Quick Answer

Conditional. Elliot Hospital may hire individuals with felony convictions for certain positions. As the largest healthcare provider in Southern New Hampshire with a 296-bed acute care facility and over 4,000 employees, Elliot Hospital operates under strict federal and state regulatory requirements. Employment decisions are conditional upon passing a comprehensive background check, OIG exclusion screening, and pre-employment drug testing.

Federal law prohibits healthcare organizations receiving Medicare or Medicaid funding from employing individuals listed on the OIG List of Excluded Individuals/Entities (LEIE). This creates a permanent bar for those excluded due to healthcare fraud, patient abuse, or felony drug convictions. For all other convictions, the hospital must conduct an individualized assessment consistent with EEOC guidelines.

The greatest barriers are created by felonies related to patient abuse or neglect (permanent OIG exclusion), healthcare fraud or theft (permanent OIG exclusion), and felony drug offenses (permanent OIG exclusion for controlled substances). Violence and theft convictions face heightened scrutiny even if not OIG-excluded due to patient safety concerns.

The best opportunities exist in non-clinical support positions such as Environmental Services, Food Services, and Facilities Maintenance where there is minimal direct patient contact and no access to controlled substances or sensitive patient information.

Table of Content

1. Quick Answer

2. Felon-Friendly Scorecard

3. Eligibility Checklist

4. Critical Regulatory Information

5. Company Overview

6. Hiring Policy Analysis

7. Background Check Process

8. Application Strategy

9. Tips for Applicants with Records

10. Benefits Overview

11. Frequently Asked Questions

12. Alternative Second Chance Employers

13. Conclusion

14. Disclaimer

Felon-Friendly Scorecard

Eligibility Checklist

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

• OIG Exclusion Status: Must NOT be on the OIG List of Excluded Individuals/Entities (LEIE). Check your status at oig.hhs.gov/exclusions before applying. If excluded, you cannot work at any healthcare facility receiving federal funding.

  
  

• No Blanket Exclusion: Must understand that Elliot Hospital cannot automatically exclude all applicants with criminal records. EEOC guidelines require individualized assessment for non-OIG excluded offenses.

  
  

• Drug Screen: Must pass mandatory pre-employment drug screening. Elliot Hospital maintains a drug-free workplace. THC positive results are disqualifying even with medical marijuana card, as federal healthcare regulations apply.

  
  

• Physical Requirements: Many positions require standing for extended periods, lifting up to 50 pounds, and physical stamina. EVS and Food Services positions involve continuous movement and physical labor.

  
  

• Health Clearance: Must obtain clearance from Employee Health including flu vaccination and tuberculosis screening as required by New Hampshire healthcare worker regulations.

  
  

• Honesty is Paramount: Must be completely honest about criminal history when asked. Lying is an automatic disqualifier and can result in termination if discovered later. In healthcare, falsification may constitute additional criminal violations.

  
  

• Work Authorization: Must be legally authorized to work in the United States and provide required I-9 documentation.

Critical Regulatory Information

Understanding the legal landscape for criminal records in healthcare employment is essential for Second Chance applicants. Elliot Hospital operates in New Hampshire and must comply with both federal OIG regulations and state healthcare worker background check requirements under RSA 151:2. New Hampshire has implemented Ban the Box legislation for public sector employers, but private healthcare facilities maintain discretion in their inquiry timing while still complying 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, this protection does not override mandatory OIG exclusions which are federally mandated.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, Elliot Hospital 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. New Hampshire RSA 359-B limits reporting of convictions to seven years for positions paying under $20,000; however, most hospital positions exceed this threshold.

State-Specific Considerations

New Hampshire has moderate Fair Chance protections. RSA 151:2 to 151:2-d mandates background checks for healthcare facility employees, including those in direct contact with patients, client records, and biological materials. House Bill 253 (2020) established Ban the Box for public sector employers, prohibiting criminal history inquiries until after interview. Private employers like Elliot Hospital are not bound by Ban the Box but must follow EEOC individualized assessment requirements. New Hampshire allows conviction reporting beyond seven years for positions paying more than $20,000 annually. The state maintains registries for elderly abuse that healthcare employers must check.

Healthcare-Specific Considerations

The healthcare industry has the most stringent regulatory requirements due to patient safety and federal funding. OIG Mandatory Exclusions create permanent bars for: Medicare/Medicaid fraud; patient abuse or neglect; felony convictions for healthcare-related fraud, theft, or financial misconduct; and felony convictions for unlawful manufacture, distribution, prescription, or dispensing of controlled substances. Elliot Hospital must check the LEIE monthly for all employees. Employing an excluded individual can result in civil monetary penalties of $10,000-$50,000 per day. Licensed positions (RN, LPN, CNA, Pharmacist) require additional state licensing board approval, which conducts separate criminal history reviews.

