Quick Answer

Yes, Dartmouth-Hitchcock Medical Center (D-H) hires individuals with felony convictions for certain positions. As New Hampshire's only academic medical center with approximately 10,000+ employees across Dartmouth Health system, D-H operates the state's only Level I Trauma Center and serves 1.9 million patients across New England. Employment decisions are conditional upon passing a background check and meeting mandatory federal healthcare compliance requirements under 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 healthcare fraud and patient abuse (mandatory OIG exclusion results in permanent employment bar), controlled substance offenses (critical concern for access to medications), and violent or sexual offenses (patient safety concerns). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Environmental Services, Food Services, Laundry, and Facilities positions offer the best entry points as these roles have minimal direct patient contact and reduced regulatory barriers. Administrative and support positions also provide pathways for qualified candidates who can demonstrate rehabilitation.

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: You must NOT be listed on the OIG List of Excluded Individuals/Entities (LEIE). Check your status at oig.hhs.gov/exclusions before applying. If excluded, you are legally barred from employment at any federally-funded healthcare organization.

  
  

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

  
  

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

  
  

• Physical Requirements: Most positions require ability to stand for extended periods, lift up to 50 pounds, and work in a fast-paced healthcare environment. Pre-placement health screening is required within two weeks of job offer acceptance.

  
  

• Drug Screen: Must pass mandatory pre-employment urine drug screening. D-H maintains a strict drug-free workplace policy with zero tolerance. Medical marijuana use is not permitted and will result in disqualification regardless of prescription.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked (after conditional offer). Lying is an automatic disqualifier and can result in termination if discovered later, plus potential criminal charges for falsification.

  
  

• 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. Dartmouth-Hitchcock operates in New Hampshire and Vermont with significant federal healthcare compliance requirements. New Hampshire became a Ban the Box state in 2020 for public sector employers, and while D-H is a private nonprofit, it maintains fair chance hiring practices in compliance with EEOC guidelines.

EEOC Guidelines

The Equal Employment Opportunity Commission advises employers not to automatically refuse to consider an applicant because of a criminal record. Employers must conduct an individualized assessment considering the Green Factors:

(1) Nature and gravity of the offense;

(2) Time elapsed since the offense and/or completion of sentence;

(3) Nature of the job sought and its relationship to the offense. Blanket policies excluding all felons are prohibited. However, EEOC guidelines do not override mandatory federal exclusions under healthcare regulations.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, Dartmouth-Hitchcock 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. You must provide written consent before any background check is conducted.

State-Specific Considerations

New Hampshire has moderate Fair Chance protections. Under NH RSA 359-B:5, consumer reporting agencies cannot report convictions older than 7 years for positions paying $20,000 or less annually. Most D-H positions exceed this threshold, so older convictions may be reported. New Hampshire's Ban the Box law (HB 253, effective 2020) applies to public employers only, though D-H follows fair chance principles. New Hampshire also allows for annulment of certain convictions, which cannot be inquired about or reported. Vermont, where D-H serves many patients, has similar 7-year limitations. NH RSA 151:2 requires criminal background checks for healthcare facility employees, particularly those with direct patient contact.

Healthcare-Specific Considerations

The healthcare industry has specific federal regulatory requirements that create absolute barriers for certain convictions. The OIG List of Excluded Individuals/Entities (LEIE) creates mandatory employment bars. Individuals excluded for:

(1) Medicare/Medicaid fraud;

(2) Patient abuse or neglect;

(3) Felony healthcare-related fraud, theft, or financial misconduct;

(4) Felony controlled substance manufacturing, distribution, or dispensing are permanently barred from working in any capacity at federally-funded healthcare facilities. D-H must check all employees against this list monthly. Employing an excluded individual can result in civil monetary penalties up to $25,000 per violation. Additionally, positions requiring state licensure (nursing, pharmacy, radiology) have their own board requirements and may impose additional bars.

