Quick Answer

Yes, Christiana Care Health System does hire individuals with felony convictions for certain positions. As one of the largest healthcare systems in the Mid-Atlantic region with approximately 14,000+ employees across Delaware and parts of Maryland, Pennsylvania, and New Jersey, Christiana Care offers opportunities for Second Chance applicants. However, employment is highly conditional and strictly governed by mandatory federal and state healthcare regulations designed to protect vulnerable patients and guard against fraud. Employment decisions are conditional upon passing a background check, OIG exclusion screening, and drug test, and are subject to EEOC guidelines and healthcare-specific regulations.

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. However, healthcare-specific regulations (OIG exclusions) create absolute barriers for certain convictions.

The greatest barriers are created by felonies related to patient abuse, neglect, or sexual misconduct (mandatory federal exclusion), healthcare fraud or Medicare/Medicaid fraud (OIG exclusion), and felony controlled substance offenses (mandatory exclusion from federal healthcare programs). Recent offenses within the past 5-10 years face the highest scrutiny regardless of type.

Entry-level Environmental Services, Food Services, and non-clinical support positions offer the most accessible opportunities for Second Chance applicants due to fewer regulatory barriers compared to direct patient care roles.

Table of Content

1. Quick Answer

2. Felon-Friendly Scorecard

3. Eligibility Checklist

4. Critical Regulatory Information

5. Company Overview

6. Hiring Policy Analysis

7. Background Check Process

8. Application Strategy

9. Tips for Applicants with Records

10. Benefits Overview

11. Frequently Asked Questions

12. Alternative Second Chance Employers

13. Conclusion

14. Disclaimer

Felon-Friendly Scorecard

Eligibility Checklist

Before applying, honestly assess whether you meet these baseline requirements:

• OIG Exclusion Status: Must NOT be currently excluded from federal healthcare programs. Check your status at exclusions.oig.hhs.gov. This is an absolute barrier with no exceptions.

  
  

• No Patient Abuse History: Must NOT have a substantiated finding of neglect, abuse, or misappropriation of property on any state or federal registry.

  
  

• No Blanket Exclusion: Must be aware that the company is not allowed to automatically exclude you solely for being a felon. EEOC guidelines require individualized assessment for non-OIG-excluded applicants.

  
  

• Physical Requirements: Must be able to perform physically demanding work including standing for extended periods, lifting up to 50 lbs, and working in a healthcare environment with strict sanitation protocols.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test. Christiana Care maintains a strict Drug-Free Workplace policy. Failed tests are automatic disqualifiers.

  
  

• 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.

Critical Regulatory Information

Healthcare employment involves significant federal and state regulatory oversight that directly impacts hiring decisions. Christiana Care must comply with OIG exclusion requirements, HIPAA regulations, and Delaware state healthcare licensing laws. Understanding these protections and restrictions is essential for Second Chance applicants.

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, Christiana Care must comply with the Fair Credit Reporting Act (FCRA) adverse action procedures:

(1) Provide pre-adverse action notice with a copy of the report and summary of FCRA rights;

(2) Allow reasonable time (typically 5 business days) to dispute inaccuracies;

(3) Provide final adverse action notice if decision stands after review.

State-Specific Considerations

Delaware's Ban-the-Box law applies to public employers, prohibiting criminal history inquiries on initial applications. While Christiana Care is a private employer, it follows similar fair chance principles. Delaware state law restricts private employer consideration of felony convictions to ten years from the completion of sentence, and five years for misdemeanors. This provides some protection for applicants with older convictions.

Healthcare-Specific Considerations

All Christiana Care employees must be screened against the OIG List of Excluded Individuals/Entities (LEIE) and the GSA System for Award Management (SAM). Under 42 USC § 1320a-7, individuals convicted of certain felonies (program-related crimes, patient abuse, felony healthcare fraud, felony controlled substance crimes) must be excluded from working in positions funded by federal healthcare programs. This is a mandatory exclusion with no exceptions. Additionally, positions involving access to controlled substances may require DEA clearance screening.

Company Overview

Christiana Care Health System is one of the largest healthcare providers in the Mid-Atlantic region, serving Delaware and portions of Maryland, Pennsylvania, and New Jersey. The not-for-profit health system operates Christiana Hospital (one of the largest hospitals in the region), Wilmington Hospital, and numerous outpatient facilities. Christiana Care employs approximately 14,000+ workers and is consistently ranked among the best employers in Delaware.

Christiana Care is known for its commitment to community health and has received recognition for workplace diversity and employee satisfaction. The organization emphasizes its core values of Love and Excellence in patient care and is a major academic medical center affiliated with medical schools and residency programs.

