Quick Answer

Yes, Charleston Area Medical Center (CAMC), part of Vandalia Health, hires individuals with felony convictions for certain positions. As West Virginia's largest hospital system with nearly 8,000 employees across multiple facilities, CAMC operates under federal OIG exclusion requirements and conducts comprehensive background checks on all prospective employees.

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.

The greatest barriers are created by felonies related to healthcare fraud or patient abuse (mandatory OIG exclusion), controlled substance offenses (federal exclusion for drug-related felonies), and violent crimes or theft (heightened scrutiny in patient-care environments). The OIG List of Excluded Individuals/Entities (LEIE) creates a permanent legal bar for certain healthcare-related convictions.

Best opportunities exist in Environmental Services (EVS), Food Services, Laundry, and Facilities Maintenance positions that involve minimal direct patient contact and no access to controlled substances. An offer of employment is extended only when the background check, physical examination, and drug screen have been successfully completed.

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. Exclusion for healthcare fraud or patient abuse is a permanent bar to healthcare employment.

  
  

• No Blanket Exclusion: CAMC is not allowed to automatically exclude you solely for having a felony conviction. EEOC guidelines require individualized assessment based on the Green Factors.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test. CAMC maintains a drug-free workplace policy. Testing is typically a urine screening panel.

  
  

• Physical Examination: Must pass a pre-employment physical examination to verify you can perform essential job functions safely.

  
  

• 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.

  
  

• Time-Sensitive Response: Background check authorization is sent via email/text and is time-sensitive. Respond immediately to avoid delays in the hiring process.

Critical Regulatory Information

Understanding the legal landscape for criminal records in healthcare employment is essential for Second Chance applicants. CAMC operates primarily in West Virginia, which has limited fair chance protections compared to other states. However, federal EEOC guidelines apply nationwide, and healthcare-specific 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. Blanket policies excluding all felons are prohibited under EEOC guidance.

FCRA Requirements

If a third party conducts the background check (CAMC uses JDP) and a job offer is denied based on the report, CAMC 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

West Virginia has limited fair chance protections. The state has ban-the-box only for public sector employers, not private employers like CAMC. West Virginia has no statutory limit on criminal record lookback periods for employment purposes. However, the state's Second Chance for Employment Act allows certain nonviolent felony convictions to be reduced to misdemeanor status after 10 years, and recent legislation enables expungement of certain convictions. Applicants should check expungement eligibility with a West Virginia attorney.

Healthcare-Specific Considerations

Healthcare employment involves critical regulatory requirements that create unique barriers. The OIG List of Excluded Individuals/Entities (LEIE) is a mandatory check for all healthcare employers. Mandatory exclusions apply to convictions for: Medicare/Medicaid fraud; patient abuse or neglect; healthcare-related theft or financial misconduct; and felony controlled substance offenses. Organizations hiring excluded individuals face civil monetary penalties up to $10,000 per item/service plus damages. CAMC is legally required to check all workers against the LEIE before hiring and monthly thereafter. Individuals on the exclusion list are permanently barred from any position in healthcare that involves federal program billing, regardless of role.

Company Overview

Charleston Area Medical Center (CAMC) is West Virginia's largest hospital system and the flagship facility of Vandalia Health, formed through the 2022 merger of CAMC and Mon Health System. CAMC is a nonprofit, 956-bed regional referral center headquartered in Charleston, West Virginia, serving as the primary medical safety net provider for central and southern West Virginia. The health system employs nearly 8,000 people, making it the second-largest private employer in West Virginia.

CAMC operates multiple hospital campuses including CAMC General Hospital, CAMC Memorial Hospital, CAMC Women and Children's Hospital, and CAMC Teays Valley Hospital. The system includes the only Level I Trauma Center in the region, one of the largest heart programs in the United States, the only kidney transplant center in West Virginia, and the only freestanding children's hospital in the state. CAMC has been a teaching hospital for nearly 50 years through the CAMC Institute for Academic Medicine.

Company Fast Facts

• Founded: 1972 (current form); predecessor hospitals dating to 1888

• Headquarters: Charleston, West Virginia

• Employees: Nearly 8,000 across CAMC facilities

• Parent Organization: Vandalia Health (includes Mon Health System)

• Beds: 956 licensed beds

• Physicians: More than 700 with admitting privileges

• Status: Nonprofit 501(c)(3)

• CEO: Glenn Crotty (CAMC President & CEO); David L. Ramsey (Vandalia Health CEO)

• Recognition: Malcolm Baldrige National Quality Award (2015); Forbes Best-In-State Employer (2019-2025)

Hiring Policy Analysis

CAMC conducts individualized assessments as required by EEOC guidelines for applicants with criminal records. The company has been recognized by Forbes Magazine as one of America's Best-In-State Employers for seven consecutive years (2019-2025), suggesting a commitment to workforce development. Background checks are conducted after a conditional offer of employment is extended, giving applicants the opportunity to demonstrate qualifications before criminal history is considered. However, as a healthcare provider, CAMC faces unique regulatory constraints that limit hiring flexibility for certain convictions.

