Quick Answer

Yes, Cone Health hires individuals with felony convictions for certain positions. As a major nonprofit healthcare network with over 13,000 employees serving central North Carolina, Cone Health operates five hospitals, more than 150 locations, and is now part of Risant Health (backed by Kaiser Foundation Hospitals). Employment decisions are conditional upon passing a comprehensive background check and meeting federal regulatory requirements.

A conviction is not an automatic disqualifier for all positions. Cone Health must conduct an individualized assessment per EEOC guidelines. However, healthcare presents unique barriers due to mandatory federal regulations that cannot be waived: individuals on the OIG Exclusion List (LEIE) are permanently barred from any position at healthcare organizations receiving federal funding.

The greatest barriers are created by felonies related to healthcare fraud (permanent OIG exclusion), patient abuse or neglect (mandatory exclusion), and drug diversion/distribution (mandatory exclusion). Additional high-risk convictions include violence, theft, and sexual offenses due to patient safety concerns. Recent offenses within the past 7 years face the highest scrutiny regardless of type.

The best opportunities exist in support services departments: Environmental Services (housekeeping), Food Services, Laundry, and Facilities/Maintenance. These positions offer entry points for individuals with records, provided they are not on the OIG exclusion list and pass drug screening.

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:

• Not on OIG Exclusion List: You must verify you are NOT on the federal List of Excluded Individuals/Entities (LEIE). This is the single most critical requirement. Check at exclusions.oig.hhs.gov before applying.

  
  

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

  
  

• Job-Related Assessment: Your conviction will be evaluated for job-relatedness considering:

  (1) nature and gravity of offense,

  (2) time elapsed since conviction,

  (3) nature of the job sought.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test. Healthcare facilities maintain strict drug-free workplace policies with zero tolerance. Testing includes THC.

  
  

• Physical Requirements: Support service roles require standing, walking, lifting (up to 50 lbs), and working in a fast-paced hospital environment.

  
  

• Honesty is Paramount: Must be completely honest about your criminal history when asked. Dishonesty 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 for Second Chance applicants. Cone Health, as a nonprofit healthcare network receiving federal funding through Medicare and Medicaid, must comply with strict federal regulations in addition to EEOC guidelines. North Carolina has limited statewide Ban the Box protections for private employers, though the state encourages fair chance practices.

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, Cone 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

North Carolina has limited Fair Chance protections for private employers. Executive Order 158 (2020) implements Ban the Box only for state government jobs—private employers like Cone Health are encouraged but not required to follow similar practices. North Carolina law allows employers to consider criminal history in hiring decisions, with no statutory 7-year lookback limitation for felonies. Expunged records cannot be reported or considered. Durham and Charlotte have adopted local Ban the Box policies for city jobs. North Carolina's Certificate of Relief can lift some mandatory employment bars and provides employers with legal protection when hiring individuals with qualifying convictions.

Healthcare-Specific Considerations

Healthcare employment is governed by strict federal regulations that override standard fair chance principles. The Office of Inspector General (OIG) maintains the List of Excluded Individuals/Entities (LEIE), and healthcare organizations receiving federal funds are legally required to check all employees against this list. Mandatory exclusions apply to individuals convicted of: Medicare or Medicaid fraud; patient abuse or neglect; felony healthcare-related fraud, theft, or financial misconduct; and felony convictions relating to unlawful manufacture, distribution, or dispensing of controlled substances. Exclusion means no payment will be made for any services furnished by that individual—in ANY capacity, including administrative and environmental roles. Employers hiring excluded individuals face civil monetary penalties of up to $10,000 per violation. This is a permanent legal bar that cannot be waived by Cone Health.

Company Overview

Cone Health is a private, not-for-profit healthcare delivery system headquartered in Greensboro, North Carolina. Founded in 1953 with the opening of Moses H. Cone Memorial Hospital, the system has grown to become one of the most comprehensive health networks in central North Carolina. In December 2024, Cone Health became part of Risant Health, a nonprofit organization created by Kaiser Foundation Hospitals to expand value-based care nationwide. This acquisition included a commitment of over $1.4 billion in investment over five years.

The health network serves more than half a million people across Alamance, Forsyth, Guilford, Randolph, Rockingham, and surrounding counties in the Piedmont Triad region. Cone Health employs approximately 13,000 people and partners with 1,650 physicians on its medical staff plus an additional 1,800 partner physicians through the Triad HealthCare Network accountable care organization.

