Quick Answer

Yes, CoxHealth hires individuals with felony convictions for certain positions. As a six-hospital, 1,074-bed not-for-profit healthcare system headquartered in Springfield, Missouri, CoxHealth is the region's largest employer with more than 13,000 employees serving 25 counties throughout southwest Missouri and northwest Arkansas. CoxHealth has been recognized as one of Modern Healthcare's Best Places to Work five times and named among America's Greatest Workplaces by Newsweek in 2024. Employment decisions are conditional upon passing a comprehensive background check including OIG exclusion screening and are subject to Fair Chance Hiring principles and EEOC guidelines.

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 patient abuse or neglect (permanent bar under OIG regulations), healthcare fraud (mandatory OIG exclusion), and controlled substance offenses (medication access concerns).

Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Best entry points include Environmental Services (EVS), Food Services, Laundry, and Facilities positions that have minimal direct patient contact and no controlled substance access. These roles offer starting wages of $13-18/hr with full benefits and opportunities for advancement.

Table of Content

1. Quick Answer

2. Felon-Friendly Scorecard

3. Eligibility Checklist

4. Critical Regulatory Information

5. Company Overview

6. Hiring Policy Analysis

7. Background Check Process

8. Application Strategy

9. Tips for Applicants with Records

10. Benefits Overview

11. Frequently Asked Questions

12. Alternative Second Chance Employers

13. Conclusion

14. Disclaimer

Felon-Friendly Scorecard

Eligibility Checklist

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

• No OIG Exclusion: Verify you are NOT on the OIG List of Excluded Individuals/Entities (LEIE). This is an absolute bar to healthcare employment. Check your status at exclusions.oig.hhs.gov before applying.

  
  

• No Blanket Exclusion: CoxHealth cannot automatically exclude you solely for having a felony. EEOC guidelines require individualized assessment of your specific circumstances.

  
  

• Job-Related Assessment: Must be prepared for the company to evaluate whether your felony is related to job duties using the Green Factors (nature of crime, time elapsed, nature of job).

  
  

• Physical Requirements: Many positions require standing for extended periods, lifting up to 50 lbs, and physical mobility. Healthcare environments demand stamina and physical capability.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test. CoxHealth maintains a drug-free workplace policy. Testing is typically a 10-panel urine screening including THC.

  
  

• 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

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. CoxHealth operates primarily in Missouri with facilities in Springfield, Branson, Monett, and Lamar. Missouri has limited fair chance protections for private employers, but some cities like Kansas City and Columbia have local ordinances. Springfield, where CoxHealth is headquartered, does not have a private-sector ban-the-box law.

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, CoxHealth 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

Missouri has limited Fair Chance protections for private employers at the state level. The 2016 state executive order applies only to public-sector employment in the executive branch. However, Kansas City has a ban-the-box law applying to employers with six or more employees (criminal history inquiry prohibited until after interview), and Columbia prohibits criminal history questions until after conditional offer. Springfield does not have local fair chance ordinances for private employers, so CoxHealth may ask about criminal history on applications.

Healthcare-Specific Considerations

The healthcare industry involves direct patient care, controlled substance access, and federal healthcare program participation, creating specific regulatory considerations. CoxHealth must screen all employees against the OIG List of Excluded Individuals/Entities (LEIE). Individuals excluded due to patient abuse, healthcare fraud, or controlled substance convictions are permanently barred from any position paid directly or indirectly by federal healthcare funds. This exclusion applies to ALL positions, not just clinical roles. Support services positions face fewer barriers but still require OIG clearance.

Company Overview

CoxHealth is a six-hospital, 1,074-bed not-for-profit healthcare system headquartered in Springfield, Missouri. Founded on Thanksgiving Day in 1906 when Ellen Burge donated her frame duplex on Jefferson Avenue to be used as a Methodist hospital, CoxHealth has grown to serve a 25-county region of southwest Missouri and northwest Arkansas. Originally named Burge Deaconess Hospital in her honor with just 18 rooms and 12 patient beds, the hospital grew substantially due to great need for expert healthcare in the region. In 1948, prominent Springfield businessman Lester E. Cox was asked to save the hospital from near bankruptcy, leading to the organization's transformation and eventual renaming.

Today, the system includes Cox Medical Center South (home to a Level I Trauma Center designated in 2012), Cox North Hospital, Meyer Orthopedic and Rehabilitation Hospital, Cox Medical Center Branson, Cox Monett (a 25-bed facility serving counties southwest of Springfield), and Cox Barton County Hospital (a 25-bed critical access hospital in Lamar that joined the system in 2018). CoxHealth also operates Cox Air Care helicopter service, one of the first in Missouri to fly with night vision goggles.