Position-Specific Barriers

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

Available Positions and Pay

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

Career Path Examples

CAMC emphasizes internal advancement and offers educational assistance programs. Many leadership positions are filled through internal promotion.

Environmental Services Track: EVS Tech 1 ($11-13/hr) → EVS Tech 2 ($13-15/hr) → EVS Lead ($15-18/hr) → EVS Supervisor ($40K-50K/yr). Advancement through demonstrated reliability and attendance.

Food Services Track: Dietary Tech ($11-14/hr) → Dietary Cook ($13-16/hr) → Lead Cook ($15-18/hr) → Food Service Supervisor ($42K-55K/yr). Culinary certification aids advancement.

Supply Chain Track: Supply Chain Tech 1 ($13-15/hr) → Supply Chain Tech 2 ($15-18/hr) → Material Handler Lead ($17-20/hr) → Supply Chain Supervisor ($45K-60K/yr). Inventory management experience valuable.

Background Check Process

Understanding CAMC's background check process helps you prepare mentally and practically for what to expect. The company conducts background checks after extending a conditional offer of employment, which means you'll have the opportunity to demonstrate your qualifications first.

• What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; OIG/SAM exclusion list verification (mandatory for healthcare); identity verification through SSN trace and address history; employment history verification; education verification for positions requiring credentials; drug screening (mandatory for all positions); physical examination.

  
  

• Lookback Period: Standard 7-year criminal lookback for most convictions. West Virginia has no statutory limit on lookback periods. OIG exclusions are permanent or long-term depending on offense type. Employment verification typically extends 5-7 years.

  
  

• Timeline: The hiring process typically takes 2-4 weeks from application to hire based on employee reports. Background checks usually complete within 1-2 weeks after authorization. Drug screening and physical results typically return within 3-5 days.

  
  

• Process Flow: Application submitted → Phone screening → Interview(s) conducted → Conditional offer extended → Background check authorization sent (time-sensitive) → Drug test and physical scheduled → Background check conducted by JDP → OIG/SAM exclusion verified → Results reviewed using individualized assessment → Final hiring decision → Pre-adverse or adverse action notice if applicable → Start date confirmed → Orientation.

Disqualifying Factors

Automatic Disqualification: OIG exclusion status (healthcare fraud, patient abuse, drug-related felonies); failing mandatory drug screen; failing to complete background authorization timely; dishonesty about criminal history.

High Risk for Disqualification: Violent felonies (especially recent); sexual offenses; theft/fraud (especially for positions with financial access); drug offenses (especially for positions near controlled substances); crimes against vulnerable populations.

Lower Risk (Case-by-Case): Old non-violent felonies (7+ years); property crimes unrelated to job duties; DUI/traffic offenses (unless driving required); misdemeanors. All subject to individualized assessment considering rehabilitation evidence.

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 have reasonable time to respond.

  
  

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

  
  

• Dispute Rights: You can dispute inaccurate information on background reports with the reporting agency (JDP). Check your own records beforehand to identify potential errors.

Application Strategy

1. Check OIG Status First: Before applying to any healthcare position, verify you are NOT on the OIG List of Excluded Individuals/Entities at exclusions.oig.hhs.gov. If you are excluded, you cannot work in any healthcare role involving federal program billing.

   
   

2. Target Support Services Positions: Focus on Environmental Services (EVS), Dietary/Food Services, Laundry, and Facilities Maintenance positions. These roles have the lowest barriers and highest hiring volume. Avoid clinical positions initially if your record is recent or includes relevant offenses.

   
   

3. Apply Through Official Channels: Submit your application through CAMC's career portal at css-camc-prd.inforcloudsuite.com. Check the careers page regularly as support service positions are posted frequently. Consider applying to multiple CAMC locations to maximize opportunities.

   
   

4. Respond Immediately to Authorization: Background check authorization is sent via email/text and is time-sensitive. Complete it immediately upon receipt to avoid delays. Prepare for drug screen and physical examination scheduling.

   
   

5. Be Completely Honest: Never lie about your criminal history. Dishonesty is an automatic disqualifier and can result in termination even after hire if discovered later. Wait until asked or until the appropriate stage to discuss your record.

   
   

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. Focus on rehabilitation, personal growth, and stability. Keep it concise (30-60 seconds).

