Quick Answer

Conditional. Cheyenne Regional Medical Center (CRMC) hires individuals with felony convictions for certain positions. As Wyoming's largest hospital with over 2,000 employees serving southeastern Wyoming, western Nebraska, and northern Colorado, CRMC operates as a non-profit community hospital and ANCC Magnet-designated facility. Employment decisions are conditional upon passing a comprehensive background check and meeting mandatory federal exclusion criteria.

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 (mandatory OIG exclusion), patient abuse or neglect (permanent disqualification from federally-funded healthcare roles), and controlled substance violations (critical concern due to medication access). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Best entry points include Environmental Services (EVS), Food and Nutrition Services, Patient Transport, and administrative support roles that do not involve direct patient care or access to controlled substances. These positions offer genuine pathways to stable employment while building a track record for advancement.

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:

• OIG Exclusion Status: Must NOT be on the OIG List of Excluded Individuals/Entities (LEIE). Check your status at exclusions.oig.hhs.gov before applying. Exclusion is a permanent bar to healthcare employment in any capacity paid by federal funds.

  
  

• No Blanket Exclusion: The company cannot automatically exclude you solely for being a felon. EEOC guidelines require individualized assessment using the Green Factors.

  
  

• Job-Related Assessment: Must be prepared for CRMC to evaluate whether your felony is related to the job duties. Healthcare positions involve patient safety and regulatory compliance.

  
  

• Physical Requirements: Many positions require standing, walking, lifting up to 50 pounds, and working various shifts including nights, weekends, and holidays.

  
  

• Drug Screen: Must pass mandatory pre-employment urine drug test conducted at CRMC Occupational Health. Results processed on-site. Wyoming does not permit recreational marijuana; THC will disqualify you.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked. Dishonesty is an automatic disqualifier and constitutes an integrity failure that healthcare employers cannot overlook.

  
  

• 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. Cheyenne Regional Medical Center operates in Wyoming and must comply with federal EEOC guidelines, OIG exclusion requirements, and state background check laws. Wyoming has limited fair chance protections, making federal regulations particularly important.

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.

FCRA Requirements

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

Wyoming has limited fair chance protections. There is no statewide Ban the Box law for private employers. The City of Cheyenne has adopted Ban the Box for public employers only, which does not directly apply to CRMC as a private non-profit. Under FCRA, non-convictions older than 7 years cannot appear on background checks. Convictions remain reportable indefinitely unless sealed or expunged. Wyoming licensing agencies cannot deny licensure based on convictions more than 20 years old for most occupations.

Healthcare-Specific Considerations

The healthcare industry involves patient safety and federal funding compliance, creating specific regulatory barriers:

• OIG Exclusion List (LEIE): CRMC is legally required to check all employees against the OIG List of Excluded Individuals/Entities. Individuals excluded due to healthcare fraud, patient abuse, or unlawful distribution of controlled substances are permanently barred from any position paid directly or indirectly by federal healthcare funds.

  
  

• Wyoming DFS Central Registry: Healthcare workers are screened against the Department of Family Services Central Registry for abuse and neglect findings.

  
  

• Professional Licensing: Clinical positions (RN, CNA, Medical Assistant) require state licensure with separate background check requirements. Many healthcare licenses have specific disqualifying offenses.

  
  

• Drug Diversion Risk: Positions with access to controlled substances face heightened scrutiny for any drug-related convictions due to diversion risk.

Company Overview

Cheyenne Regional Medical Center is a non-profit community hospital and Wyoming's largest healthcare facility. Founded in 1867 as a tent hospital by the Union Pacific Railroad to treat workers building the transcontinental railroad, CRMC has evolved into a comprehensive regional healthcare system. Headquartered in Cheyenne, Wyoming, the organization operates multiple facilities including the West Building (acute care, emergency, surgical services) and East Building (outpatient, rehabilitation, behavioral health).

The organization employs over 2,000 people with more than 170 physicians and 200 volunteers, treating over 350,000 patients annually from southeastern Wyoming, western Nebraska, and northern Colorado. CRMC is designated as an ANCC Magnet Hospital recognizing nursing excellence and holds Level II trauma center status. The hospital is the heart of the Cheyenne Regional Healthcare System, which includes the Wyoming Heart and Vascular Institute and Wyoming Cancer Institute.

CRMC operates under the mission to "inspire great health" through its I.N.S.P.I.R.E. values: Integrity, Service, Passion, Innovation, Respect, and Excellence. The organization emphasizes employee development and internal promotion opportunities.