CoxHealth is Springfield's largest employer and the 9th largest non-governmental employer in Missouri with more than 13,000 employees throughout the system. The organization operates over 80 clinics and 5 emergency rooms. CoxHealth has been recognized as one of Modern Healthcare's Best Places to Work five times and named one of America's Greatest Workplaces by Newsweek in 2024.

Company Fast Facts

• Founded: 1906 (Springfield, Missouri)

• Headquarters: Springfield, Missouri

• Employees: 13,000+ throughout southwest Missouri

• Hospitals: 6 hospitals, 1,074 beds

• Service Area: 25 counties in southwest Missouri and northwest Arkansas

• Type: Not-for-profit healthcare system

• Accreditation: DNV Healthcare, ANCC Magnet designation

Hiring Policy Analysis

CoxHealth conducts individualized assessments as required by EEOC guidelines and makes hiring decisions based on job-relatedness and business necessity. While Missouri lacks comprehensive private-sector fair chance laws, CoxHealth operates under federal EEOC guidance that prohibits blanket exclusions. Employee reports on Indeed indicate that having a felony is not an automatic disqualifier for all positions, though the nature of the conviction and its relationship to the job duties significantly impacts decisions. One employee reported being initially passed over until employers learned their conviction was a misdemeanor rather than felony, demonstrating that CoxHealth does conduct case-by-case review. Background checks are conducted after conditional offer, giving applicants the opportunity to interview and demonstrate their qualifications first. The company uses Workday for their hiring management system, and applicants can track their application status through the online portal.

Position-Specific Barriers

Barrier levels are determined by patient contact, controlled substance access, financial responsibilities, and regulatory requirements.

Available Positions and Pay

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

Career Path Examples

CoxHealth emphasizes internal advancement and offers paid training programs. Many leadership positions are filled through internal promotions.

Environmental Services Track: EVS Technician ($14-17/hr) → Lead EVS Technician ($16-19/hr) → Floor Care Technician ($17-20/hr) → EVS Supervisor ($45K-55K/yr). Advancement based on reliability, performance, and experience.

Food Services Track: Dietary Aide ($13-16/hr) → Food Service Assistant ($14-17/hr) → Cook ($15-19/hr) → Food Service Supervisor ($40K-50K/yr). Requires consistency and willingness to learn new skills.

Patient Support Track: Transporter ($14-17/hr) → Home Care Aide ($15-18/hr) → Patient Care Tech ($15-20/hr) → CNA Certification → Nursing Pathway. CoxHealth offers CNA sponsorship programs.

Background Check Process

Understanding CoxHealth's background check process helps you prepare mentally and practically for what to expect. The company conducts background checks after conditional offer, which means you'll have the opportunity to interview and demonstrate your qualifications first. CoxHealth processes a large volume of applications daily and strives to hire only the best and most highly-qualified candidates for each opening. The recruitment staff reviews applications continuously, so status updates may take time.

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

  
  

• Lookback Period: Standard 7-year criminal lookback in Missouri. Employment verification typically extends 7-10 years. OIG exclusion check is permanent with no time limitation. Serious violent felonies and sex offenses may be reviewed beyond the standard lookback period.

  
  

• Timeline: The hiring process averages approximately 2-4 weeks from application to hire based on employee reports. Background checks typically take 1-2 weeks to complete after conditional offer.

  
  

• Process Flow: Application submitted → Phone screening → Interview(s) conducted → Conditional offer extended → Background check and drug test authorization signed → 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

High Risk for Disqualification: OIG exclusion (absolute bar); patient abuse or neglect convictions; healthcare fraud; sexual offenses; violent felonies; drug manufacturing or distribution; felony theft or fraud within 7 years; any conviction involving vulnerable populations.

Lower Risk (Case-by-Case): Non-violent drug possession (older than 5 years); DUI/DWI (older than 5 years, non-driving positions); property crimes (older than 7 years); misdemeanor theft (with restitution evidence). 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 reasonable time (typically 5 business days) to respond.

  
  

• EEOC Protection: You have the right to an individualized assessment. Blanket exclusions based solely on criminal record are prohibited.

  
  

• Dispute Rights: You can dispute inaccurate information on background reports with the reporting agency. Check your own records beforehand at the Missouri State Highway Patrol or through a consumer reporting agency.

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 work at any healthcare organization receiving federal funds until reinstated.

