct business units: Central Vermont Hospital with 122 inpatient beds and 24-hour emergency care; Woodridge Rehabilitation and Nursing, a 153-bed skilled nursing facility; and Central Vermont Medical Group Practice with 27 community-based clinics. The medical center is accredited by the Joint Commission and employs over 1,700 full and part-time staff, making it the largest employer in central Vermont. CVMC is nationally recognized by U.S. News and World Report for pulmonary care and orthopedic care.

Company Fast Facts

• Founded: 1963 (merger of Heaton Hospital and Barre City Hospital)

• Headquarters: 130 Fisher Road, Berlin, Vermont 05602

• Employees: Over 1,700 full and part-time staff

• Network Affiliation: University of Vermont Health Network

• Beds: 122 inpatient hospital beds; 153 skilled nursing beds (Woodridge)

• Physicians: 121 medical staff members

• Status: Nonprofit community hospital

• Service Area: 66,000 residents of central Vermont

• Recognition: U.S. News and World Report recognition for pulmonary and orthopedic care; Joint Commission accreditation

Hiring Policy Analysis

CVMC has a clear policy regarding criminal background checks that emphasizes individualized assessment and the opportunity to demonstrate rehabilitation. The policy explicitly states that a conviction is not an automatic disqualifier unless federal or state law explicitly prohibits employment. Background checks are conducted on all finalists for positions, with timing that complies with Vermont's Ban the Box law. CVMC recently unionized with over 500 nurses and technicians forming Central Vermont Healthcare United in 2023, which may provide additional employment protections going forward.

Position-Specific Barriers

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

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, Zippia, and job postings. Actual compensation varies by experience, shift, and department. Union negotiations ongoing may affect future wages.

Career Path Examples

CVMC emphasizes growing their own staff through pathway programs and educational opportunities. Many staff members started in entry-level positions and advanced through hospital-supported training.

Nursing Track: Patient Sitter ($15-17/hr) → LNA Pathway Program (paid training) → Licensed Nursing Assistant ($18-23/hr) → LPN/RN Program (tuition support) → Registered Nurse ($30-45/hr). CVMC pays for LNA certification training.

Clinical Support Track: Food Service/EVS ($15-18/hr) → MA Pathway Program → Medical Assistant ($18-24/hr) → Lead MA → Practice Manager. MA Pathway provides skills training for primary/specialty care support.

Support Services Track: EVS Tech ($15-18/hr) → Lead Housekeeper ($17-20/hr) → EVS Supervisor ($45K-55K/yr) → Support Services Manager. Advancement through demonstrated reliability and leadership.

Background Check Process

Understanding CVMC's background check process helps you prepare mentally and practically for what to expect. Vermont's Ban the Box law means criminal history will not be asked on the initial application, giving you the opportunity to demonstrate qualifications first.

• What They Check: Criminal history (felonies and misdemeanors); sex offender and violent offender registry; OIG/SAM exclusion list verification; professional license history and verification; employment history; education verification. Some positions require fingerprint-supported national criminal history check.

  
  

• Lookback Period: Criminal history searches indefinitely for felony convictions. Only sealed, annulled, or expunged records are excluded from consideration. Misdemeanor lookback periods may be more limited. Employment verification typically extends 5-7 years.

  
  

• Timeline: Background checks are conducted on all finalists after interview and conditional offer. Standard checks typically complete within 1-2 weeks. Fingerprint-based checks may take 2-4 weeks. You will have opportunity to explain results before final determination.

  
  

• Process Flow: Application submitted (no criminal history questions) → Deemed qualified → Interview conducted → Conditional offer extended → Background check authorization → Criminal history may be discussed → Background check conducted → Opportunity to explain circumstances and present rehabilitation evidence → Individualized assessment → Final determination → Pre-adverse or adverse action notice if applicable → Start date confirmed.

Disqualifying Factors

Automatic Disqualification: OIG exclusion status; convictions that federal or state law explicitly prohibits for the position; information indicating unfitness for access to confidential information (for positions requiring such access).