Company Fast Facts

• Founded: 1867 (Cheyenne, Wyoming)

• Headquarters: Cheyenne, Wyoming

• Employees: Over 2,000

• Beds: 222 licensed beds

• Designation: ANCC Magnet Hospital, Level II Trauma Center

• Ownership: Non-profit community hospital (Memorial Hospital of Laramie County)

• Service Area: Southeastern Wyoming, western Nebraska, northern Colorado

• Patient Rating: 88/100 overall Medicare survey rating

Hiring Policy Analysis

Cheyenne Regional Medical Center conducts individualized assessments as required by EEOC guidelines. The organization complies with federal OIG exclusion requirements and Wyoming background check laws. As a non-profit hospital receiving Medicare and Medicaid funding, CRMC must verify all employees are not on federal exclusion lists before employment and monthly thereafter. Background checks are conducted after conditional job offers, giving applicants the opportunity to demonstrate qualifications before criminal history is reviewed.

The hiring process typically includes online application, phone screening, panel interview with multiple department members, conditional offer, background check and drug screen authorization, and final hiring decision. Employee reviews indicate the interview process takes approximately one week, with 75% of candidates rating the experience positively.

Position-Specific Barriers

Barrier levels are determined by patient contact, access to controlled substances, professional licensing requirements, and federal compliance obligations.

Available Positions and Pay

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

Career Path Examples

CRMC emphasizes internal advancement and offers education assistance programs. Many leadership positions are filled through internal promotion. Performance, reliability, and completing required training open advancement opportunities.

Support Services Track: EVS Tech ($12-15/hr) → EVS Lead ($15-18/hr) → EVS Supervisor ($18-22/hr) → Facilities Manager ($50K-65K/yr). Requires demonstrated reliability, leadership skills, and 2-3 years tenure at each level.

Food Services Track: Room Service Associate ($13-16/hr) → Food Service Worker II ($15-18/hr) → Lead Cook ($17-21/hr) → Food Services Supervisor ($45K-55K/yr). ServSafe certification beneficial for advancement.

Patient Care Track: Patient Transporter ($15-18/hr) → Patient Care Tech ($16-20/hr) → CNA (with certification, $16-22/hr) → RN (with nursing degree, $32-41/hr). Requires obtaining relevant certifications/licensure. Education assistance available.

Background Check Process

Understanding CRMC's background check process helps you prepare mentally and practically for what to expect. The organization conducts background checks after conditional job offers, giving you the opportunity to demonstrate qualifications and interview well before your criminal history is reviewed.

• What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; OIG/SAM Exclusion List verification; Wyoming DFS Central Registry; identity verification through SSN trace and address history; employment verification; education verification for positions requiring specific credentials; drug screening (mandatory urine test at Occupational Health); fingerprint-based DCI/FBI check for positions with patient contact.

  
  

• Lookback Period: Standard 7-year lookback under FCRA for non-conviction records. Convictions may be reported indefinitely unless sealed or expunged under Wyoming law. OIG exclusions are permanent for mandatory exclusion offenses. Employment verification typically extends 5-7 years.

  
  

• Timeline: The hiring process averages approximately 1-2 weeks from application to offer based on employee reports. Background checks typically take 1-2 weeks to complete after conditional offer. Fingerprint-based checks may take additional time. Some clinical positions may take longer depending on licensing verification.

  
  

• Process Flow: Application submitted → Phone screening → Panel interview conducted → Conditional offer extended → Background check and drug test authorization signed → Urine drug test at Occupational Health → Background check conducted → OIG verification → Results reviewed using individualized assessment → Final hiring decision made → Pre-adverse or adverse action notice if applicable → Start date confirmed → Orientation.

Disqualifying Factors

Automatic Disqualification (OIG Mandatory Exclusions): Healthcare fraud or Medicare/Medicaid fraud; patient abuse or neglect; felony convictions for healthcare-related fraud, theft, or financial misconduct; felony convictions for unlawful manufacture, distribution, or dispensing of controlled substances. These create permanent bars to federally-funded healthcare employment.

High Risk for Disqualification: Violent felonies (assault, battery, domestic violence) due to patient safety concerns; sexual offenses; theft or fraud convictions affecting trust in patient property/finances; any drug-related felonies for positions with medication access; recent felonies within past 3-5 years regardless of type.

Lower Risk (Case-by-Case): Non-violent property crimes over 7 years old; DUI/DWI not involving patient transport; non-recent drug possession (not distribution); white-collar crimes unrelated to healthcare. All subject to individualized assessment considering rehabilitation evidence and position requirements.