   
   

7. Document Rehabilitation: Gather evidence of positive changes since your conviction: completion of treatment programs, educational certificates, vocational training, stable housing, employment history, community involvement, and references from employers, probation officers, or community members.

   
   

8. Check Expungement Eligibility: Research whether your offense qualifies for expungement under West Virginia law (W.Va. Code 61-11-26). The Second Chance for Employment Act allows certain nonviolent felonies to be reduced to misdemeanor status after 10 years. Contact a West Virginia attorney or legal aid for assistance.

Tips for Applicants with Records

1. Healthcare Has Constant Hiring Needs: CAMC operates nearly 1,000 beds across multiple facilities with 24/7 operations. Support service positions have consistent turnover. Don't be discouraged by individual rejections—keep applying to different positions and locations.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at CAMC begin in EVS or Dietary positions. Prove reliability through perfect attendance and strong performance. Educational assistance programs provide pathways to higher-paying positions.

   
   

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

   
   

4. Understand Healthcare Regulations: Healthcare environments have unique requirements including HIPAA privacy rules, infection control protocols, and patient safety standards. Demonstrate understanding of these requirements in your interview.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. CAMC requires mandatory drug screening for all positions. West Virginia is not a recreational marijuana state, and THC will disqualify you.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and any consistent work history—even informal work shows you can be counted on. Healthcare employers especially value punctuality and dependability.

   
   

7. Be Flexible on Scheduling: Willingness to work nights, weekends, and holidays increases your chances significantly. Hospitals operate 24/7, and many positions offer shift differentials for less desirable hours.

8. Network Through Reentry Programs: Connect with West Virginia reentry programs and workforce development agencies. Employee referrals often receive priority consideration. LinkedIn can help you connect with current CAMC employees.

Benefits Overview

CAMC offers a comprehensive benefits package for eligible employees. Benefits eligibility typically begins after a waiting period based on position type.

• Compensation: Competitive pay ranges regularly updated to reflect market trends. Shift differential and overtime pay available for eligible positions. Annual raises typically around 3%.

  
  

• 401(k) and Retirement: 401(k) plan with automatic enrollment at 4% of eligible pay. Multiple investment fund options available. Company contribution details vary by position.

  
  

• Health Benefits: Two medical plan options: High Deductible Health Plan (HDHP) with lower premiums or PPO plan with lower deductibles. Three-tier provider network (CAMC preferred, Highmark, non-network). Prescription drug benefits included. Dental coverage through Delta Dental with PPO network. Vision coverage through EyeMed.

  
  

• Life and Disability: Company-provided term life insurance equal to one times annual salary (up to $50,000) at no cost. Additional voluntary life insurance available up to 10x salary (max $500,000). Short-term and long-term disability through Lincoln Financial Group.

  
  

• Time Off: Paid time off program. Holiday pay for eligible positions. Sick leave available.

  
  

• Additional Benefits: Health Savings Account (HSA) for HDHP participants. Flexible Spending Accounts for medical and dependent care. Employee Assistance Program. Employee wellness program. Fitness classes. Educational assistance for career advancement. Accidental death and dismemberment insurance.

Employee Perspectives

Pros: Good benefits package; job security; opportunity to help community; teaching hospital environment; career advancement opportunities; Forbes Best-In-State Employer recognition.

Cons: Pay reported lower than competitors; busy and hectic work environment; department-dependent experience; limited paid time off reported by some employees.

Frequently Asked Questions

1. Does Charleston Area Medical Center hire people with felonies?

   Yes, CAMC can hire individuals with felony convictions for certain positions, but significant barriers exist due to healthcare regulations. The OIG exclusion list creates a permanent bar for healthcare fraud, patient abuse, and controlled substance felonies. For non-excluded applicants, CAMC conducts individualized assessments as required by EEOC guidelines. Best opportunities exist in support services (EVS, Dietary, Laundry, Facilities) with minimal patient contact. Clinical and patient-care positions face the highest barriers due to licensing requirements and direct patient contact.

   
   

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

   CAMC conducts comprehensive background checks through JDP after extending a conditional offer. The process includes criminal history (county, state, federal), OIG/SAM exclusion verification, employment verification, education verification, SSN trace, and address history. Authorization is sent via email/text and is time-sensitive. Mandatory drug screening and physical examination are also required. The entire process typically takes 2-4 weeks from application to hire.

   
   

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

   Standard criminal lookback is 7 years for most convictions. However, West Virginia has no statutory limit on lookback periods, and serious offenses may be considered regardless of age. OIG exclusions are permanent or long-term depending on offense type. Employment verification typically extends 5-7 years. Certain healthcare-specific offenses may be considered indefinitely due to federal regulations.