Company Overview

Elliot Hospital is the cornerstone of Elliot Health System, the largest provider of comprehensive healthcare services in Southern New Hampshire. Founded in 1890, the 296-bed acute care facility is located in Manchester, New Hampshire's largest city, and operates as a not-for-profit organization. Elliot Hospital is a clinical affiliate of Massachusetts General Hospital, providing access to cutting-edge treatments and clinical trials.

The hospital is home to Manchester's designated Level II Regional Trauma Center and the only Level III Neonatal Intensive Care Unit in Southern New Hampshire. Elliot Health System employs approximately 4,000+ staff members across the hospital, outpatient locations, physician practices, and urgent care facilities. Elliot was named to Forbes' 2025 America's Best-In-State Employers list as the top healthcare employer in New Hampshire.

Company Fast Facts

• Founded: 1890 (Manchester, NH)

• Headquarters: 1 Elliot Way, Manchester, NH 03103

• Employees: 4,000+ across Elliot Health System

• Facility: 296 beds, Level II Trauma Center, Level III NICU

• Parent Organization: SolutionHealth (not-for-profit)

• CEO: Greg Baxter, MD, MBA, FACEP

Hiring Policy Analysis

Elliot Hospital conducts individualized assessments as required by EEOC guidelines for applicants with criminal histories not subject to mandatory OIG exclusion. Background checks are conducted after a conditional offer of employment, giving applicants the opportunity to interview and demonstrate qualifications before criminal history is reviewed. The hospital's hiring process typically includes online application, phone screening, in-person or virtual interview, conditional offer, comprehensive background check, drug screen, Employee Health clearance, and final offer confirmation. New Hampshire healthcare regulations require thorough screening for all employees with patient contact, access to patient records, or contact with biological materials.

Position-Specific Barriers

Barrier levels are determined by patient contact, access to controlled substances, licensing requirements, and regulatory restrictions specific to healthcare.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company job postings. Actual compensation varies by experience, shift differential, and department. Elliot Hospital offers $17/hr minimum starting pay.

Career Path Examples

Elliot Hospital emphasizes internal advancement and offers educational assistance programs. Many positions are filled through internal promotion, though advancement to licensed positions requires state board approval which conducts independent criminal history reviews.

Support Services Track: EVS Technician ($15-19/hr) → EVS Lead ($18-22/hr) → EVS Supervisor ($22-28/hr) → EVS Manager ($50K-65K/yr). Advancement based on performance, reliability, and leadership skills. No licensing barriers.

Food Services Track: Food Services Worker ($15-18/hr) → Cook ($17-21/hr) → Lead Cook ($19-24/hr) → Food Services Supervisor ($45K-55K/yr). May require food handler certification. No licensing barriers to advancement.

Clinical Track (Higher Barriers): EVS/Support Role → CNA Training (with tuition assistance) → LNA ($19-24/hr) → LPN Program → LPN ($25-32/hr) → RN Program → RN ($32-45/hr). Each licensure step requires state board criminal history review. OIG exclusion permanently bars clinical advancement.

Background Check Process

Understanding Elliot Hospital's background check process helps you prepare mentally and practically for what to expect. The hospital conducts comprehensive screening after a conditional offer of employment, which means you'll have the opportunity to interview and demonstrate qualifications before your criminal history is reviewed.

• What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; OIG List of Excluded Individuals/Entities (LEIE); SAM (System for Award Management) exclusions; New Hampshire Bureau of Elderly Abuse registry; identity verification through SSN trace; employment history verification; education verification for positions requiring credentials; licensing verification for licensed positions; DMV check for driving positions; mandatory pre-employment drug screening.

  
  

• Lookback Period: New Hampshire RSA 359-B limits criminal conviction reporting to seven years for positions paying $20,000 or less annually. Most hospital positions exceed this threshold, allowing extended lookback. OIG exclusions have no time limit and are permanent. Employment verification typically extends 5-7 years.

  
  

• 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 after conditional offer. Employee Health clearance (drug screen, vaccinations) may add additional time. Licensed positions take longer due to verification requirements.

  
  

• Process Flow: Application submitted → Phone screening → Interview conducted → Conditional offer extended → Background check, OIG screening, and drug test authorization signed → Background check conducted → Results reviewed using individualized assessment (for non-OIG excluded offenses) → Employee Health clearance → Final hiring decision → Pre-adverse or adverse action notice if applicable → Start date confirmed → Orientation.

Disqualifying Factors

Automatic Disqualification (OIG Exclusion - Permanent Bar): Medicare/Medicaid fraud convictions; patient abuse or neglect convictions; felony convictions for healthcare-related fraud, theft, or financial misconduct; felony convictions for unlawful manufacture, distribution, prescription, or dispensing of controlled substances. If listed on LEIE, cannot work in any capacity at Elliot Hospital.