   
   

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. Avoid clinical positions initially if your record is recent.

   
   

3. Apply Through Official Channels: Submit your application through coxhealth.wd5.myworkdayjobs.com. CoxHealth also posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as support services positions are posted frequently.

   
   

4. Prepare for the Interview: Be ready to discuss your work ethic, reliability, and interest in healthcare. Research CoxHealth's mission to improve community health. Emphasize your commitment to patient safety and 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 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. 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 references.

   
   

8. Apply to Multiple Locations: CoxHealth operates six hospitals and over 80 clinics across southwest Missouri. Apply to positions at Cox South, Cox North, Cox Branson, Cox Monett, and Cox Barton County to maximize opportunities.

Tips for Applicants with Records

1. Healthcare Has Constant Hiring Needs: Healthcare organizations face ongoing staffing challenges in support services. CoxHealth operates 6 hospitals with 24/7 operations requiring continuous EVS, dietary, and transport coverage. Don't be discouraged by individual rejections—keep applying.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at CoxHealth begin in entry-level support positions. Prove reliability by showing up on time, working hard, and being dependable. CoxHealth offers CNA sponsorship programs and tuition assistance for advancement.

   
   

3. Run Your Own Background Check First: Know what will appear before the employer sees it. Order your own criminal background check from the Missouri State Highway Patrol or a consumer reporting agency. Dispute any errors or outdated information in advance.

   
   

4. Understand Healthcare Culture: Healthcare environments prioritize patient safety above all else. Demonstrate understanding of infection control, HIPAA confidentiality, and respect for vulnerable populations. This shows you take the responsibility seriously.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. CoxHealth requires pre-employment drug screening for all positions. Missouri has not legalized recreational marijuana, and medical marijuana is not accepted as an excuse.

   
   

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 attendance and punctuality.

   
   

7. Be Flexible on Scheduling: Willingness to work nights, weekends, and holidays increases your chances significantly. Healthcare operates 24/7, and flexibility demonstrates commitment. Many positions offer shift differentials for evenings and nights.

   
   

8. Check Expungement Eligibility: Missouri allows expungement of certain convictions. Check eligibility for sealing records through Missouri courts. Contact legal aid organizations like Legal Services of Southern Missouri for assistance.

Benefits Overview

CoxHealth offers a comprehensive benefits package to eligible employees (0.5 FTE and above). Benefits vary based on employment status and years of service. As CoxHealth states, their people are their greatest asset, which is why they offer health, wellness, and retirement benefit packages designed to help employees make the most of their careers and lives.

• Compensation: Competitive hourly wages starting at $13-18/hr for entry-level positions. Shift differentials available for evening, night, and weekend shifts. Annual raises based on performance reviews.

  
  

• Retirement: 403(b) retirement savings plan with employer matching contribution. Retirement planning resources through OneAmerica portal.

  
  

• Health Benefits: Two health plan options with medical, dental, and vision coverage. Flexible Spending Accounts (FSA) for medical and dependent care expenses. Coverage available for spouse and dependents.

  
  

• Time Off: Paid Time Off (PTO) accrual each pay period combining vacation, holidays, and personal time. Accrual rates increase with years of service. Accumulated Disability Benefits (ADB) for illness.

  
  

• Additional Benefits: Employer-paid long-term disability and life insurance after one year. Employee Assistance Program (EAP) for employees and dependents. Supplemental insurance options for accident, critical illness, and hospital care. Identity protection insurance. Cafeteria discounts. CoxHealth fitness centers at multiple locations.

  
  

• Employee Perspectives - Pros: Workplace awards recognition; good coworkers; advancement opportunities; healthcare industry stability; benefits after waiting period; educational support.

  
  

• Employee Perspectives - Cons: PTO accrual takes time to build; holidays come out of PTO bank; health insurance premiums noted as higher than some competitors; staffing challenges in some departments.

Frequently Asked Questions

1. Does CoxHealth hire people with felonies?

   Yes, CoxHealth hires individuals with felony convictions for certain positions, particularly in support services like Environmental Services, Food Services, and Facilities. A felony is not an automatic disqualifier, but employment depends on individualized assessment of the conviction's nature, time elapsed, and job relevance. The critical exception is OIG exclusion—individuals on the LEIE cannot work in any capacity at CoxHealth.

   
   

2. What is the background check process at CoxHealth?

   CoxHealth conducts comprehensive background checks after extending a conditional offer. The process includes county, state, and federal criminal searches; OIG/LEIE exclusion verification; SSN trace; employment verification; and drug screening. You must provide written consent before the check begins. Results are reviewed using individualized assessment per EEOC guidelines.

