Quick Answer

Yes, CHRISTUS St. Vincent does hire individuals with felony convictions for certain positions, primarily in non-clinical support roles. As New Mexico's first hospital founded in 1865 by the Sisters of Charity, CHRISTUS St. Vincent Regional Medical Center operates as a Catholic, not-for-profit health system employing approximately 2,500+ associates and providers in Santa Fe. Employment decisions are conditional upon passing a comprehensive background check and are subject to federal OIG exclusion requirements, EEOC individualized assessment guidelines, and New Mexico's Ban the Box law.

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 triggering OIG mandatory exclusion (healthcare fraud, patient abuse, controlled substance offenses), violent crimes (assault, domestic violence, sexual offenses), and theft or dishonesty offenses (fraud, embezzlement, identity theft). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Best opportunities exist in Environmental Services (EVS), Food Services, Laundry, and Facilities Maintenance—positions with minimal patient contact and no access to controlled substances. These entry-level roles offer starting wages of $14-18/hr with full benefits and genuine advancement potential within CHRISTUS Health's nationwide network.

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: Must verify you are NOT on the OIG List of Excluded Individuals/Entities (LEIE). Check at exclusions.oig.hhs.gov. Exclusion is a permanent legal bar from federally-funded healthcare employment.

  
  

• 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 using the Green Factors.

  
  

• Job-Related Assessment: Must be prepared for the company to evaluate whether your felony is related to the job duties based on: nature of crime, time elapsed, and nature of job sought.

  
  

• Physical Requirements: Many positions require standing for extended periods, lifting up to 50 pounds, and working in fast-paced healthcare environments. Some roles require specific physical capabilities.

  
  

• Drug Screen: Must pass a mandatory pre-employment 10-panel urine drug test. CHRISTUS Health maintains a strict drug-free workplace policy. Testing includes marijuana regardless of New Mexico's recreational legalization.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked (after conditional offer per New Mexico law). 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

Understanding the legal landscape for criminal records in healthcare employment is essential. CHRISTUS St. Vincent operates in New Mexico with Ban the Box legislation covering private employers and must comply with federal EEOC guidelines and mandatory OIG exclusion requirements.

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 as potential Title VII violations.

FCRA Requirements

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

New Mexico has strong Fair Chance protections. Under N.M. Stat. § 28-2-3.1 (2019), private employers are prohibited from asking about criminal convictions on initial job applications. Employers may only inquire about criminal history after reviewing the application and discussing employment with the applicant—essentially after an initial interview. New Mexico law also limits criminal background check reporting to 7 years from date of conviction or release from parole under N.M. Stat. § 56-3-6. Arrests without conviction cannot be reported. New Mexico enacted cannabis expungement legislation in 2021, allowing certain marijuana convictions to be sealed.

Healthcare-Specific Considerations

Healthcare facilities receiving Medicare/Medicaid funding must comply with federal OIG exclusion requirements. The OIG List of Excluded Individuals/Entities (LEIE) contains individuals barred from participation in federally-funded healthcare programs. Mandatory exclusions apply to convictions for: Medicare/Medicaid fraud, patient abuse or neglect, felony healthcare-related fraud or theft, and felony controlled substance offenses. Employing an excluded individual exposes CHRISTUS St. Vincent to civil monetary penalties of $10,000-$50,000 per item/service plus damages. Healthcare workers are also subject to SAM (System for Award Management) exclusion checks. These exclusions create permanent or long-term employment bars regardless of state lookback limitations.

Company Overview

CHRISTUS St. Vincent is a private, not-for-profit Catholic health system and New Mexico's first hospital, founded in 1865 by the Sisters of Charity. Headquartered in Santa Fe, the organization operates as a regional medical center serving over 300,000 residents across seven counties in Northern New Mexico. As a Mayo Clinic Care Network member, CHRISTUS St. Vincent is the only CMS 5-star rated hospital in the state, offering 39 major medical services including a Level III Trauma Center, comprehensive cancer center, and specialized care in cardiology, orthopedics, and neurosurgery.