Company Fast Facts

• Founded: 1888 (Wilmington, Delaware)

• Headquarters: Wilmington, Delaware

• Employees: ~14,000+

• Industry: Healthcare / Hospital System

• Operations: Delaware, Maryland, Pennsylvania, New Jersey

• Structure: Not-for-profit health system

• Major Facilities: Christiana Hospital, Wilmington Hospital, numerous outpatient centers

• Recognition: Top employer in Delaware; Magnet designation for nursing excellence

Hiring Policy Analysis

Christiana Care employs a Fair Chance hiring philosophy that aligns with EEOC guidelines while complying with mandatory healthcare regulations. The organization evaluates applicants with criminal records through an individualized assessment process rather than blanket exclusions. However, federal OIG exclusion requirements create absolute barriers for certain healthcare-related convictions. For non-excluded applicants, Christiana Care weighs the nature and gravity of the offense, time elapsed since conviction, and relationship between the offense and job duties.

Factors considered in hiring decisions include: Nature and Gravity of the Offense (crimes involving violence or patient abuse are extremely high risk); Time Elapsed (older convictions viewed more favorably; Delaware's 10-year lookback provides guidance); Job Relevance (direct connection between crime and job duties); and Evidence of Rehabilitation (documentation showing stability, education, training, or consistent post-conviction employment).

Position-Specific Barriers

Barrier levels are determined by patient contact, access to medications/controlled substances, data access, and federal regulatory requirements.

Available Positions and Pay

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

Career Path Examples

Christiana Care emphasizes internal advancement and offers tuition assistance programs to help employees develop their careers.

Environmental Services Track: EVS Aide ($15-$19/hr) → Lead EVS ($18-$22/hr) → EVS Supervisor ($22-$28/hr) → EVS Manager. Advancement requires demonstrated reliability and leadership skills.

Administrative Track: Administrative Clerk ($16-$21/hr) → Senior Admin ($20-$26/hr) → Office Coordinator ($24-$32/hr) → Department Administrator. Tuition assistance available for degree completion.

Clinical Support Track: Patient Transporter ($15-$19/hr) → Patient Care Tech ($16-$22/hr) → CNA certification → Licensed roles with additional education. Note: Clinical advancement requires clean record for licensure.

Background Check Process

Understanding Christiana Care's background check process helps you prepare mentally and practically for what to expect. The organization conducts background checks after extending a conditional job offer, which means you'll have the opportunity to interview and demonstrate your qualifications before your criminal history is reviewed.

What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; OIG List of Excluded Individuals/Entities (LEIE) screening; GSA System for Award Management (SAM) screening; National Sex Offender Registry; identity verification; employment history verification; professional license verification (for licensed positions); drug screening (mandatory for all positions).

Lookback Period: Delaware law generally restricts consideration of felony convictions to 10 years from sentence completion and 5 years for misdemeanors. However, OIG exclusions have no time limit—current exclusion status disqualifies regardless of when the underlying offense occurred. Serious offenses (patient abuse, healthcare fraud) may be considered beyond standard lookback.

Timeline: Background checks typically take 1-2 weeks to complete after conditional offer. The entire hiring process from application to start date generally ranges from 2-4 weeks depending on position and background check complexity. OIG/SAM screening is continuous—employees are rescreened periodically.

Process Flow: Application submitted → Interview conducted → Conditional offer extended → Background check and drug test authorization signed → OIG/LEIE exclusion screening → Criminal background check → Results reviewed using individualized assessment → Final hiring decision made → Pre-adverse or adverse action notice if applicable → Start date confirmed.

Disqualifying Factors

High Risk for Disqualification: Patient abuse, neglect, or exploitation (mandatory exclusion); healthcare fraud or Medicare/Medicaid fraud (OIG exclusion); felony controlled substance convictions (mandatory exclusion); sexual offenses (patient safety); violent crimes including assault and battery; theft, embezzlement, or fraud involving healthcare programs.

Lower Risk (Case-by-Case): Non-violent property crimes older than 10 years; drug possession (non-distribution) with demonstrated recovery; DUI without injury (depending on position); minor offenses unrelated to healthcare, integrity, or patient safety. 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 5 business days to respond with mitigating information.

  
  

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

  
  

• 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 you are excluded, you cannot be employed at Christiana Care in any capacity until reinstated.

   
   

2. Target Support Roles: Focus on Environmental Services, Food Services, Sterile Processing, and non-clinical administrative positions which have the lowest regulatory barriers. Avoid clinical roles, pharmacy positions, and financial positions initially if your record is recent or includes relevant offenses.

   
   

3. Apply Online: Submit your application through Christiana Care's careers website. The organization also participates in community job fairs and partners with workforce development organizations.

   
   

4. Prepare for the Interview: Be ready to discuss your work ethic, reliability, and ability to follow strict healthcare protocols. Emphasize stability, commitment to patient safety, and willingness to learn.