High Risk for Disqualification: Healthcare fraud; patient abuse or neglect; controlled substance felonies; violent felonies; sexual offenses; crimes against vulnerable populations; theft/fraud for positions with financial access; recent serious offenses.

Subject to Individualized Assessment: Older non-violent felonies with demonstrated rehabilitation; property crimes unrelated to job duties; DUI/traffic offenses (unless driving required); misdemeanors. Assessment considers nature of job, nature of offense, age of offense, gravity of offense, and evidence of rehabilitation.

Your Rights as Applicant

• Vermont Ban the Box: Employers cannot ask about criminal history on initial applications. Criminal history inquiry can only occur during interview or after you've been deemed otherwise qualified for the position.

  
  

• Right to Explain: Vermont law requires that applicants be afforded an opportunity to explain the information and circumstances regarding any convictions, including post-conviction rehabilitation. CVMC's policy explicitly incorporates this requirement.

  
  

• 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.

  
  

• Individualized Assessment: You have the right to individualized assessment considering the Green Factors. CVMC's policy explicitly lists the factors that must be considered: nature of job sought, nature of offense(s), age of offense(s), gravity of offense(s), and evidence of rehabilitation.

Application Strategy

1. Check OIG Status First: Before applying, verify you are NOT on the OIG List of Excluded Individuals/Entities at exclusions.oig.hhs.gov. Healthcare fraud or patient abuse convictions result in mandatory exclusion from healthcare employment.

   
   

2. Target Support Services Positions: Focus on Environmental Services (EVS), Food Services, and administrative support positions. These roles minimize access to confidential information and vulnerable populations, reducing barriers for applicants with records.

   
   

3. Apply Through Official Channels: Submit your application through UVM Health Network careers portal at uvmhealth.wd1.myworkdayjobs.com/CVMC. The application will not ask about criminal history due to Vermont's Ban the Box law.

   
   

4. Prepare Your Rehabilitation Narrative: Since felony convictions are searched indefinitely, prepare a well-documented narrative addressing: acknowledgment of the offense, circumstances, what you learned, steps taken toward rehabilitation, and how you've changed. Keep it concise but comprehensive.

   
   

5. Document Rehabilitation Evidence: Gather concrete evidence: completion certificates for treatment/education programs, stable employment history, community service, character references from employers/probation officers/community members, housing stability, and any professional certifications obtained.

   
   

6. Be Truthful When Asked: While Vermont law prevents questions on initial applications, you must be completely honest when criminal history is discussed during interview or after conditional offer. Dishonesty will disqualify you.

   
   

7. Check Expungement/Sealing Eligibility: Vermont has provisions for sealing and expunging certain records. Only sealed, annulled, or expunged records are excluded from background checks. Contact Vermont Legal Aid or a criminal defense attorney about eligibility.

   
   

8. Consider Pathway Programs: CVMC offers LNA Pathway and MA Pathway programs that provide paid training. These may be excellent opportunities to build healthcare career credentials while demonstrating reliability.

Tips for Applicants with Records

1. Vermont is a Fair Chance State: Take advantage of Vermont's strong Ban the Box law. You won't be asked about criminal history on the application, giving you the opportunity to make a positive impression through your qualifications first.

   
   

2. Rehabilitation Evidence is Explicitly Considered: CVMC's policy specifically states that evidence of rehabilitation, including evidence provided by the individual, must be considered. Prepare documentation that demonstrates positive changes since your conviction.

   
   

3. Start Entry-Level, Advance Within: CVMC grows their own staff. Many employees started in entry-level positions and advanced to LPN, RN, or supervisory roles through hospital-supported programs. Prove reliability first, then pursue advancement opportunities.

   
   

4. Run Your Own Background Check First: Know what will appear before the employer sees it. Order your own criminal background check. Verify your OIG status. Dispute any errors before applying.