The organization employs approximately 2,500+ associates and providers through its hospital and 34 regional outpatient clinics. Some positions are represented by District 1199NM. The organization consistently ranks among New Mexico's 'Best Places to Work.

Company Fast Facts

• Founded: 1865 (Santa Fe, New Mexico)

• Headquarters: 455 St. Michael's Drive, Santa Fe, NM 87505

• Employees: 2,500+ associates and providers in Northern New Mexico

• Ownership: Private, Not-for-Profit (Part of CHRISTUS Health)

• Industry Rank: Only CMS 5-Star Hospital in New Mexico

• Major Services: 39 medical specialties including Level III Trauma, Cancer Center, Heart & Vascular

• Network Affiliation: Mayo Clinic Care Network Member

• Union Representation: District 1199NM (certain positions)

Hiring Policy Analysis

CHRISTUS St. Vincent operates under EEOC fair chance hiring guidelines and complies with New Mexico's Ban the Box law for private employers. The organization conducts individualized assessments as required by federal guidelines and postpones criminal history inquiries until after initial application review and interview. Background checks are conducted after conditional job offers, giving applicants the opportunity to demonstrate qualifications before criminal history review. The hiring process typically includes online application, phone screening, in-person interview(s), conditional offer, background check/drug screen, and final hiring decision. Union positions follow collective bargaining agreement provisions for hiring and employment terms.

Position-Specific Barriers

Barrier levels are determined by patient contact, access to controlled substances, vulnerable population interaction, licensing requirements, and financial responsibility.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company job postings. Actual compensation varies by experience, shift differential, and union status.

Career Path Examples

CHRISTUS St. Vincent emphasizes internal advancement and offers tuition reimbursement and professional development programs. Many leadership positions are filled through internal promotion.

Environmental Services Track: EVS Housekeeper ($14-18/hr) → EVS Lead ($17-20/hr) → EVS Supervisor ($45K-55K/yr) → EVS Manager/Director ($55K-75K/yr). Requires demonstrated reliability, leadership skills, and typically 2-3 years per level.

Food Services Track: Food Service Worker ($14-17/hr) → Cook ($16-20/hr) → Lead Cook ($18-23/hr) → Food Services Supervisor/Executive Chef ($50K-70K/yr). Culinary certifications enhance advancement potential.

Administrative Track: Patient Access Rep ($16-20/hr) → Senior Patient Access Rep ($18-22/hr) → Patient Access Supervisor ($45K-55K/yr) → Patient Financial Services Manager ($55K-75K/yr). Requires excellent performance metrics and customer service skills.

Background Check Process

Understanding CHRISTUS St. Vincent's background check process helps you prepare for what to expect. The company conducts background checks after extending a conditional job offer, in compliance with New Mexico's Ban the Box law, giving you opportunity to interview and demonstrate qualifications before criminal history review.

What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; OIG/LEIE exclusion list; SAM.gov exclusion database; identity verification through SSN trace and address history; employment history verification (7-10 years); education verification for positions requiring credentials; mandatory 10-panel urine drug screening; professional license verification where applicable.

Lookback Period: Standard 7-year criminal lookback in New Mexico per state law. However, OIG exclusions have no time limit—they are permanent or term-based depending on offense. Employment verification typically extends 7-10 years. Certain serious offenses (sexual offenses, crimes against children) may be reported indefinitely.

Timeline: The hiring process averages approximately 2-4 weeks from application to hire based on employee reports. Background checks typically take 5-10 business days to complete after conditional offer. Drug testing results usually available within 24-48 hours. Some positions requiring extensive verification may take longer.

Process Flow: Application submitted → Phone screening → Interview(s) conducted → Conditional offer extended → Background check and drug test authorization signed → Background check conducted → OIG/SAM exclusion verification → Results reviewed using individualized assessment → Final hiring decision made → Pre-adverse or adverse action notice if applicable → Start date confirmed → Orientation and onboarding.