Company Fast Facts

• Founded: 1953 (Greensboro, North Carolina)

• Headquarters: 1200 North Elm Street, Greensboro, NC 27401

• Employees: 13,000+ across central North Carolina

• Facilities: 5 hospitals, 150+ locations, 6 urgent care centers

• Hospitals: Moses H. Cone Memorial (628 beds), Wesley Long (175 beds), Alamance Regional Medical Center (238 beds), Annie Penn Hospital (110 beds), Behavioral Health Hospital (80 beds)

• Revenue: $3.1 billion (FY2024)

• Parent Organization: Risant Health (Kaiser Foundation Hospitals)

• CEO: Mary Jo Cagle, M.D.

• Recognition: Great Place to Work Certified (2024-2025), Forbes Top 50 Best Employers in Diversity

Hiring Policy Analysis

Cone Health is an Equal Opportunity Employer committed to providing equal employment opportunities to all applicants and employees. The company conducts individualized assessments as required by EEOC guidelines and follows fair chance principles, though North Carolina does not mandate Ban the Box compliance for private employers. Background checks are conducted after a conditional offer is extended, giving applicants the opportunity to demonstrate their qualifications before criminal history review.

The hiring process typically includes: online application, phone screening with recruiter, in-person or virtual interview with hiring manager and team, conditional offer, background check and drug screening, and final decision. The average hiring timeline is approximately 20 days from application to hire based on employee reports, though this varies by position and department.

Position-Specific Barriers

Barrier levels in healthcare are determined by regulatory requirements, patient contact, and access to controlled substances or financial systems.

Available Positions and Pay

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

Career Path Examples

Cone Health emphasizes internal advancement and offers development programs. Many leadership positions are filled through internal promotion.

Support Services Track: EVS Technician ($14-18/hr) → EVS Lead ($17-21/hr) → EVS Supervisor ($45K-55K/yr) → EVS Manager ($55K-70K/yr). Requires 2-3 years experience per promotion, demonstrated leadership.

Food Services Track: Food Service Tech ($13-17/hr) → Cook/Lead ($16-20/hr) → Food Service Supervisor ($42K-52K/yr) → Dietary Manager ($50K-65K/yr). Requires food safety certification, leadership skills.

Facilities Track: Facilities Assistant ($15-19/hr) → Maintenance Technician ($17-24/hr) → Maintenance Specialist ($22-28/hr) → Facilities Supervisor ($55K-70K/yr). Skilled trades certifications accelerate advancement.

Background Check Process

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

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

  
  

• Lookback Period: OIG exclusions are permanent with no lookback limitation. North Carolina has no statutory 7-year limit for criminal convictions. Most employers focus on 7-10 years for standard convictions. Serious offenses (violence, sex crimes, fraud) may be considered indefinitely. Employment verification typically extends 7-10 years.

  
  

• Timeline: The hiring process averages approximately 20 days from application to hire. Background checks typically take 1-2 weeks to complete after conditional offer. Some positions involving licensure verification may take longer.

  
  

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

Disqualifying Factors

Automatic/Permanent Disqualification (OIG Exclusion): Medicare or Medicaid fraud convictions; patient abuse or neglect convictions; felony healthcare-related fraud, theft, or financial misconduct; felony convictions for unlawful manufacture, distribution, or dispensing of controlled substances. These are federal legal bars that Cone Health cannot waive.

High Risk for Disqualification: Recent violent felonies (assault, battery, weapons charges) due to patient safety concerns; sexual offenses regardless of age due to vulnerable patient populations; theft or embezzlement convictions (especially recent) due to access to patient belongings and supplies; drug-related convictions (distribution, manufacturing) due to controlled substance access concerns.

Lower Risk (Case-by-Case): Non-violent drug possession (especially if older than 5 years with rehabilitation evidence); DUI/DWI (unless driving positions); older property crimes with demonstrated rehabilitation; non-violent offenses unrelated to healthcare, finance, or vulnerable populations. 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 must be provided.

  
  

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

  
  

• Dispute Rights: You can dispute inaccurate information on background reports with the reporting agency. Check your own records beforehand at exclusions.oig.hhs.gov.

  
  

• Expungement Protection: North Carolina law prohibits employers from asking about or considering expunged records. Expunged convictions cannot be reported on background checks.