Company Overview

Dartmouth-Hitchcock Medical Center is the flagship hospital of Dartmouth Health, New Hampshire's largest private employer and only academic health system. Founded as Mary Hitchcock Memorial Hospital in 1893 and affiliated with Dartmouth College's Geisel School of Medicine, DHMC serves as a teaching hospital training nearly 400 residents and fellows annually. Headquartered in Lebanon, New Hampshire, the system includes the 460-bed main hospital, Norris Cotton Cancer Center (one of only 53 NCI-designated Comprehensive Cancer Centers nationally), Children's Hospital at Dartmouth-Hitchcock, four affiliate hospitals, and 24+ ambulatory clinics across New Hampshire and Vermont.

Dartmouth Health serves a population of 1.9 million patients and employs approximately 13,000+ employees system-wide, with over 10,000 at DHMC and clinics specifically. The system provides access to more than 2,400 providers in nearly every area of medicine. As a nonprofit academic health system, D-H is committed to research, education, clinical excellence, and community health. The minimum wage was raised to $17/hour in October 2021, demonstrating commitment to competitive compensation. DHMC is consistently ranked #1 hospital in New Hampshire by U.S. News & World Report.

Company Fast Facts

• Founded: 1893 (Hanover/Lebanon, NH)

• Headquarters: Lebanon, New Hampshire

• Employees: 13,000+ (Dartmouth Health system); 10,000+ (DHMC and Clinics)

• Industry Rank: #1 Hospital in New Hampshire (U.S. News & World Report)

• Major Operations: Lebanon NH (main campus), Manchester, Concord, Nashua, Keene NH; Vermont locations

• Organization Type: Nonprofit 501(c)(3)

• CEO: Joanne M. Conroy, MD (since 2017)

• Revenue: $1-3 billion annually

Hiring Policy Analysis

Dartmouth-Hitchcock has implemented fair chance hiring practices in accordance with EEOC guidelines, conducting individualized assessments for applicants with criminal records rather than maintaining blanket exclusion policies. The organization must balance fair chance principles with strict federal healthcare compliance requirements. Background checks are conducted after conditional job offer, giving applicants the opportunity to interview and demonstrate qualifications before criminal history is considered. The hiring process typically includes online application, phone screening, in-person or video interview(s), conditional offer, background check and drug screening, and final hiring decision. The process averages 2-4 weeks from application to hire, though background checks can extend this timeline.

Position-Specific Barriers

Barrier levels are determined by degree of patient contact, access to controlled substances, handling of financial transactions, licensure requirements, and federal compliance mandates.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company job postings. Actual compensation varies by location, shift differential (nights and weekends pay more), experience, and department. Minimum wage across all positions is $17/hr.

Career Path Examples

Dartmouth-Hitchcock emphasizes internal advancement and offers tuition reimbursement ($3,000/year) for degree programs. Many leadership positions are filled through internal promotion.

Environmental Services Track: EVS Tech I ($17-$19/hr) → EVS Tech II ($19-$21/hr) → EVS Lead ($21-$24/hr) → EVS Supervisor ($50K-$60K/yr). Advancement based on experience, reliability, and demonstrated leadership.

Food Services Track: Food Service Worker ($17-$19/hr) → Cook ($18-$22/hr) → Lead Cook ($20-$24/hr) → Food Services Supervisor ($45K-$55K/yr). Culinary training and certifications enhance advancement.

Administrative Track: Patient Services Representative ($17-$20/hr) → Administrative Assistant ($18-$23/hr) → Office Coordinator ($22-$28/hr) → Department Administrator ($55K-$70K/yr). Requires demonstrated organizational skills and often additional education.

Background Check Process

Understanding Dartmouth-Hitchcock's background check process helps you prepare mentally and practically for what to expect. The company conducts background checks after conditional job offer, which means you'll have the opportunity to interview and demonstrate your qualifications before your record is reviewed.

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

Lookback Period: Standard 7-year criminal lookback under New Hampshire law for positions paying $20,000 or less. Most D-H positions exceed this salary threshold, so older convictions may be reported. OIG exclusions are checked indefinitely with no time limit. Employment verification typically extends 7-10 years. Annulled convictions under NH law cannot be reported.