Disqualifying Factors

Automatic Disqualification (OIG Exclusion): Medicare/Medicaid fraud convictions; patient abuse or neglect convictions; felony healthcare fraud, theft, or financial misconduct; felony controlled substance manufacturing, distribution, or dispensing. These create mandatory federal exclusions barring employment in any federally-funded healthcare role.

High Risk for Disqualification: Violent felonies (assault, battery, domestic violence); sexual offenses; crimes against children or vulnerable adults; drug-related felonies (possession, distribution); theft and fraud offenses (especially recent); weapons offenses. These face significant scrutiny and likely rejection for patient-contact positions.

Lower Risk (Case-by-Case): DUI/DWI (unless position involves driving); non-violent property crimes older than 7 years; drug possession misdemeanors (not involving healthcare diversion); white-collar crimes unrelated to healthcare. All subject to individualized assessment considering rehabilitation evidence and job relevance.

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 free copy of the report and the right to dispute inaccuracies with the reporting agency.

  
  

• Pre-Adverse Action Notice: Before a final decision based on background check results, you must receive notice with a copy of the report and a summary of your rights. You have reasonable time (typically 5 business days) to respond and provide additional information.

  
  

• EEOC Protection: You have the right to an individualized assessment. Blanket exclusions based solely on criminal record are prohibited. The employer must consider the nature of your offense, time elapsed, and job relationship.

  
  

• New Mexico Ban the Box: Employers cannot ask about criminal history on initial job applications. Criminal history inquiry occurs only after application review and discussion with the applicant.

  
  

• Dispute Rights: You can dispute inaccurate information on background reports with the consumer reporting agency. The agency must investigate within 30 days. Check your own records beforehand at the county courthouse and through consumer reporting agencies.

Application Strategy

1. Verify OIG Status First: Before applying to any healthcare position, verify you are NOT on the OIG LEIE at exclusions.oig.hhs.gov. If excluded, you cannot work in any federally-funded healthcare capacity until reinstated. This is non-negotiable.

   
   

2. Target Support Services Positions: Focus on Environmental Services, Food Services, Laundry, and Facilities positions which have the lowest barriers and highest volume hiring needs. These roles offer the best opportunity to get your foot in the door. Avoid clinical and patient care positions initially if your record is recent or includes relevant offenses.

   
   

3. Apply Through Official Channels: Submit your application through careers.christushealth.org. CHRISTUS Health posts positions on Indeed, LinkedIn, Glassdoor, and ZipRecruiter. Check the careers page regularly as support services positions are posted frequently.

   
   

4. Prepare for the Interview: Be ready to discuss your reliability, work ethic, and commitment to patient safety. Research CHRISTUS St. Vincent's Catholic mission and values. Emphasize teamwork, attention to detail, and dedication to service.

   
   

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 after conditional offer (per New Mexico law) to discuss your record.

   
   

6. Prepare Your Narrative: Have a brief, honest explanation ready (30-60 seconds): acknowledge the offense without making excuses, describe what you learned, and explain how you've changed. Focus on rehabilitation, personal growth, and stability.

   
   

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 sealing or expungement in New Mexico. Cannabis-related convictions may be eligible under 2021 legislation. Contact New Mexico Legal Aid (1-833-545-4357) for assistance. Sealed records cannot be reported on most background checks.

Tips for Applicants with Records

1. Healthcare Has Constant Hiring Needs: Hospitals operate 24/7/365 and experience consistent turnover in support services. CHRISTUS St. Vincent employs 2,500+ staff across multiple departments. Don't be discouraged by individual rejections—keep applying and consider multiple departments.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at CHRISTUS St. Vincent begin in EVS or Food Services. Prove reliability by showing up on time, maintaining attendance, and demonstrating commitment. Internal advancement opportunities and tuition reimbursement 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/LEIE status at exclusions.oig.hhs.gov.

