Quick Answer

Yes, CHI Health (part of CommonSpirit Health) hires individuals with felony convictions for certain positions. As Nebraska's largest nonprofit, faith-based healthcare system with over 9,000 employees across 14 hospitals and 130+ clinic locations in Nebraska and southwestern Iowa, CHI Health operates under a mission of compassionate care. Employment is 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), 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, Laundry, Facilities Maintenance, and administrative support roles that do not involve direct patient care or access to controlled substances. These positions offer genuine pathways to stable employment with competitive benefits including 401(k) matching.

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 federally-funded capacity.

  
  

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

  
  

• Job-Related Assessment: Must be prepared for CHI Health 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 drug test. CHI Health/CommonSpirit maintains a drug-free workplace policy. Nebraska 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. CHI Health operates primarily in Nebraska and Iowa, states with varying fair chance protections. As a federally-funded healthcare organization, CHI Health must comply with strict OIG exclusion requirements in addition to EEOC guidelines.

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, CHI Health 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

Nebraska has limited fair chance protections. The state adopted Ban the Box for public employers in 2014, but this does not apply to private employers like CHI Health. Iowa similarly has limited protections, with Ban the Box for private employers only in Waterloo (not applicable to CHI Health's Council Bluffs, Corning, or Missouri Valley locations). Under FCRA, non-conviction records are limited to 7 years, but convictions remain reportable indefinitely unless sealed or expunged.

Healthcare-Specific Considerations

Healthcare employment involves unique regulatory barriers beyond standard employment:

• OIG Exclusion List (LEIE): CHI Health 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.

  
  

• SAM Database: System for Award Management exclusion screening for federal debarment, which may affect healthcare employment eligibility.

  
  

• Professional Licensing: Clinical positions (RN, CNA, Medical Assistant) require state licensure with separate background check requirements and potential 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

CHI Health is a nonprofit, faith-based regional healthcare network operating as the Midwest Division of CommonSpirit Health. The organization traces its roots to the late 19th century, founded by Catholic religious orders including the Sisters of Mercy and Sisters of St. Francis. In 2012, Catholic Health Initiatives unified multiple facilities into a cohesive network, later rebranding as CHI Health in 2014. The 2019 merger of Catholic Health Initiatives and Dignity Health created CommonSpirit Health, the largest nonprofit Catholic health system in the United States.

Headquartered in Omaha, Nebraska, CHI Health operates 14 hospitals, 2 stand-alone behavioral health facilities, and over 130 clinic locations across Nebraska and southwestern Iowa. The organization employs over 9,000 team members and serves as the primary teaching partner for Creighton University's health sciences schools. CHI Health Creighton University Medical Center - Bergan Mercy holds Level I trauma center designation.

The organization operates under a mission to "make the healing presence of God known in our world by improving the health of the people we serve, especially those who are vulnerable, while we advance social justice for all." This faith-based mission emphasizes compassion, inclusion, and service to vulnerable populations.

Company Fast Facts

• Founded: Late 1800s (various Catholic hospital foundations); unified 2012; CHI Health brand 2014

• Headquarters: Omaha, Nebraska

• Employees: Over 9,000 in Nebraska/Iowa (12,500+ in Midwest Division)

• Facilities: 14 hospitals, 2 behavioral health facilities, 130+ clinics

• Parent Company: CommonSpirit Health (Midwest Division)

• Service Area: Nebraska, southwestern Iowa, northern Kansas

• Major Hospitals: Bergan Mercy (Omaha), St. Elizabeth (Lincoln), Good Samaritan (Kearney), Immanuel (Omaha), Lakeside (Omaha)

• Ownership: Nonprofit Catholic health system

Hiring Policy Analysis

CHI Health conducts individualized assessments as required by EEOC guidelines. As a faith-based organization emphasizing service to vulnerable populations, CHI Health balances its mission of compassion with mandatory federal compliance requirements. 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 (often with multiple department members), conditional offer, background check and drug screen authorization, and final hiring decision. Employee reports indicate the process takes approximately 1-4 weeks from application to hire.

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, ZipRecruiter, and company job postings. Actual compensation varies by location, experience, and facility.

Career Path Examples

CHI Health offers career advancement opportunities and has partnered with local CNA programs through its Career Ladder CNA Program. Tuition reimbursement and education assistance support long-term career development.

