Quick Answer

Yes, Froedtert Health hires individuals with felony convictions for certain positions. As Wisconsin's largest academic medical center with over 22,000 employees across the Froedtert ThedaCare Health system, employment opportunities exist primarily in support services roles. Employment decisions are conditional upon passing a comprehensive background check 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 healthcare fraud or patient abuse (OIG exclusion), controlled substance offenses (drug diversion risk), and violent crimes or sexual offenses (patient safety concerns). Wisconsin's Caregiver Law creates automatic disqualification for specific serious offenses involving patient-facing roles.

Best entry points include Environmental Services (housekeeping), Food Services, Laundry, and Facilities Maintenance positions that minimize direct patient contact. These roles offer $16-$20/hr starting pay with full benefits and genuine advancement opportunities within the health system.

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 on the federal OIG List of Excluded Individuals/Entities (LEIE). Check your status at exclusions.oig.hhs.gov before applying. OIG exclusion is an absolute bar to employment.

  
  

• No Blanket Exclusion: Froedtert Health cannot automatically exclude you solely for having a felony. EEOC guidelines require individualized assessment considering the nature of the offense, time elapsed, and job relevance.

  
  

• Wisconsin Caregiver Compliance: For patient-contact roles, you must clear Wisconsin's Caregiver Background Check. Certain offenses create automatic bars that may require rehabilitation review approval.

  
  

• Physical Requirements: Most positions require standing, walking, lifting up to 50 pounds, and working in a fast-paced hospital environment. Some roles involve exposure to cleaning chemicals or biological materials.

  
  

• Drug Screen: Must pass a mandatory pre-employment urine drug test. Froedtert Health maintains a drug-free workplace policy. Testing typically includes a standard panel screening for controlled substances.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked. Lying is an automatic disqualifier and grounds for immediate termination if discovered later.

  
  

• 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. Froedtert Health operates throughout Wisconsin and must comply with federal EEOC guidelines, OIG exclusion requirements, and Wisconsin's specific caregiver laws. Wisconsin does not have a statewide Ban the Box law, but Wisconsin Fair Employment Law prohibits discrimination based on criminal records unless the offense is substantially related to the job.

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 under federal law.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, Froedtert 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 (typically 5 business days) to dispute inaccuracies;

(3) Provide final adverse action notice if decision stands after review.

State-Specific Considerations

Wisconsin's Fair Employment Law (Chapters 111.31-111.395) prohibits discrimination based on criminal record or pending charges unless the record is substantially related to the job. Wisconsin does not have a statewide Ban the Box law, but employers must conduct individualized assessments. Wisconsin Statute § 50.065 establishes the Wisconsin Caregiver Background Check Law, which creates specific disqualifying offenses for individuals working with clients in healthcare settings. Certain serious offenses result in automatic bars requiring rehabilitation review approval through the Wisconsin Department of Health Services.

Healthcare-Specific Considerations

Healthcare employers face unique regulatory requirements that create significant barriers beyond standard criminal background checks. The OIG List of Excluded Individuals/Entities (LEIE) is a federal database of individuals prohibited from working in any capacity for organizations receiving Medicare or Medicaid payments. Mandatory OIG exclusions (minimum 5 years) apply to: healthcare fraud convictions, patient abuse/neglect, felony controlled substance convictions, and healthcare-related financial crimes. Froedtert Health is legally required to check all employees against this database. Employment of an excluded individual exposes the organization to civil monetary penalties exceeding $10,000 per item/service plus treble damages.

Company Overview

Froedtert Health is Wisconsin's largest academic medical center and a nationally recognized healthcare system headquartered in Wauwatosa, Wisconsin. In January 2024, Froedtert Health and ThedaCare merged to form Froedtert ThedaCare Health, creating one of the largest health systems in the Midwest. The combined organization operates 18 hospitals, more than 360 outpatient locations, and employs over 22,000 team members. The flagship Froedtert Hospital is a Level I adult trauma center—one of only two in Wisconsin—and serves as the primary teaching hospital for the Medical College of Wisconsin.

The health network includes Froedtert Hospital, Froedtert Menomonee Falls Hospital, Froedtert West Bend Hospital, Froedtert Holy Family Memorial Hospital, Froedtert Pleasant Prairie Hospital, Froedtert Community Hospital, and Froedtert Bluemound Rehabilitation Hospital. The organization's partnership with the Medical College of Wisconsin brings together clinical care, cutting-edge research, and medical education. Froedtert Health has been recognized by the Human Rights Campaign's Healthcare Equality Index for providing equitable and inclusive care.

Company Fast Facts

• Founded: 1980 (Froedtert Memorial Lutheran Hospital)

• Headquarters: 9200 W. Wisconsin Ave., Wauwatosa, WI 53226

• Employees: 22,000+ (combined Froedtert ThedaCare Health system)

• Hospitals: 18 across Wisconsin

• Net Revenue: $5.8 billion (combined system)

• Structure: Non-profit health system

• Academic Partner: Medical College of Wisconsin

• Service Area: Southeastern Wisconsin including Milwaukee metro area

Hiring Policy Analysis

Froedtert Health operates as a fair chance employer that conducts individualized assessments as required by EEOC guidelines and Wisconsin Fair Employment Law. The organization does not maintain blanket exclusion policies but must comply with mandatory federal healthcare regulations regarding OIG exclusions and Wisconsin Caregiver Law requirements. Background checks are conducted after conditional job offers are extended, giving applicants the opportunity to demonstrate their qualifications before criminal history is reviewed. The hiring process includes online application, phone screening, interview(s), conditional offer, background check authorization, and final determination. According to employee reports, Froedtert Health has approximately 15,000 employees in the core health system and maintains a drug-free workplace with mandatory pre-employment drug screening.