High Risk for Disqualification: Violent crimes (assault, battery, domestic violence) especially recent; sexual offenses (often permanent bar for patient-facing roles); theft and fraud (integrity concerns); drug offenses not resulting in OIG exclusion; crimes against vulnerable populations (elderly, children).

Lower Risk (Case-by-Case): Non-violent property crimes over 7 years old; DUI without injury (especially for non-driving positions); non-drug-related offenses from distant past; juvenile offenses that are sealed. All subject to individualized assessment considering rehabilitation evidence and job-relatedness.

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 with the reporting agency.

  
  

• 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 will have reasonable time to respond with corrections or mitigating information.

  
  

• EEOC Protection: You have the right to an individualized assessment for offenses not resulting in OIG exclusion. Blanket exclusions based solely on criminal record are prohibited. The employer must consider the nature of the offense, time elapsed, and job-relatedness.

  
  

• Dispute Rights: You can dispute inaccurate information on background reports with the reporting agency. Request your own criminal history from NH State Police before applying to know what employers will see. Sealed or annulled records should not appear on background checks.

Application Strategy

1. Check OIG Status First: Before applying, verify you are not on the OIG List of Excluded Individuals/Entities at oig.hhs.gov/exclusions. If excluded, you cannot work at any healthcare facility receiving federal funding. Do not waste time applying if you are listed.

   
   

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 elliothospital.org/about-us/careers. Elliot posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as support services positions are posted frequently due to consistent hiring needs.

   
   

4. Prepare for the Interview: Be ready to discuss your reliability, work ethic, and commitment to patient safety. Research Elliot Hospital's mission and values. Emphasize teamwork, attention to detail, and ability to follow protocols strictly.

   
   

5. Be Completely Honest: Never lie about your criminal history. Dishonesty is an automatic disqualifier in healthcare and can result in termination even after hire. In healthcare settings, falsification may 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. Emphasize why you want to work in healthcare. Keep it concise (30-60 seconds).

   
   

7. Document Rehabilitation: Gather evidence of positive changes: 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. NH allows annulment of certain convictions after waiting periods. Annulled records cannot be reported on background checks. Contact NH Legal Assistance or local legal aid for help with the petition process.

Tips for Applicants with Records

1. Healthcare Has Constant Hiring Needs: Hospitals face persistent staffing shortages, especially in support services. Elliot Hospital operates 24/7 with over 4,000 employees. Don't be discouraged by individual rejections—positions open frequently and hiring needs vary by department and shift.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at Elliot Hospital begin in EVS or Food Services. Prove reliability through excellent attendance, attention to detail, and positive attitude. Internal advancement opportunities exist without licensing barriers in support services.

   
   

3. Run Your Own Background Check First: Know what will appear before the employer sees it. Request your criminal history from NH State Police. Check the OIG LEIE database yourself. Dispute any errors or outdated information in advance.

   
   

4. Healthcare-Specific Preparation: Hospital environments require strict adherence to infection control, patient confidentiality (HIPAA), and safety protocols. Demonstrate understanding of these requirements. Consider obtaining food handler certification if targeting Food Services roles.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. Elliot Hospital requires pre-employment drug screening. THC positive results are disqualifying even with medical marijuana card due to federal healthcare regulations. Testing is typically urine-based.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and any consistent work history. Healthcare employers especially value punctuality, dependability, and attention to detail. These qualities matter more than past mistakes.

   
   

7. Be Flexible on Scheduling: Willingness to work evenings, nights, weekends, and holidays increases your chances significantly. Hospitals operate 24/7 and less desirable shifts are often easier to fill. Night shift positions may have less competition.

   
   

8. Network and Use Referrals: Current Elliot Hospital employees can provide referrals. Employee referrals often receive priority consideration. Network through LinkedIn, local workforce development programs, or reentry organizations to connect with current employees who can vouch for you.

Benefits Overview

Elliot Health System offers a comprehensive benefits package for eligible employees. Benefits eligibility typically begins after a waiting period for part-time and full-time employees.

• Compensation: $17/hr minimum starting pay. Entry-level support positions $15-22/hr. Shift differentials available. Annual performance-based raises.

  
  

• Retirement: 403(b) plan with employer contribution up to 3%. Vesting after five years. Discretionary matching available.

  
  

• Health Benefits: Medical, dental, and vision coverage. Employee pharmacy with discounts. Welliot Health Center on campus.

  
  

• Time Off: Earned Time (PTO) accruing ~4 hours per 40-hour week. Rate increases at 5 years. Rolls over up to 320 hours.

  
  

• Additional Benefits: Tuition reimbursement; on-campus child care center; Employee Assistance Program; life and disability insurance; employee discounts.

  
  

• Employee Perspectives - Pros: Stable employment; good insurance; tuition reimbursement; supportive coworkers; Forbes Best Employer recognition.