   
   

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

   CoxHealth typically uses a 7-year lookback for standard criminal records in Missouri. Employment verification extends 7-10 years. The OIG exclusion check has no time limitation and is permanent. Serious violent felonies and sex offenses may be considered beyond the standard lookback period. Missouri does not have statutory limitations on reporting criminal convictions.

   
   

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

   The most difficult convictions include: OIG-excluded offenses (patient abuse, healthcare fraud, controlled substance crimes) which are absolute bars; violent felonies; sexual offenses; drug manufacturing/distribution; crimes against vulnerable populations; and theft/fraud within 7 years. Older, non-violent offenses unrelated to healthcare face lower barriers, especially for support services positions.

   
   

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

   The best opportunities are in support services: EVS Technician/Housekeeping ($14-17/hr), Food Service Assistant ($13-16/hr), Dietary Aide ($13-16/hr), and Laundry Worker ($13-16/hr). These positions have minimal direct patient contact, no controlled substance access, and high-volume hiring needs. They provide a pathway to advancement within the organization.

   
   

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

   Yes, CoxHealth requires pre-employment drug screening for all positions. Testing is typically a 10-panel urine screening that includes THC, opioids, amphetamines, cocaine, and other controlled substances. Missouri has not legalized recreational marijuana, and CoxHealth does not accept medical marijuana as an exemption. Random drug testing may occur during employment.

   
   

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

   Missouri does not have a statewide private-sector ban-the-box law, and Springfield (CoxHealth's headquarters) does not have local fair chance ordinances. CoxHealth may ask about criminal history on the application or during the interview process. Background checks are conducted after conditional offer, allowing you to interview before formal screening begins.

   
   

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

   Yes, advancement is possible, though management positions face increased scrutiny during background review. Success depends on demonstrating reliability, strong performance, and time since the offense. Many leadership positions in support services are filled through internal promotions. Clinical management requires additional professional licensure with separate background requirements.

   
   

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 based on employee reports. Background checks take approximately 1-2 weeks after you authorize them. The process may be faster for high-demand positions like EVS and Food Service, or longer for positions requiring additional verification.

   
   

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

    Key strategies include:

    (1) Verify OIG status before applying;

    (2) Target support services positions initially;

    (3) Apply to multiple CoxHealth locations;

    (4) Be completely honest about your record;

    (5) Prepare a brief, positive narrative about rehabilitation; (6) Document evidence of positive changes;

    (7) Demonstrate flexibility on scheduling;

    (8) Emphasize reliability and healthcare commitment;

    (9) Check expungement eligibility;

    (10) Follow up professionally.

Alternative Second Chance Employers

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

Conclusion

CoxHealth offers conditional opportunities for individuals with criminal records, particularly in support services positions like Environmental Services, Food Services, and Facilities. As southwest Missouri's largest employer with more than 13,000 employees across six hospitals and over 80 clinics, the organization provides a realistic pathway to stable employment with competitive benefits in the healthcare industry. The company values safety, compassion, respect, and integrity, and these core values guide their employment decisions.

The work in support services is physically demanding but offers stability, consistent scheduling with shift options, and opportunities for advancement. Healthcare operations run 24/7/365, requiring dedicated workers across all shifts. Compensation ranges from $13-18/hr for entry-level positions with access to health insurance, retirement benefits, and PTO after meeting eligibility requirements. Career advancement is available through internal promotions for those who demonstrate reliability, strong performance, and commitment to patient care. CoxHealth offers CNA sponsorship programs and educational support for employees seeking to advance their healthcare careers.

Key Success Factors: Verify OIG status before applying; target support services positions; be completely honest about your record; prepare documentation of rehabilitation; demonstrate flexibility and reliability; apply to multiple locations.

Biggest Barriers: OIG exclusion is an absolute bar with no exceptions; patient abuse, healthcare fraud, and controlled substance convictions face permanent or extended barriers; recent violent or theft offenses within 7 years face significant scrutiny across all positions.

Healthcare provides essential services to communities, and organizations like CoxHealth need dedicated workers at all levels. While barriers exist, particularly for clinical positions, the support services pathway offers genuine second chance opportunities for those willing to work hard and demonstrate their commitment to patient safety and professional growth.

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 CoxHealth.

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. Consult with an employment attorney or legal aid organization for specific legal advice about your situation.

Apply Now: https://coxhealth.wd5.myworkdayjobs.com/CoxHealth_External