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. Reasonable time to respond and provide rehabilitation evidence.

  
  

• EEOC Protection: You have the right to an individualized assessment. Blanket exclusions based solely on criminal record are prohibited for non-OIG excluded offenses.

  
  

• Dispute Rights: You can dispute inaccurate information on background reports with the reporting agency. Check your own records beforehand through Wyoming DCI.

Application Strategy

1. Check Your OIG Status First: Before applying, verify you are NOT on the OIG Exclusion List at exclusions.oig.hhs.gov. If excluded, healthcare employment is not possible until reinstated. Do not waste time applying if you are on this list.

   
   

2. Target Support Services Positions: Focus on Environmental Services, Food & Nutrition, and Patient Transport roles which have the lowest barriers and highest volume hiring. Avoid clinical positions initially if your record is recent or includes relevant offenses.

   
   

3. Apply Through Official Channels: Submit your application through cheyenneregional.org/careers. CRMC posts positions on Indeed and Glassdoor. Check the careers page regularly as support positions are posted frequently.

   
   

4. Prepare for Panel Interviews: CRMC uses panel interviews with multiple department members. Research the organization's I.N.S.P.I.R.E. values. Emphasize teamwork, reliability, and patient service orientation.

   
   

5. Be Completely Honest: Never lie about your criminal history. Healthcare employers conduct extensive background checks. Dishonesty is an automatic disqualifier and an integrity failure that cannot be overlooked in patient care settings.

   
   

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

   
   

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

   
   

8. Follow Up Professionally: After applying, follow up with HR at [email protected] if you don't hear back within 7 business days. If you receive a pre-adverse action notice, respond promptly with rehabilitation documentation.

Tips for Applicants with Records

1. Healthcare Has Constant Hiring Needs: Hospitals operate 24/7 with consistent turnover in support positions. CRMC serves a large regional population. Don't be discouraged by individual rejections—positions open regularly.

   
   

2. Start Entry-Level, Advance Within: Many healthcare careers begin in EVS, food service, or transport. Prove reliability by showing up on time, maintaining attendance, and demonstrating patient service orientation. Education assistance programs support advancement.

   
   

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

   
   

4. Understand Healthcare Environment: Hospital work involves exposure to illness, bodily fluids, and emotional situations. Demonstrate understanding of infection control basics and professional boundaries.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. Wyoming does not permit recreational marijuana. CRMC requires urine drug screening at Occupational Health. Results are processed on-site.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and any consistent work history. Healthcare employers especially value dependability due to 24/7 operations.

   
   

7. Be Flexible on Scheduling: Willingness to work nights, weekends, holidays, and rotating shifts significantly increases your chances. Many support positions offer shift differentials for evening and night work.

   
   

8. Consider Certifications: Food handler certification, ServSafe, or basic life support (BLS) training can set you apart. Community college programs offer affordable healthcare certifications.

Benefits Overview

CRMC offers a comprehensive benefits package for full-time and part-time employees. Benefits are available upon eligibility.

• Compensation: Competitive pay with annual raises based on performance. Overtime paid at 1.5x hourly rate. Shift differentials for evening and night shifts.

  
  

• 403(b) Retirement: 403(b) retirement savings plan with 4% employer match. Helps build long-term financial security.

  
  

• Health Benefits: Three medical plan options through UMR (PPO Plus, Basic PPO, High Deductible). Dental through Delta Dental of Wyoming. Vision through VSP. Coverage available for employees and dependents.

  
  

• Time Off: 21 PTO days in first year, increasing to 26 days in second year with continued increases based on tenure. PTO used for holidays, vacation, and personal time. Option to cash out up to 80 hours PTO annually.

  
  

• Additional Benefits: Short-term and long-term disability income; term life insurance; Employee Assistance Program (EAP) through Optum for confidential support; education assistance program for career advancement; wellness program through Personify Health; employee CareFund for financial hardship assistance; tuition reimbursement; loan forgiveness eligible.

Employee Perspectives

Pros: Good benefits package, flexible scheduling in some departments, supportive coworkers, opportunities for advancement, education assistance, ANCC Magnet hospital recognition.

Cons: PTO used for holidays (no separate holiday pay), health insurance limitations for those outside Cheyenne, management varies by department, demanding pace in some areas.

Frequently Asked Questions

1. Does Cheyenne Regional Medical Center hire people with felonies?

   Yes, conditionally. CRMC conducts individualized assessments as required by EEOC guidelines. Support services positions (EVS, food service, transport) offer the best opportunities. However, individuals on the OIG Exclusion List are permanently barred from any position. Healthcare fraud, patient abuse, and controlled substance felonies create the highest barriers.