Support Services Track: Housekeeper ($14-17/hr) → EVS Lead ($17-20/hr) → EVS Supervisor ($20-25/hr) → Facilities Manager ($50K-65K/yr). Requires demonstrated reliability, leadership skills, and 2-3 years tenure at each level.

Food Services Track: Kitchen Staff ($14-16/hr) → Nutrition Assistant II ($15-22/hr) → Food Service Lead ($18-22/hr) → Food Services Supervisor ($45K-55K/yr). ServSafe certification beneficial.

Patient Care Track: Patient Transporter ($15-18/hr) → CNA (with Career Ladder program, $16-22/hr) → Patient Care Tech → RN (with nursing degree, $32-40/hr). Education assistance available through tuition reimbursement.

Background Check Process

Understanding CHI Health's background check process helps you prepare for what to expect. The organization conducts background checks and drug screens after extending conditional job offers, following CommonSpirit Health's standardized hiring procedures.

• What They Check: National criminal search covering felonies and misdemeanors; OIG/SAM Exclusion List verification (mandatory for healthcare); identity verification through SSN trace and address history; employment verification; education verification for positions requiring specific credentials; mandatory pre-employment drug screening.

  
  

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

  
  

• Timeline: The hiring process averages 1-4 weeks from application to offer based on employee reports. Background checks typically take 1-2 weeks to complete after conditional offer. Pre-employment physical screening may also be required for some positions.

  
  

• Process Flow: Application submitted → Phone screening by recruiter → Panel interview with hiring manager(s) → Conditional offer extended → Background check and drug screen authorization → Drug test completed → Background check conducted → OIG/SAM verification → Results reviewed → Pre-adverse or adverse action notice if applicable → Final hiring decision → Start date confirmed.

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; 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); offenses unrelated to healthcare duties. 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. 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.

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 EVS, Food Services, Laundry, and Facilities roles which have the lowest barriers and consistent hiring needs. Avoid clinical positions initially if your record is recent or includes relevant offenses.

   
   

3. Apply Through Official Channels: Submit applications through commonspirit.careers or chihealth.com/careers. CHI Health posts positions on Indeed, Glassdoor, and LinkedIn. Consider applying to multiple locations (Omaha, Lincoln, Kearney, Council Bluffs) to maximize opportunities.

   
   

4. Prepare for Panel Interviews: CHI Health uses panel interviews with hiring managers and department representatives. Research the organization's mission and values. Emphasize teamwork, compassion, and patient service orientation.

   
   

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

   
   

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 commitment to helping others. 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.

   
   

8. Follow Up Professionally: If you don't hear back within two weeks, follow up professionally. If you receive a pre-adverse action notice, respond promptly with rehabilitation documentation.

Tips for Applicants with Records

1. Healthcare Has Constant Hiring Needs: CHI Health operates 14 hospitals and 130+ clinics with consistent turnover in support positions. Don't be discouraged by individual rejections—positions open regularly across multiple locations.

   
   

2. Start Entry-Level, Advance Within: Many healthcare careers begin in EVS, food service, or transport. Prove reliability through attendance and performance. The Career Ladder CNA Program offers a path to clinical roles.

   
   

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. Faith-Based Mission Matters: CHI Health's Catholic heritage emphasizes compassion, service to vulnerable populations, and second chances. Align your narrative with these values—demonstrate genuine commitment to helping others.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. Nebraska does not permit recreational marijuana. Drug testing is mandatory and conducted pre-employment.

   
   

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. Support services positions operate around the clock.

   
   

8. Consider Multiple Locations: Apply to both urban facilities (Omaha, Lincoln) and rural locations (Plainview, Schuyler, Corning). Rural facilities may have less competition and greater staffing needs.

Benefits Overview

CHI Health/CommonSpirit Health offers a comprehensive benefits package for eligible employees. Benefits availability may vary by position and hours worked.

• Compensation: Competitive pay with annual performance reviews. Average hourly wage across positions is approximately $21/hr. Overtime paid at 1.5x hourly rate.

  
  

• 401(k) Retirement: 401(k) retirement savings plan with employer match up to 6%. Note: Vesting schedule applies (not immediately vested). Voluntary retirement savings plans also available.

  
  

• Health Benefits: Medical plan options including vision and prescription drug coverage. Dental through MetLife (PPO and Core options) with 100% coverage for preventive services. Coverage for employees and dependents available.

  
  

• Time Off: PTO accrues at approximately 6.7 hours per pay period (about 2 weeks annually). PTO used for holidays, vacation, and sick time. PTO rolls over each year up to a cap.