   
   

5. Understand Healthcare Regulations: Healthcare has unique requirements including HIPAA, patient safety, and controlled substance handling. Demonstrate awareness of these responsibilities in your interview.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, consistent work history (even informal work), and any evidence of dependability. Healthcare employers value punctuality and attendance.

   
   

7. Be Flexible on Scheduling: Willingness to work various shifts, including nights and weekends, increases opportunities. Hospitals operate 24/7 and often have difficulty staffing less desirable shifts.

   
   

8. Connect with Reentry Resources: Vermont has reentry programs and workforce development resources. These can provide job search support, interview coaching, and sometimes referrals to fair chance employers.

Benefits Overview

CVMC, as part of the UVM Health Network, offers a comprehensive benefits package for eligible employees. Benefits eligibility varies by position type and hours worked.

• Health Insurance: Medical, dental, and vision coverage through UVM Health Network plans. Multiple plan options available including PPO and High Deductible Health Plans. Coverage extends to spouses, civil union partners, and dependent children.

  
  

• Retirement: 403(b) retirement plan with employer contributions. Employees can participate immediately with employer contributions after waiting period. Vesting schedule applies to employer contributions.

  
  

• Life and Disability Insurance: Basic life insurance and short-term/long-term disability coverage. Basic coverage funded by employer with optional additional coverage available.

  
  

• Paid Time Off: Combined Time Off (CTO) program that includes vacation, holidays, sick time, and personal days in one account for flexibility. Time off accrual begins from start of employment.

  
  

• Education and Career Development: Tuition reimbursement for eligible employees. LNA Pathway Program (paid training). MA Pathway Program. BSN completion program for RN employees. Professional development opportunities.

  
  

• Additional Benefits: Employee & Family Assistance Program (counseling and support services at no cost). Employee discounts. On-site food service with locally sourced options. Employee referral bonuses. On-site gym (parking situation noted as a perk).

Employee Perspectives

Pros: Supportive coworkers; kind colleagues; pathway programs for advancement; willingness to train and grow staff; beautiful Vermont location; access to outdoor recreation; manageable size hospital.

Cons: Pay reported below competitors; understaffing concerns; union negotiations ongoing; high patient-to-staff ratios reported in some departments; recent psych unit closure increased burden on other units.

Frequently Asked Questions

1. Does Central Vermont Medical Center hire people with felonies?

   Yes, CVMC can hire individuals with felony convictions for certain positions. Their policy states that a conviction is not an automatic disqualifier unless federal or state law explicitly prohibits employment for the specific position. CVMC conducts individualized assessments considering the nature of the job, nature and gravity of the offense, age of the offense, and evidence of rehabilitation. Best opportunities exist in support services (EVS, Food Services) with minimal patient contact and limited access to confidential information.

   
   

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

   Due to Vermont's Ban the Box law, CVMC cannot ask about criminal history on the initial application. Background checks are conducted on all finalists after interview and conditional offer. Checks include criminal history, sex/violent offender registry, OIG exclusion list, license verification, and employment history. Some positions require fingerprint-supported national checks. You will have opportunity to explain circumstances and present rehabilitation evidence before final determination.

   
   

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

   Criminal history searches indefinitely for felony convictions. Only records that are sealed, annulled, or expunged under Vermont law are excluded from consideration. This indefinite lookback makes rehabilitation evidence especially important. Employment verification typically extends 5-7 years. OIG exclusions are permanent or long-term depending on offense type.

   
   

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

   Automatic disqualifiers include OIG exclusion status and convictions that federal/state law explicitly prohibits for the position. High-risk convictions include: healthcare fraud, patient abuse, controlled substance felonies, violent felonies, sexual offenses, and crimes against vulnerable populations. Convictions indicating unfitness for access to confidential information are disqualifying for positions requiring such access. Older non-violent offenses with strong rehabilitation evidence are subject to individualized assessment.

   
   

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

   The best entry points are Environmental Services/Housekeeping ($15-18/hr), Food Service Worker ($15-18/hr), and general administrative support positions. These roles minimize access to confidential information and vulnerable populations. CVMC's LNA Pathway and MA Pathway programs offer paid training opportunities that could lead to clinical careers for those who establish good track records.