  
  

• Employee Perspectives - Cons: Weekend/holiday work; work-life balance challenges; PTO must cover holidays; parking requires walking.

Frequently Asked Questions

1. Does Elliot Hospital hire people with felonies?

   Conditionally, yes, primarily in support services such as Environmental Services and Food Services. However, the hospital cannot hire anyone listed on the OIG LEIE, creating a permanent bar for healthcare fraud, patient abuse, and felony drug convictions. For non-excluded offenses, individualized assessments are conducted per EEOC guidelines.

   
   

2. What is the background check process at Elliot Hospital?

   Elliot Hospital conducts comprehensive background checks after conditional offer. Checks include criminal history at county, state, and federal levels; OIG LEIE and SAM exclusion screening; Bureau of Elderly Abuse registry; education and licensing verification; DMV check; and mandatory pre-employment drug screening. Results are reviewed using individualized assessment for non-excluded offenses.

   
   

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

   New Hampshire law limits criminal conviction reporting to seven years for positions under $20,000 annually. Most hospital positions exceed this threshold, allowing extended lookback. OIG exclusions are permanent regardless of time elapsed. Annulled records under NH law should not appear on background checks. Employment verification typically covers 5-7 years.

   
   

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

   OIG-excluded offenses create permanent bars: healthcare fraud, patient abuse/neglect, and felony drug convictions involving controlled substances. Beyond OIG exclusions, high-risk convictions include violent crimes, sexual offenses, theft/fraud, and crimes against vulnerable populations. Recent convictions (5-7 years) face greater scrutiny than older offenses with demonstrated rehabilitation.

   
   

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

   Environmental Services Technician ($15-19/hr) offers the best opportunity with minimal patient contact, no controlled substance access, and no licensing requirements. Food Services Worker ($15-18/hr) and Laundry Services ($15-18/hr) are also good entry points. These positions allow you to establish a work history and advance without licensing board reviews.

   
   

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

   Yes, mandatory pre-employment drug screening for all positions. Testing is urine-based. THC positive results are disqualifying even with medical marijuana card due to federal healthcare regulations. Failed tests result in immediate disqualification, and random testing may occur post-hire.

   
   

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

   Background checks occur after conditional offer of employment. You can apply, interview, and receive a conditional offer before formal criminal history review. Be prepared to discuss your history honestly if asked during the interview, but formal verification occurs post-offer.

   
   

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

   Yes, in support services departments (EVS, Food Services, Facilities) without additional licensing barriers. However, advancement to clinical positions (CNA, LPN, RN) requires state licensing board approval with independent criminal history review. OIG exclusion permanently bars positions involving patient care or billing to federal healthcare programs.

   
   

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

   The hiring process averages 2-4 weeks from application to start date. Background checks typically take 5-10 business days after authorization. Employee Health clearance (drug screen, vaccinations) may add additional time. Licensed positions take longer due to credential verification.

   
   

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

    Verify OIG exclusion status before applying. Target support services positions with lower barriers. Run your own background check first. Prepare honest narrative about rehabilitation. Document growth with certificates and references. Be completely honest throughout the process. Show flexibility on scheduling. Emphasize reliability and punctuality. Follow up professionally. Consider relevant certifications. Network with current employees for referrals.

Alternative Second Chance Employers

If Elliot Hospital doesn't work out, consider these employers known for fair chance hiring practices in healthcare and related industries in New Hampshire and the region:

Conclusion

Elliot Hospital offers conditional opportunities for individuals with criminal records, primarily in support services such as Environmental Services, Food Services, and Facilities Maintenance. As Southern New Hampshire's largest healthcare provider with over 4,000 employees, the organization provides pathways to stable employment with competitive benefits. Compensation starts at $17/hour minimum with comprehensive benefits including health insurance, 403(b) retirement with employer contribution, and tuition assistance.

Key Success Factors: Verify OIG exclusion status before applying; target EVS and Food Services positions; be completely honest about criminal history; document rehabilitation; pass drug screening; demonstrate reliability and scheduling flexibility.

Biggest Barriers: OIG exclusion creates permanent bar for healthcare fraud, patient abuse, and felony drug convictions. Recent violent offenses face heightened scrutiny. Licensed positions require separate state board approval. Mandatory drug testing with zero THC tolerance.

Healthcare is one of the most regulated industries for background checks, but opportunities exist for non-excluded individuals who demonstrate rehabilitation. Starting in support services allows you to build positive work history within the healthcare system.

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 Elliot Hospital.

Inclusion in this guide does not guarantee employment. OIG exclusion laws, background check requirements, and fair chance hiring regulations vary and should be confirmed with legal professionals. Healthcare employment is subject to additional federal and state regulations beyond standard employment law. Consult with an employment attorney or legal aid organization for specific legal advice about your situation.

Apply Now: https://www.elliothospital.org/about-us/careers