5. Be Completely Honest: Never lie about your criminal history. Dishonesty is an automatic disqualifier and can result in termination 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. Keep it concise (30-60 seconds).

   
   

7. Document Rehabilitation: Gather evidence of positive changes: completion of treatment programs, educational certificates, vocational training, stable housing, community involvement, and references. Use the 5-day response period to submit compelling evidence.

   
   

8. Pass the Drug Test: If you have substance issues, address them completely before applying. Christiana Care requires pre-employment drug testing for ALL positions. Failed tests are automatic disqualifiers.

Tips for Applicants with Records

1. Healthcare Has Constant Hiring Needs: Healthcare has significant turnover in support roles. Christiana Care is constantly hiring for Environmental Services and Food Services positions. Don't be discouraged by individual rejections—keep applying.

   
   

2. Start Entry-Level, Advance Within: Many successful careers begin in Environmental Services and Food Services positions. Prove reliability by showing up on time and working hard. Christiana Care's tuition assistance can help you advance into 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. Also check your OIG status at exclusions.oig.hhs.gov. Dispute any errors in advance.

   
   

4. Healthcare-Specific Preparation: Healthcare environments require strict adherence to protocols. Demonstrate understanding of infection control, patient privacy (HIPAA), and safety procedures. Consider obtaining certifications like ServSafe or basic healthcare training.

   
   

5. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and consistent work history. Healthcare employers especially value attendance and dependability.

   
   

6. Be Flexible on Shifts: Willingness to work nights, weekends, and holidays increases your chances significantly. Hospitals operate 24/7 and always need workers for off-peak shifts. Shift differentials provide extra pay.

   
   

7. Check Delaware Expungement Options: Delaware allows expungement of certain offenses. Contact the Delaware Public Defender's office or legal aid for eligibility assessment. Expunged records generally cannot be reported.

   
   

8. Network Through Current Employees: Current Christiana Care employees can provide referrals. Employee referral programs can help your application stand out.

Benefits Overview

Christiana Care offers a competitive benefits package, even for entry-level positions.

Compensation: Entry-level support positions start $14-$19/hr depending on role. Annual raises and shift differentials for nights/weekends are standard.

401(k) and Retirement: 403(b) retirement plan with employer matching. Pension benefits may be available for eligible employees.

Health Benefits: Comprehensive medical, dental, and vision coverage. Multiple plan options available. Employees can use Christiana Care facilities for their own care.

Time Off: Paid time off bank for vacation, personal, and sick time. Paid holidays. Paid family leave available.

Education Benefits: Tuition assistance for job-related education. Career development programs and internal training opportunities.

Employee Perspectives

Pros: Good health insurance; tuition assistance; job security; mission-driven work; career advancement opportunities; diverse workplace.

Cons: Fast-paced hospital environment; staffing shortages in some departments; physically demanding work; strict compliance requirements.

Frequently Asked Questions

1. Does Christiana Care hire people with felonies?

   Yes, Christiana Care does hire people with felony convictions for certain positions, evaluated on a case-by-case basis. As an employer complying with EEOC guidelines, Christiana Care conducts individualized assessments. However, federal OIG exclusion regulations prohibit employing anyone currently excluded from federal healthcare programs—this applies regardless of the employer's willingness to hire. Best opportunities are in Environmental Services, Food Services, and non-clinical support roles. Non-violent offenses older than 10 years with demonstrated rehabilitation have the best chances.

   
   

2. What is the background check process at Christiana Care?

   Christiana Care conducts comprehensive background checks after extending a conditional job offer. The process includes criminal history verification (county, state, federal), identity verification, OIG/LEIE exclusion list screening, National Sex Offender Registry check, employment verification, and professional license verification for licensed positions. You must provide written consent before the check begins. If adverse information is found, FCRA procedures apply—you'll receive a pre-adverse action notice with 5 business days to respond before a final decision.

   
   

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

   Delaware state law generally restricts private employer consideration of felony convictions to 10 years from sentence completion and 5 years for misdemeanors. However, OIG exclusion status has no time limit—if you're currently excluded from federal healthcare programs, you cannot be hired regardless of when the underlying offense occurred. Serious violent felonies, patient abuse, or healthcare fraud may be considered beyond the standard lookback for patient-facing positions.

   
   

4. What types of convictions make hiring more difficult at Christiana Care?

   The most challenging convictions include:

   (1) Any offense resulting in OIG exclusion (healthcare fraud, patient abuse, felony controlled substance convictions)—these are disqualifying for all positions;

   (2) Patient abuse, neglect, or sexual misconduct—mandatory exclusion;

   (3) Violence, assault, or crimes against persons—patient safety concerns;

   (4) Theft, fraud, or embezzlement—integrity concerns;

   (5) Drug trafficking or distribution—proximity to medications. Recent convictions (within 5 years) face highest scrutiny regardless of type.