   
   

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

   Healthcare employers typically require pre-employment drug screening. Specific testing protocols should be verified directly with CVMC HR. Vermont has not legalized recreational marijuana, and cannabis use would likely be disqualifying. Healthcare facilities maintain drug-free workplace policies, and positions with access to controlled substances face particular scrutiny.

   
   

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

   Under Vermont's Ban the Box law, CVMC cannot ask about criminal history on the initial job application. Criminal history inquiries may only occur during an interview or after you've been deemed otherwise qualified for the position. This gives you the opportunity to make a positive impression based on your qualifications before criminal history is discussed.

   
   

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

   Advancement is possible but faces increased scrutiny for positions with greater access to confidential information, vulnerable populations, or financial responsibilities. CVMC emphasizes growing their own staff through pathway programs. Many employees have advanced from entry-level to clinical or supervisory roles. Demonstrated reliability, strong performance, and time since conviction all improve advancement prospects. Document your internal performance record carefully.

   
   

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

   The timeline varies by position. Standard background checks typically complete within 1-2 weeks after authorization. Positions requiring fingerprint-supported national checks may take 2-4 weeks. Add time for the application review, interview process, and conditional offer stage. The opportunity to explain your record and present rehabilitation evidence occurs before final determination, which may extend the timeline.

   
   

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

    Key strategies include:

    (1) Verify you are not on the OIG exclusion list before applying;

    (2) Target support services positions initially;

    (3) Prepare comprehensive rehabilitation documentation;

    (4) Have a clear, honest narrative about your offense and changes since;

    (5) Check eligibility for record sealing/expungement under Vermont law;

    (6) Be completely truthful when asked about your history;

    (7) Consider CVMC's pathway programs for career development;

    (8) Demonstrate stability in housing, work history, and transportation;

    (9) Be flexible on scheduling;

    (10) Connect with Vermont reentry resources for support.

Alternative Second Chance Employers

If Central Vermont Medical Center doesn't work out, consider these employers known for fair chance hiring practices in healthcare and related industries in Vermont and Northern New England:

Conclusion

Central Vermont Medical Center offers moderate opportunities for individuals with criminal records, particularly in support services positions. Vermont's strong Ban the Box law, which extends to private employers, provides meaningful fair chance protections that give applicants the opportunity to demonstrate qualifications before criminal history is discussed. CVMC's explicit policy of individualized assessment considering rehabilitation evidence further supports second chance hiring.

The work environment at CVMC is that of a community hospital—smaller and more personal than urban medical centers, with supportive coworkers and opportunities to grow. CVMC's pathway programs (LNA, MA) provide concrete advancement opportunities for those who establish positive track records. However, pay has been reported below competitors, and ongoing union negotiations reflect workforce concerns about staffing and compensation.

Key Success Factors: Verify OIG status before applying; target EVS/Food Service positions initially; prepare comprehensive rehabilitation documentation; leverage Vermont's Ban the Box protections; be completely honest when asked about your history; consider pathway programs for career development; demonstrate stability and reliability.

Biggest Barriers: OIG exclusion (permanent bar for healthcare fraud, patient abuse, drug felonies); indefinite lookback for felony convictions; fingerprint checks for some positions; positions with access to confidential information or vulnerable populations face highest scrutiny.

For those who can navigate these barriers, CVMC offers stable healthcare employment in a beautiful Vermont setting with access to outdoor recreation and a supportive community hospital environment. Vermont's progressive fair chance hiring laws make this state one of the better environments for second chance job seekers in healthcare. Your rehabilitation efforts matter here—document them thoroughly and present them confidently.

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 salary databases, employment information and company policies may change without notice. Always verify current practices directly with Central Vermont Medical Center.

Inclusion in this guide does not guarantee employment. Background check laws, expungement 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 Vermont Legal Aid for specific legal advice about your situation.

Apply Now: https://uvmhealth.wd1.myworkdayjobs.com/CVMC