   
   

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

   Automatic disqualifiers include: OIG exclusion status, failing drug screen, and dishonesty. High-risk convictions include: healthcare fraud (mandatory OIG exclusion); patient abuse or neglect (mandatory OIG exclusion); controlled substance felonies (mandatory OIG exclusion); violent felonies; sexual offenses; theft/fraud (especially for financial positions). Lower-risk convictions include: old non-violent felonies (7+ years), property crimes unrelated to job duties, DUI/traffic (unless driving required), and misdemeanors.

   
   

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

   The best entry points are: Environmental Services Tech/Housekeeper ($11-14/hr) with minimal patient contact and high hiring volume; Dietary Tech/Food Service Worker ($11-15/hr) preparing and serving meals; Dietary Cashier ($11-14/hr) in cafeteria settings; Laundry Services ($11-14/hr) processing hospital linens; and Grounds/Facilities Maintenance ($12-16/hr). These positions offer pathways to advancement through demonstrated reliability.

   
   

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

   Yes, CAMC requires mandatory drug screening for all positions as part of the pre-employment process. Testing is typically a urine panel screening for common substances. CAMC maintains a drug-free workplace policy. West Virginia is not a recreational marijuana state, and THC will disqualify applicants. Testing occurs after conditional offer and must be completed along with the physical examination before final hiring.

   
   

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

   CAMC conducts background checks after extending a conditional offer of employment, giving applicants the opportunity to demonstrate qualifications first. West Virginia does not have a private-sector ban-the-box law, but CAMC's practice aligns with fair chance hiring principles. Criminal history is reviewed as part of the comprehensive background check conducted by JDP after the conditional offer stage.

   
   

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

   Advancement is possible but faces increased scrutiny. CAMC emphasizes internal promotion and offers educational assistance programs. Support services positions (EVS, Dietary, Supply Chain) offer clearer advancement paths to supervisory roles. Management positions with financial responsibility, patient access, or clinical oversight face higher barriers. Demonstrated reliability, strong performance, and additional time since conviction improve advancement opportunities. Document your rehabilitation and internal performance record.

   
   

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

   The complete process typically takes 2-4 weeks from application to start date. Background checks usually complete within 1-2 weeks after authorization is received. Drug screening and physical examination results typically return within 3-5 days. Delays can occur if background check authorization is not completed promptly (time-sensitive), if records require additional verification, or if there are scheduling issues with drug test/physical. Respond immediately to all requests to minimize delays.

   
   

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

    Key strategies include:

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

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

    (3) Respond immediately to all authorization requests;

    (4) Be completely honest about your criminal history;

    (5) Prepare a brief rehabilitation narrative (30-60 seconds);

    (6) Gather documentation of positive changes (certificates, references, stable housing);

    (7) Check expungement eligibility under West Virginia law;

    (8) Be flexible on scheduling including nights and weekends;

    (9) Run your own background check first to identify errors;

    (10) Connect with reentry programs for support and referrals.

Alternative Second Chance Employers

If Charleston Area Medical Center doesn't work out, consider these employers known for fair chance hiring practices in healthcare and related industries:

Conclusion

Charleston Area Medical Center offers limited but genuine opportunities for individuals with criminal records, particularly in support services positions such as Environmental Services, Dietary, Laundry, and Facilities Maintenance. As West Virginia's largest hospital system with nearly 8,000 employees, the organization provides a pathway to stable employment with comprehensive benefits for those who can clear the regulatory hurdles unique to healthcare employment.

The work environment is demanding—hospitals operate 24/7 with high patient volumes and strict regulatory requirements. However, CAMC has been recognized by Forbes as one of America's Best-In-State Employers for seven consecutive years, suggesting commitment to workforce development. The benefits package includes medical, dental, vision, 401(k) with automatic enrollment, life insurance, and educational assistance programs that provide pathways to career advancement.

Key Success Factors: Verify OIG status before applying; target support services positions; respond immediately to all authorization requests; be completely honest about your record; prepare rehabilitation documentation; be flexible on scheduling; demonstrate reliability and professionalism throughout the process.

Biggest Barriers: OIG exclusion (permanent bar for healthcare fraud, patient abuse, drug felonies); mandatory drug screening; comprehensive background checks; West Virginia's limited fair chance protections; clinical positions requiring licensure.

For those who can navigate these barriers, CAMC offers the stability of healthcare employment in a mission-driven organization serving West Virginia communities. Start in support services, prove your reliability, and leverage educational assistance programs to build a sustainable career. Your past does not have to define your future—with honesty, preparation, and persistence, second chances are possible in healthcare.

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 (PayScale, ZipRecruiter), employment information and company policies may change without notice. Always verify current practices directly with Charleston Area 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 legal aid organization for specific legal advice about your situation.

Apply Now: https://www.camc.org/careers