   
   

5. What are the best entry-level roles at Christiana Care for applicants with a record?

   The best entry-level positions are: Environmental Services Aide ($15-$19/hr)—hospital cleaning with high volume hiring; Food Service Worker ($14-$18/hr)—cafeteria operations; Sterile Processing Technician ($16-$22/hr)—equipment sterilization with limited patient contact; Administrative Clerk ($16-$21/hr)—clerical support. These roles have lower regulatory barriers and consistent hiring needs. Avoid clinical, pharmacy, and financial positions initially if your record includes relevant offenses.

   
   

6. Does Christiana Care drug test, and what kind of test do they use?

   Yes, Christiana Care requires pre-employment drug testing for ALL positions without exception. They maintain a strict Drug-Free Workplace policy. Testing is typically urine-based and must be completed within a specified timeframe after accepting a conditional offer. A failed drug test is an automatic disqualifier with no opportunity for retest. If you have substance issues, address them completely before applying.

   
   

7. When during the hiring process will Christiana Care ask about criminal history?

   Christiana Care asks about criminal history AFTER extending a conditional job offer. The initial application does not typically include criminal history questions in compliance with fair chance hiring principles. You'll interview and demonstrate your qualifications before your background is reviewed. This gives you the opportunity to make a positive impression based on your skills and experience before your record is considered. Never volunteer criminal history information before asked.

   
   

8. Can someone advance to management at Christiana Care if they have a felony?

   Yes, advancement to management is possible with a felony conviction, though it involves increased scrutiny. Non-clinical management roles (EVS Supervisor, Food Service Manager) are more accessible than clinical leadership positions. Demonstrate a strong track record of reliability over 2-3 years, pursue relevant training, and develop relationships with supervisors who can advocate for your advancement. Management roles with financial or patient care oversight face stricter requirements.

   
   

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

   Background checks typically take 1-2 weeks after you sign the authorization form. The entire hiring process from application to start date generally ranges from 2-4 weeks. Factors affecting timeline include position type (clinical roles take longer due to license verification), volume of applications, and complexity of your background check. If you receive a pre-adverse action notice, you have 5 business days to respond—use this time to submit rehabilitation documentation.

   
   

10. What can applicants do to improve their chances of getting hired at Christiana Care?

    Key strategies:

    (1) Check your OIG status first at exclusions.oig.hhs.gov;

    (2) Target entry-level support positions (EVS, Food Service);

    (3) Be completely honest—dishonesty is an automatic disqualifier;

    (4) Prepare a brief, professional narrative about rehabilitation;

    (5) Gather documentation (certificates, references, treatment completion);

    (6) Pass the drug test—address any substance issues beforehand;

    (7) Show flexibility on shifts (nights, weekends, holidays);

    (8) Check Delaware expungement eligibility;

    (9) Use the 5-day response period if you receive a pre-adverse action notice;

    (10) Follow up professionally after applying.

Alternative Second Chance Employers

If Christiana Care doesn't work out, consider these healthcare and related employers known for fair chance hiring practices:

Conclusion

Christiana Care Health System offers genuine opportunities for individuals with criminal records, particularly in entry-level Environmental Services, Food Services, and non-clinical support positions. As one of the largest healthcare employers in Delaware with 14,000+ employees and consistent hiring needs, the organization provides a realistic pathway to stable employment with excellent benefits. Healthcare support roles offer strong job security, though the industry's regulatory requirements create additional barriers compared to other sectors.

The work can be physically demanding in a fast-paced hospital environment with strict protocols and compliance requirements. However, the compensation is competitive, starting $14-$19/hr for entry-level positions with shift differentials for nights/weekends. The benefits package includes comprehensive health insurance, retirement plans, and tuition assistance. Career advancement is achievable through demonstrated reliability and taking advantage of educational programs.

Key Success Factors: Verify you are not OIG-excluded before applying. Target entry-level support positions initially. Be completely honest about your record. Prepare a brief rehabilitation narrative. Pass the drug test—address any substance issues beforehand. Demonstrate reliability through consistent attendance. Be flexible on shifts. Use the 5-day response period to submit rehabilitation documentation if needed.

Biggest Barriers: Patient abuse, healthcare fraud, and felony controlled substance convictions create absolute barriers due to federal OIG exclusion requirements. Clinical roles, pharmacy positions, and patient-facing positions face the highest barriers. OIG exclusion is permanent until reinstated. However, individualized assessment means your specific circumstances matter for non-excluded applicants in support roles.

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 Christiana Care.

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. Healthcare employment involves additional federal regulations (OIG exclusions) that create absolute barriers for certain convictions. Consult with an employment attorney or legal aid organization for specific legal advice about your situation.

Apply Now: https://careers.christianacare.org