  
  

• Additional Benefits: Short-term and long-term disability coverage; life insurance; tuition reimbursement; student loan forgiveness/repayment assistance; Employee Assistance Program; wellness programs (MyWellness) including WW weight loss program; Wellbeats fitness classes; RethinkCare mindfulness program; employee discount programs through Benefithub.

Employee Perspectives

Pros: Affordable medical options, generous 401k match, tuition reimbursement, student loan assistance, PTO rollover, faith-based mission, career advancement opportunities.

Cons: 401k vesting takes several years, PTO used for holidays (no separate holiday bank), health insurance network limitations in some areas, zero PTO bank at start.

Frequently Asked Questions

1. Does CHI Health hire people with felonies?

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

   
   

2. What is the background check process at CHI Health?

   Background checks occur after conditional job offer. CHI Health uses comprehensive screening including national criminal search, OIG/SAM exclusion verification, and mandatory drug testing. The process typically takes 1-2 weeks. Applicants must consent in writing before the check is conducted.

   
   

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. 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 CHI Health?

   Healthcare fraud, patient abuse, and controlled substance felonies create permanent bars through OIG exclusion. High difficulty: violent felonies, sexual offenses, theft/fraud, drug 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 CHI Health for applicants with a record?

   Housekeeper/EVS Tech ($14-17/hr), Kitchen Staff ($14-16/hr), Nutrition Assistant ($15-22/hr), Laundry Services ($14-17/hr), and Patient Transporter ($15-18/hr). These positions have minimal patient contact, no medication access, and no licensure requirements.

   
   

6. Does CHI Health drug test, and what kind of test do they use?

   Yes, mandatory pre-employment drug screening is required for all positions. Testing is typically urine-based. Nebraska does not permit recreational marijuana—THC will disqualify you. CHI Health maintains a drug-free workplace policy.

   
   

7. When during the hiring process will CHI Health ask about criminal history?

   Nebraska's Ban the Box law applies only to public employers, not private employers like CHI Health. However, CHI Health follows EEOC best practices by conducting background checks after extending conditional job offers. Criminal history is typically reviewed during the background check phase, not during initial application.

   
   

8. Can someone advance to management at CHI Health if they have a felony?

   Yes, advancement is possible. CHI Health emphasizes internal promotion and offers tuition reimbursement. Time heals—a clean record at CHI Health for 3-5 years demonstrates reliability. Supervisory positions in support services are achievable. The Career Ladder CNA Program supports advancement into clinical roles.

   
   

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

   Employee reports indicate 1-4 weeks from application to offer. After conditional offer, background checks and drug testing take an additional 1-2 weeks. Total time averages 2-4 weeks for support positions. Some reports indicate longer processes (up to 2 months) for certain positions.

   
   

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

    Verify you're not on the OIG Exclusion List before applying. Target support services positions with lower barriers. Apply to multiple locations including rural facilities. Prepare documentation of rehabilitation. Be completely honest—dishonesty is an automatic disqualifier. Demonstrate flexibility for all shifts. Align with the faith-based mission of compassionate service.

Alternative Second Chance Employers

If CHI Health doesn't work out, consider these employers known for fair chance hiring practices in healthcare and related industries in Nebraska and Iowa:

Conclusion

CHI Health offers conditional opportunities for individuals with criminal records, particularly in support services positions such as Environmental Services, Food/Nutrition Services, Laundry, and Facilities. As Nebraska's largest nonprofit healthcare system with over 9,000 employees across 14 hospitals and 130+ clinics, the organization provides realistic pathways to stable employment with competitive benefits including 401(k) matching up to 6%, medical/dental coverage, and tuition reimbursement.

The healthcare environment presents unique regulatory challenges. OIG exclusion creates permanent bars for healthcare fraud, patient abuse, and controlled substance felonies. However, CHI Health's faith-based mission emphasizing compassion and service to vulnerable populations aligns with second chance principles for those who demonstrate genuine rehabilitation.

Key Success Factors: Verify OIG exclusion status before applying; target EVS, food service, and facilities positions; apply to multiple locations including rural facilities; be completely honest about your record; document rehabilitation thoroughly; demonstrate flexibility for varied shifts; align with the organization's mission of compassionate service.

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; Nebraska's lack of Ban the Box protections for private employers.

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 through programs like the Career Ladder CNA initiative.

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 CHI Health.

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.commonspirit.careers/chi-csh-nebraska-iowa-jobs