Application Strategy

1. Verify OIG Status First: Before applying to any healthcare position, confirm you are NOT on the OIG Exclusion List (LEIE) at exclusions.oig.hhs.gov. If you are excluded, do not waste time applying—this is a federal legal bar that Cone Health cannot waive regardless of how qualified you are.

   
   

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

   
   

3. Apply Through Official Channels: Submit your application through careers.conehealth.com. Cone Health posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as support service positions are posted frequently. Apply to multiple facility locations to maximize opportunities.

   
   

4. Prepare for the Interview: Be ready to discuss your work ethic, reliability, and commitment to patient care. Research Cone Health's mission and values. Emphasize teamwork, attention to detail, and willingness to work all shifts.

   
   

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

   
   

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

   
   

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

   
   

8. Check Expungement Eligibility: Research whether your offense qualifies for expungement in North Carolina. Contact NC Second Chance Alliance or local legal aid for assistance. Expunged records cannot be reported on background checks.

Tips for Applicants with Records

1. Healthcare Has Constant Hiring Needs: Healthcare facilities experience consistent turnover in support services positions. Cone Health operates 5 hospitals and 150+ locations with ongoing staffing needs. Don't be discouraged by individual rejections—keep applying to different facilities and departments.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at Cone Health begin in entry-level support roles. Prove reliability by showing up on time, working safely, and being a team player. Internal advancement opportunities exist for dedicated employees.

   
   

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. Most importantly, verify your OIG status. Dispute any errors or outdated information in advance.

   
   

4. Understand Healthcare-Specific Requirements: Healthcare environments require infection control awareness, patient privacy (HIPAA), and safety consciousness. Demonstrating understanding of these concepts can distinguish you from other applicants.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. Cone Health has a strict drug-free workplace policy with zero tolerance. This includes marijuana regardless of personal views—healthcare facilities test for THC.

   
   

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 and attendance.

   
   

7. Be Flexible on Scheduling: Willingness to work evenings, nights, weekends, and holidays increases your chances significantly. Hospitals operate 24/7/365. Many positions offer shift differentials for evening and night shifts.

   
   

8. Consider North Carolina's Certificate of Relief: This certificate can lift some mandatory employment bars and provides employers legal protection when hiring you. Research eligibility through NC Second Chance Alliance.

Benefits Overview

Cone Health offers a comprehensive benefits package for eligible employees (typically 0.50 FTE or greater). Benefits begin at various points depending on the type—some start immediately, others after waiting periods.

• Health Benefits: Medical, dental, and vision insurance available. Cone Health uses a tiered health insurance plan that directs employees to Cone-affiliated practices for lower costs. Aetna network available for broader provider access at higher deductibles.

  
  

• Retirement: 401(k) and 403(b) retirement plans available with employer matching contributions.

  
  

• Paid Time Off: Paid Annual Leave (PAL) system combines vacation, sick time, and holidays into one bank. PAL accrues every pay period based on hours worked. Can be converted to cash payout once per year.

  
  

• Additional Benefits: Life insurance and disability coverage; Employee Assistance Program (EAP); tuition reimbursement for continuing education; employee discounts; adoption assistance; childcare assistance; family medical leave; bereavement leave.

  
  

• Employee Perspectives - Pros: Good benefits package overall; tuition reimbursement program; retirement plan options; Great Place to Work recognition; community-focused mission; advancement opportunities.

  
  

• Employee Perspectives - Cons: Insurance costs have increased; some report pay below market average; high turnover in some departments; work-life balance challenges in clinical roles; PTO scheduling can be difficult.

Frequently Asked Questions

1. Does Cone Health hire people with felonies?

   Yes, Cone Health does hire individuals with felony convictions for certain positions, primarily in support services. However, critical exceptions apply: individuals on the OIG Exclusion List (LEIE) cannot be hired for any position due to federal law. Positions are evaluated using EEOC individualized assessment guidelines. Support services roles (EVS, Food Services, Laundry, Facilities) offer the best opportunities. Clinical and licensed positions face higher barriers.

   
   

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

   Background checks are conducted after a conditional offer is extended. The process includes: criminal history search at county, state, and national levels; mandatory OIG/LEIE and SAM.gov exclusion list verification; employment and education verification; drug screening. Applicants must provide written consent before the check begins. Results are reviewed using individualized assessment, and applicants receive copies if adverse action is considered.