Timeline: The hiring process averages 2-4 weeks from application to hire based on employee reports, though some positions may take longer. Background checks typically take 5-10 business days to complete after conditional offer. Pre-placement health screening must be completed within two weeks of offer acceptance.

Process Flow: Application submitted → Phone screening → Interview(s) conducted → Conditional offer extended → Background check consent signed → Drug test and health screening scheduled → Background check and OIG screening conducted → Results reviewed using individualized assessment → Final hiring decision made → Pre-adverse or adverse action notice if applicable → Start date confirmed → Orientation and training.

Disqualifying Factors

Automatic Disqualification (Mandatory OIG Exclusion): Healthcare fraud (Medicare/Medicaid); patient abuse or neglect; felony healthcare-related theft or financial misconduct; felony controlled substance manufacturing, distribution, or dispensing. These create permanent legal bars to employment at any federally-funded healthcare facility.

High Risk for Disqualification: Sexual offenses (particularly for patient-facing roles); violent felonies (assault, battery, robbery); drug-related offenses (especially for positions with medication access); theft and fraud convictions; offenses involving vulnerable populations (elderly, children); recent convictions within 3-5 years.

Lower Risk (Case-by-Case): Non-violent property crimes over 7 years old; DUI without aggravating factors (unless position involves driving); possession charges (without distribution); white-collar crimes unrelated to healthcare. All subject to individualized assessment considering rehabilitation evidence.

Your Rights as Applicant

• FCRA Protections: You must receive written notice and provide written consent before a background check is conducted. If denied based on the report, you're entitled to a free copy of the report and the right to dispute any inaccuracies before final decision.

  
  

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

  
  

• EEOC Protection: You have the right to an individualized assessment for non-OIG excluded offenses. Blanket exclusions based solely on criminal record without consideration of the nature, time, and relevance are prohibited.

  
  

• Dispute Rights: You can dispute inaccurate information on background reports directly with the consumer reporting agency. Check your own records beforehand through NH State Police or a consumer reporting agency to identify any errors.

Application Strategy

1. Check OIG Status First: Before applying, verify you are NOT on the OIG Exclusion List at oig.hhs.gov/exclusions. If excluded, you are legally barred from employment at D-H or any federally-funded healthcare organization. Do not waste time applying if excluded.

   
   

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 positions initially if your record is recent or includes relevant offenses.

   
   

3. Apply Through Official Channels: Submit your application through careers.dartmouth-hitchcock.org. D-H posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as support positions are posted frequently. Consider applying to multiple locations across the system.

   
   

4. Prepare for the Interview: Be ready to discuss your reliability, work ethic, and commitment to teamwork. Research D-H's mission and values. Healthcare employers value empathy, attention to detail, and professionalism. Emphasize any customer service or healthcare-adjacent experience.

   
   

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. In healthcare, falsification can constitute additional criminal violations. Wait until asked or until 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) and avoid oversharing.

   
   

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 Annulment Eligibility: Research whether your offense qualifies for annulment under New Hampshire law. Annulled convictions cannot be reported on background checks and you are not required to disclose them. Contact NH Legal Assistance or the court system for guidance.

Tips for Applicants with Records

1. Healthcare Has Constant Hiring Needs: Healthcare experiences consistent turnover in support positions. D-H employs 13,000+ people and operates 24/7 across multiple locations. Don't be discouraged by individual rejections—keep applying to different positions and locations.

   
   

2. Start Entry-Level, Advance Within: Many successful healthcare careers begin in Environmental Services or Food Services. Prove reliability by maintaining attendance and meeting expectations. D-H offers tuition reimbursement ($3,000/year) for degree programs. Internal advancement is common.

   
   

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

   
   

4. Understand Healthcare Regulations: Healthcare has unique compliance requirements. Familiarize yourself with OIG exclusions and understand why certain convictions create barriers. This knowledge helps you target appropriate positions and explain your situation professionally.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. D-H has zero tolerance and tests all new hires. Marijuana use, including medical marijuana with prescription, is not permitted and will result in disqualification.

   
   

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 consistent attendance.

   
   

7. Network and Use Employee Referrals: Current D-H employees can provide referrals which often receive priority consideration. Network through LinkedIn or local workforce development programs to connect with current employees. Reentry organizations may have healthcare connections.