   
   

4. Healthcare-Specific Preparation: Hospital environments require infection control awareness, HIPAA understanding, and patient privacy commitment. Consider obtaining certifications like food handler's permit, BLS/CPR, or environmental services training to stand out from other applicants.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. CHRISTUS Health requires 10-panel urine drug testing. Testing includes THC even though marijuana is legal in New Mexico—healthcare employers maintain zero-tolerance policies due to patient safety.

   
   

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 dependability, punctuality, and professional demeanor.

   
   

7. Network and Use Employee Referrals: Current CHRISTUS St. Vincent employees can provide referrals. Employee referrals often receive priority consideration. Network through LinkedIn or local workforce development programs to connect with current employees.

   
   

8. Be Flexible on Scheduling: Willingness to work evenings, nights, weekends, and holidays increases your chances significantly. Hospitals require 24/7 coverage. Many positions offer shift differentials of $1-3/hr extra for nights and weekends.

Benefits Overview

CHRISTUS St. Vincent offers a comprehensive benefits package for eligible employees. Benefits typically begin 30-45 days after hire for full-time employees. The organization provides 4% employer retirement contribution for union associates and 4.25% for non-bargaining associates.

• Compensation: Competitive wages with annual merit increases. Shift differentials for evening, night, and weekend work.

  
  

• 403(b) Retirement: Retirement savings plan through Fidelity with 4-4.25% employer contribution. Employee contributions with match available.

  
  

• Health Benefits: Medical insurance through Blue Cross Blue Shield. Multiple plan options. Coverage effective approximately 45 days after hire. Dental, vision, HSA, and FSA available.

  
  

• Time Off: Generous PTO accrual starting at approximately 240 hours after 90 days (combined sick, vacation, holiday). Parental leave available.

  
  

• Additional Benefits: Life insurance, disability insurance, tuition reimbursement, CEU support, Employee Assistance Program, uniform allowance, employee discounts.

  
  

• Employee Perspectives - Pros: Generous PTO accrual, comprehensive health benefits, retirement contributions, mission-driven environment, professional development opportunities.

  
  

• Employee Perspectives - Cons: Below-market entry-level pay, slow raises, limited advancement in some departments, staffing challenges, management inconsistency varies by department.

Frequently Asked Questions

1. Does CHRISTUS St. Vincent hire people with felonies?

   Yes, CHRISTUS St. Vincent does hire individuals with felony convictions for certain positions, primarily in support services roles such as Environmental Services, Food Services, and Facilities. However, individuals on the OIG exclusion list are permanently barred from employment in any federally-funded healthcare capacity. The best opportunities are in positions with minimal patient contact. All applicants receive individualized assessment per EEOC guidelines and New Mexico's Ban the Box law.

   
   

2. What is the background check process at CHRISTUS St. Vincent?

   CHRISTUS St. Vincent conducts comprehensive background checks after extending a conditional job offer. The process includes national criminal history search, OIG/LEIE exclusion verification, SAM.gov check, employment verification, and mandatory 10-panel drug screening. You must provide written consent. Results typically take 5-10 business days. If issues are found, you'll receive pre-adverse action notice with opportunity to respond.

   
   

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

   New Mexico law limits most criminal background check reporting to 7 years from conviction or release. However, OIG exclusions have no time limit and represent permanent or term-based bars. Sexual offenses and crimes against children may be reported indefinitely. Arrests without conviction cannot be reported after 7 years.

   
   

4. What types of convictions make hiring more difficult at CHRISTUS St. Vincent?

   The most challenging convictions include: OIG-triggering offenses (healthcare fraud, patient abuse, controlled substance crimes) creating mandatory exclusions; violent felonies; sexual offenses; crimes against vulnerable adults; theft and fraud offenses; and drug-related felonies. Recent convictions (within 7 years) face more scrutiny.