   
   

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

   OIG exclusions are permanent with no lookback limitation—these are lifetime bars. For standard criminal convictions, North Carolina has no statutory 7-year limit, meaning felonies can be reported indefinitely. Most employers focus on the past 7-10 years for non-excluded offenses when making decisions. Employment verification typically extends 7-10 years.

   
   

4. What types of convictions make hiring more difficult at Cone Health?

   Automatically disqualifying (OIG exclusion): healthcare fraud, patient abuse/neglect, felony drug distribution. High risk: violent crimes, sexual offenses, theft/fraud (recent), drug manufacturing. Moderate risk: older non-violent property crimes, non-violent drug possession with rehabilitation. All convictions are evaluated on a case-by-case basis using EEOC factors, except OIG-excluded offenses which are absolute bars.

   
   

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

   Environmental Services Technician ($14-18/hr) offers the best opportunity—cleaning and disinfecting hospital areas with minimal patient contact. Food Service Technician ($13-17/hr) involves cafeteria operations. Laundry Technician ($13-16/hr) handles linen processing. Facilities/Maintenance ($17-24/hr) requires some skills but offers good pay. These positions avoid clinical licensing requirements and direct patient care.

   
   

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

   Yes, Cone Health requires mandatory pre-employment drug screening for all positions. Testing is conducted after a conditional offer is accepted. Healthcare facilities maintain strict drug-free workplace policies with zero tolerance. The test includes screening for marijuana/THC regardless of state laws. Failed drug tests result in immediate withdrawal of the job offer.

   
   

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

   Criminal history inquiries typically occur after a conditional offer is extended, consistent with fair chance hiring principles, though North Carolina does not mandate this timing for private employers. You'll have the opportunity to interview and demonstrate your qualifications before your background is reviewed. Be prepared to discuss your record honestly when asked.

   
   

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

   Yes, advancement is possible within support services departments. Supervisory and management roles in EVS, Food Services, Facilities, and similar areas are often filled through internal promotion. Demonstrating reliability, leadership skills, and clean performance over 2-3 years creates advancement opportunities. Clinical management positions face additional scrutiny and licensing requirements.

   
   

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

   The overall hiring process averages approximately 20 days from application to start date based on employee reports. The interview process itself typically takes 1-2 weeks. Background checks take an additional 1-2 weeks after conditional offer acceptance. Some positions may take longer depending on licensure verification requirements.

   
   

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

    First, verify you're not on the OIG exclusion list. Target support services positions with lower barriers. Be completely honest about your record. Prepare documentation of rehabilitation (certificates, references, stable employment). Pass the drug test. Show flexibility with scheduling. Apply to multiple locations. Follow up professionally. If denied, consider whether expungement might be possible before reapplying.

Alternative Second Chance Employers

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

Conclusion

Cone Health offers conditional opportunities for individuals with criminal records, primarily in support services departments. As a major nonprofit healthcare network with 13,000+ employees and now backed by Kaiser-founded Risant Health, the organization provides pathways to stable employment with comprehensive benefits. However, healthcare presents unique regulatory challenges that cannot be waived—the OIG exclusion list creates permanent employment bars for specific offenses.

The work in support services is physically demanding, involving cleaning, food preparation, laundry, and maintenance in a 24/7 hospital environment. However, the compensation includes benefits that many entry-level positions don't offer: health insurance, retirement plans, paid time off, and tuition reimbursement. Career advancement within support services is achievable for reliable employees who demonstrate leadership over time.

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

Biggest Barriers: OIG exclusion (permanent, cannot be waived); healthcare fraud convictions; patient abuse/neglect convictions; drug distribution/manufacturing felonies; recent violent crimes.

For those not on the OIG exclusion list and willing to work hard in support services, Cone Health represents a legitimate opportunity to build a stable career in healthcare. The company's recognition as a Great Place to Work and its commitment to diversity suggest an organizational culture that values its employees. With patience, honesty, and persistence, second chance job seekers can find meaningful employment at Cone Health.

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 government databases (OIG, EEOC), employment information and company policies may change without notice. Always verify current practices directly with Cone Health.

Inclusion in this guide does not guarantee employment. Background check laws, expungement procedures, OIG exclusion regulations, and fair chance hiring requirements vary and should be confirmed with legal professionals. Consult with an employment attorney or legal aid organization for specific legal advice about your situation. Contact NC Second Chance Alliance for resources specific to North Carolina.

Apply Now: https://careers.conehealth.com