   
   

8. Be Flexible on Scheduling: Willingness to work nights, weekends, and holidays increases your chances significantly. Healthcare operates 24/7 and less desirable shifts often have more openings. Night and weekend differentials also increase pay.

Benefits Overview

Dartmouth-Hitchcock offers a comprehensive benefits package. Benefits begin the first of the month following hire date for eligible employees (typically those scheduled for 20+ hours per week).

• Compensation: Minimum wage of $17/hr across all positions. Entry-level support positions typically $17-$21/hr. Shift differentials for nights and weekends. Annual performance-based increases when budgeted.

  
  

• 403(b) Retirement Plan: Employee contributions up to IRS limits. Employer match of 50% on up to 4% of pay (effective 2% match). Match vests over 3-year schedule. Access to financial advisors and diverse investment options.

  
  

• Health Benefits: Multiple medical plan options including HSA Plan with employer contributions and PPO options. Coverage for employees and dependents. Dental through Northeast Delta Dental. Vision coverage through DeltaVision. Employee Assistance Program (EAP) for counseling and support services.

  
  

• Time Off: Vacation accrual based on years of service (10-20+ days reported). Paid holidays. Paid sick leave. Parental leave available. Up to 10 vacation days carryover permitted.

  
  

• Additional Benefits: Life insurance and AD&D coverage. Short and long-term disability. Tuition reimbursement up to $3,000/year for degree programs. Professional development funding. Health and wellness programs. On-site childcare center. Employee discounts. Free parking. Cafeteria with healthy food options.

  
  

• Employee Perspectives - Pros: Good pay and competitive benefits; academic medical center with learning opportunities; collaborative environment; stable employer; opportunities for advancement; beautiful campus location; comprehensive medical coverage.

  
  

• Employee Perspectives - Cons: High cost of living in Upper Valley area; variable management quality by department; high patient volumes and staffing challenges reported; limited advancement without additional education; remote location for some.

Frequently Asked Questions

1. Does Dartmouth-Hitchcock hire people with felonies?

   Yes, D-H hires individuals with felony convictions for certain positions, but with significant restrictions due to healthcare regulations. Support positions like Environmental Services, Food Services, and Facilities offer the best opportunities. However, anyone on the OIG Exclusion List is permanently barred from employment. Clinical and licensed positions face higher barriers. Each applicant receives individualized assessment considering the nature of the offense, time elapsed, and job relevance.

   
   

2. What is the background check process at Dartmouth-Hitchcock?

   D-H conducts comprehensive background checks after conditional job offer. The process includes: written consent, criminal history search (county, state, federal), OIG/LEIE exclusion screening, SAM database check, employment and education verification, and mandatory drug screening. Results are reviewed using individualized assessment. You'll receive pre-adverse action notice if there are concerns, allowing time to respond before final decision.

   
   

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

   New Hampshire law limits reporting to 7 years for positions paying $20,000 or less. Most D-H positions exceed this threshold, so older convictions may be reported. OIG exclusions have no time limit and are checked indefinitely. Employment verification typically covers 7-10 years. Annulled convictions under NH law cannot be reported regardless of age.

   
   

4. What types of convictions make hiring more difficult at Dartmouth-Hitchcock?

   Automatic disqualifiers include any OIG exclusion (healthcare fraud, patient abuse, felony controlled substance offenses, healthcare theft). High-risk offenses include: violent crimes, sexual offenses, drug distribution, theft/fraud, and crimes against vulnerable populations. Recent offenses (within 3-5 years) face heightened scrutiny. Non-violent property crimes over 7 years old with demonstrated rehabilitation have better chances.

   
   

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

   Environmental Services Tech ($17-$21/hr) offers the best entry point—minimal patient contact and high turnover creates frequent openings. Food Service Worker ($17-$19/hr) is another strong option. Housekeeper/Janitor ($17-$20/hr) and Laundry positions also have lower barriers. Patient Transporter ($17-$20/hr) involves more patient contact but remains accessible. Avoid clinical or licensed positions initially.