   
   

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

   Background checks occur after conditional job offer. CRMC uses comprehensive screening including national criminal search, OIG/SAM exclusion verification, Wyoming DFS Central Registry, and drug testing at Occupational Health. Some positions require fingerprint-based DCI/FBI checks. Expect the process to take 1-2 weeks.

   
   

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

   Under FCRA, non-conviction records are limited to 7 years. Convictions may be reported indefinitely unless sealed or expunged under Wyoming law. OIG exclusions are permanent for mandatory exclusion offenses. Employment verification typically covers 5-7 years.

   
   

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

   Healthcare fraud, patient abuse, and controlled substance felonies create permanent bars through OIG exclusion. High difficulty: violent felonies, sexual offenses, theft/fraud, any drug-related offenses for medication-access positions. Moderate difficulty: recent felonies (under 5 years), property crimes. Lower difficulty: non-violent offenses over 7 years old with demonstrated rehabilitation.

   
   

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

   Environmental Services Tech ($12-15/hr), Room Service Associate ($13-16/hr), Barista ($13-16/hr), Patient Transporter ($15-18/hr), and Secretary/Clerical ($14-18/hr). These positions have minimal patient contact, no medication access, and no licensure requirements—making them the most accessible entry points.

   
   

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

   Yes, mandatory pre-employment urine drug screening conducted at CRMC Occupational Health. Samples are tested on-site. Wyoming does not permit recreational marijuana—THC will disqualify you. Some employees report a second observed urine test on the first day of work.

   
   

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

   Wyoming has no statewide Ban the Box law for private employers. CRMC typically conducts background checks after extending a conditional job offer, following EEOC best practices. You may be asked about criminal history during the interview but can explain your situation after demonstrating qualifications.

   
   

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

   Yes, advancement is possible. CRMC emphasizes internal promotion and offers education assistance. Time heals—a clean record at CRMC for 3-5 years demonstrates reliability. Supervisory positions in support services (EVS, food service) are achievable. Clinical advancement requires appropriate licensure and more scrutiny.

   
   

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

   Employee reports indicate the interview process takes approximately 1 week. After conditional offer, background checks and drug testing take an additional 1-2 weeks. Total time from application to start date averages 2-3 weeks for support positions. Clinical positions may take longer due to licensing verification.

   
   

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

    Verify you're not on the OIG Exclusion List before applying. Target support services positions with lower barriers. Prepare documentation of rehabilitation (certificates, references, employment history). Be completely honest about your record—dishonesty is an automatic disqualifier. Demonstrate flexibility for shifts including nights, weekends, and holidays. Follow up professionally with HR within 7 business days.

Alternative Second Chance Employers

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

Conclusion

Cheyenne Regional Medical Center offers conditional opportunities for individuals with criminal records, particularly in support services positions such as Environmental Services, Food & Nutrition, and Patient Transport. As Wyoming's largest hospital with over 2,000 employees, the organization provides a realistic pathway to stable employment with competitive benefits including 403(b) with employer match, 21+ PTO days, and comprehensive health coverage.

The healthcare environment presents unique regulatory challenges. OIG exclusion creates permanent bars for healthcare fraud, patient abuse, and controlled substance felonies. However, for those not on federal exclusion lists, support services positions offer genuine opportunities with lower barriers than clinical roles.

Key Success Factors: Verify OIG exclusion status before applying; target EVS, food service, and transport positions; be completely honest about your record; document rehabilitation thoroughly; demonstrate flexibility for varied shifts; follow up professionally.

Biggest Barriers: OIG mandatory exclusions (permanent bar for healthcare fraud, patient abuse, controlled substance felonies); recent violent or drug-related offenses; positions requiring professional licensure or controlled substance access.

Healthcare offers stable employment with benefits and advancement opportunities. Success requires targeting appropriate positions, honest communication, and patience with the screening process. Many successful healthcare careers begin in support services—start there, prove reliability, and advancement becomes possible.

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 Cheyenne Regional Medical Center.

Inclusion in this guide does not guarantee employment. OIG exclusion status, background check laws, expungement procedures, and fair chance hiring requirements vary and should be confirmed with legal professionals. Healthcare employment involves additional regulatory requirements beyond standard employment. Consult with an employment attorney or legal aid organization for specific legal advice about your situation.

Apply Now: 

https://www.cheyenneregional.org/careers/