   
   

5. What are the best entry-level roles at CHRISTUS St. Vincent for applicants with a record?

   Environmental Services/Housekeeping ($14-18/hr) offers the best opportunity—minimal patient contact, no medication access, consistent hiring. Food Services ($14-17/hr) and Laundry ($14-16/hr) are also accessible. These roles provide healthcare experience, benefits, and advancement pathways.

   
   

6. Does CHRISTUS St. Vincent drug test, and what kind of test do they use?

   Yes, CHRISTUS Health requires mandatory pre-employment 10-panel urine drug testing for all positions, testing for marijuana, cocaine, opiates, amphetamines, PCP, and other substances. Results are typically available within 24-48 hours. Note: marijuana is tested despite New Mexico's recreational legalization due to patient safety policies.

   
   

7. When during the hiring process will CHRISTUS St. Vincent ask about criminal history?

   Per New Mexico's Ban the Box law (N.M. Stat. § 28-2-3.1), CHRISTUS St. Vincent cannot ask about criminal history on the initial job application. Criminal history inquiry occurs only after the employer has reviewed your application and discussed employment with you—typically after an initial interview and before or at the time of conditional offer. This gives you the opportunity to demonstrate your qualifications before your record is considered.

   
   

8. Can someone advance to management at CHRISTUS St. Vincent if they have a felony?

   Yes, advancement to supervisory and management positions is possible with a felony conviction, particularly in support services departments. Success requires demonstrating reliability, strong performance metrics, leadership skills, and continued clean record. Management positions may face additional scrutiny during background re-verification. The key is building a solid track record within the organization. CHRISTUS values internal promotion and offers professional development programs to support advancement.

   
   

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

   The complete hiring process typically takes 2-4 weeks from application to start date. Background checks take 5-10 business days after conditional offer. Drug test results available within 24-48 hours. Positions requiring extensive verification may take longer.

   
   

10. What can applicants do to improve their chances of getting hired at CHRISTUS St. Vincent?

    Key strategies include:

    (1) Verify OIG status before applying;

    (2) Target support services positions;

    (3) Run your own background check first;

    (4) Prepare honest narrative about rehabilitation;

    (5) Document rehabilitation with certificates and references;

    (6) Pass the drug test;

    (7) Be flexible on scheduling;

    (8) Check expungement eligibility;

    (9) Apply to multiple positions;

    (10) Follow up professionally and persist.

Alternative Second Chance Employers

If CHRISTUS St. Vincent doesn't work out, consider these employers known for fair chance hiring practices in healthcare and related industries in New Mexico:

Conclusion

CHRISTUS St. Vincent offers genuine but limited opportunities for individuals with criminal records, primarily in support services positions such as Environmental Services, Food Services, and Facilities Maintenance. As New Mexico's first hospital with a Catholic mission, the organization provides a pathway to stable employment with comprehensive benefits and advancement potential within the CHRISTUS Health system.

The work can be physically demanding with 24/7 scheduling requirements, but compensation includes full benefits, shift differentials, and healthcare employment stability. Entry-level wages ($14-18/hr) include comprehensive health insurance, retirement contributions, and tuition reimbursement.

Key Success Factors: Verify OIG status before applying; target EVS, Food Services, or Facilities positions; be honest about your record; document rehabilitation; pass drug test; be flexible on scheduling.

Biggest Barriers: OIG exclusion for healthcare fraud, patient abuse, or controlled substance offenses (permanent bar); violent felonies and sexual offenses; recent convictions within 7 years; theft/dishonesty offenses; drug test failures.

For individuals with records not triggering OIG exclusion and willing to start in entry-level support roles, CHRISTUS St. Vincent represents a legitimate opportunity to rebuild careers in a mission-driven healthcare environment with EEOC fair chance guidelines providing framework for individualized consideration.

Disclaimer

This guide provides general information and should not be considered legal advice. Hiring policies vary by position and circumstances. While we strive for accuracy using publicly available sources including company websites, job postings, and employee reviews, information may change without notice. Always verify current practices directly with CHRISTUS St. Vincent.

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. New Mexico Legal Aid can be reached at 1-833-545-4357.

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