   
   

6. Does Dartmouth-Hitchcock drug test, and what kind of test do they use?

   Yes, D-H requires mandatory pre-employment drug screening for ALL positions. Testing is conducted via urine sample at Occupational Medicine. D-H maintains zero-tolerance drug-free workplace policy. Medical marijuana is NOT permitted—testing positive for marijuana regardless of prescription results in disqualification. Additional testing may occur for reasonable suspicion or following workplace incidents.

   
   

7. When during the hiring process will Dartmouth-Hitchcock ask about criminal history?

   D-H follows fair chance hiring practices—criminal history inquiry occurs AFTER conditional job offer is extended. You'll interview and receive an offer before your record is checked. Background check consent is then obtained, and results are reviewed with individualized assessment. If concerns arise, you'll receive pre-adverse action notice with opportunity to respond before final decision.

   
   

8. Can someone advance to management at Dartmouth-Hitchcock if they have a felony?

   Yes, advancement is possible, particularly in support services departments. D-H promotes from within and offers tuition reimbursement. Supervisory positions in EVS, Food Services, and Facilities are attainable. Management roles with financial oversight or expanded access may face additional background review. Demonstrated reliability, longevity, and performance are key factors. Clinical management requires licensure which has separate board requirements.

   
   

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

   The overall process averages 2-4 weeks from application to start date. Initial response after application is typically 1-2 weeks. Interview scheduling varies by department. Background checks take 5-10 business days after consent. Pre-placement health screening must be completed within two weeks of offer. Some candidates report longer timelines depending on position complexity and background check complications.

   
   

10. What can applicants do to improve their chances of getting hired at Dartmouth-Hitchcock?

    Key strategies:

    (1) Verify you're not OIG excluded before applying;

    (2) Target support service positions with lower barriers;

    (3) Apply to multiple positions and locations;

    (4) Be completely honest about your history;

    (5) Prepare a brief, professional narrative about your rehabilitation;

    (6) Document evidence of positive changes—certificates, stable employment, references;

    (7) Research annulment eligibility;

    (8) Pass the drug test with clean results;

    (9) Be flexible on scheduling;

    (10) Follow up professionally and respond promptly to all communications.

Alternative Second Chance Employers

If Dartmouth-Hitchcock doesn't work out, consider these employers known for fair chance hiring practices in healthcare and related industries in New Hampshire and Vermont:

Conclusion

Dartmouth-Hitchcock Medical Center offers conditional opportunities for individuals with criminal records, particularly in support services positions. As New Hampshire's largest private employer and only academic medical center, the organization provides a pathway to stable employment with competitive compensation starting at $17/hour and comprehensive benefits. The company maintains fair chance hiring practices while navigating strict federal healthcare compliance requirements.

The work in Environmental Services, Food Services, and Facilities is physically demanding but provides essential support to patient care. However, the compensation is competitive for the region and includes full benefits after eligibility. The benefits package includes medical, dental, vision, 403(b) retirement with employer match, tuition reimbursement, and paid time off. Career advancement is possible—many supervisory positions are filled internally by employees who demonstrate reliability and commitment.

Key Success Factors: Verify you're not OIG excluded before applying; target support positions; be completely honest; document rehabilitation; pass the drug test; demonstrate reliability and flexibility.

Biggest Barriers: OIG exclusion creates permanent bar for healthcare fraud, patient abuse, and felony drug manufacturing/distribution; recent violent or sexual offenses face high scrutiny; zero-tolerance drug policy including medical marijuana; licensed positions require separate board approval.

For motivated individuals who can navigate these requirements, D-H offers a genuine pathway to rebuilding careers in a stable, well-respected organization. The healthcare industry's constant demand for workers, combined with D-H's commitment to fair assessment, means that with preparation, honesty, and persistence, qualified candidates with criminal records can find meaningful employment and build long-term careers.

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 Dartmouth-Hitchcock.

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 must be verified independently at oig.hhs.gov/exclusions. Consult with an employment attorney or legal aid organization for specific legal advice about your situation.

Apply Now: https://careers.dartmouth-hitchcock.org