Position-Specific Barriers

Barrier levels are determined by patient contact, access to controlled substances, licensure requirements, and federal regulatory obligations.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and company job postings. Actual compensation varies by location, shift, and experience. Shift differentials available for evening and night shifts.

Career Path Examples

Froedtert Health emphasizes internal advancement and offers tuition reimbursement programs for employees pursuing clinical credentials. Many supervisory and leadership positions are filled through internal promotion.

Environmental Services Track: EVS Housekeeper ($16-$20/hr) → EVS Process Coordinator ($20-$24/hr) → EVS Supervisor ($50K-$60K/yr) → EVS Manager ($65K-$80K/yr). Advancement based on performance, leadership skills, and tenure.

Food Services Track: Dietary Aide ($17-$19/hr) → Assistant Cook ($18-$21/hr) → Cook ($20-$24/hr) → Food Service Supervisor ($45K-$55K/yr). Culinary training can accelerate advancement.

Clinical Support Track: Patient Transporter ($18-$21/hr) → CNA Training Program → CNA ($17-$22/hr) → LPN (with education) → RN (with BSN). Froedtert offers tuition reimbursement for nursing programs.

Background Check Process

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

• What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels through national database search; OIG List of Excluded Individuals/Entities (LEIE); GSA SAM.gov exclusion database; Wisconsin Caregiver Background Check through DOJ WORCS system; National Sex Offender Registry; Social Security number trace and address history verification; employment history verification; education verification for positions requiring credentials; mandatory pre-employment drug screening (urine test).

  
  

• Lookback Period: Standard 7-year criminal lookback for most positions, consistent with healthcare industry practices. OIG exclusions have no time limit—mandatory exclusions last minimum 5 years and can be permanent. Wisconsin Caregiver Law bars certain offenses (battery, harassment) within 5 years. Employment verification typically extends 7-10 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 to complete after conditional offer. Some positions requiring extensive verification may take longer.

  
  

• Process Flow: Application submitted → Phone screening → Interview(s) → Conditional offer extended → Background check and drug test authorization signed → Pre-employment health screening scheduled → Background check conducted → Results reviewed using individualized assessment → Final hiring decision → Pre-adverse or adverse action notice if applicable → Start date confirmed → New hire orientation.

Disqualifying Factors

Automatic Disqualifiers: OIG exclusion (any offense resulting in LEIE listing); healthcare fraud convictions; patient abuse or neglect findings; felony controlled substance manufacturing/distribution; Wisconsin Caregiver Law barred offenses without rehabilitation review approval; sexual offenses requiring registry; false statements on application.

High Risk for Disqualification: Violent felonies within 7 years; theft or fraud offenses (integrity concerns); drug possession felonies (diversion risk); assault or battery (patient safety); crimes against vulnerable persons (children, elderly, disabled). 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 with the reporting agency.

  
  

• Pre-Adverse Action Notice: Before a final adverse decision, you must receive notice with a copy of the report and summary of your FCRA rights. You have reasonable time (typically 5 business days) to respond with additional information or dispute errors.

  
  

• EEOC Protection: You have the right to an individualized assessment. Blanket exclusions based solely on criminal record are prohibited. The employer must consider the Green Factors.

  
  

• Wisconsin Rehabilitation Review: If you have a Wisconsin Caregiver Law barred offense, you may apply for rehabilitation review through the Wisconsin DHS to restore eligibility for caregiver positions.

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, do not apply until reinstated—healthcare employers cannot legally hire excluded individuals in any capacity.

   
   

2. Target Environmental Services and Food Services: Focus on EVS Housekeeper, Dietary Aide, and similar positions that have the lowest barriers and highest volume hiring needs. These roles minimize patient contact while still providing entry into the healthcare system.

   
   

3. Apply Through Official Channels: Submit your application through jobs.froedtert.com. Froedtert Health posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as support services positions are posted frequently. Consider applying to multiple locations to maximize opportunities.

   
   

4. Be Completely Honest: Never lie about your criminal history. Dishonesty is an automatic disqualifier in healthcare and grounds for immediate termination if discovered later. Wait until asked or until after conditional offer to discuss your record.

   
   

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

   
   

6. Document Rehabilitation: Gather evidence of positive changes: completion of treatment programs, educational certificates, stable employment history, community involvement, character references from employers or probation officers.

   
   

7. Research Wisconsin Rehabilitation Review: If you have a Wisconsin Caregiver Law barred offense, contact Wisconsin DHS about rehabilitation review eligibility. This process can restore your ability to work in patient-contact healthcare roles.

   
   

8. Follow Up Professionally: After applying, you can follow up with the Talent Acquisition team at 262-439-1961 or Careers@froedtert.com. If you receive a pre-adverse action notice, respond promptly with rehabilitation documentation.

Tips for Applicants with Records

1. Healthcare Has Constant Hiring Needs: Hospitals operate 24/7 and experience consistent turnover in support services roles. Froedtert Health operates 18 hospitals and 360+ outpatient locations. Don't be discouraged by individual rejections—keep applying to different facilities.

   
   

2. Start Entry-Level, Advance Within: Many successful healthcare careers begin in EVS or dietary. Prove reliability by showing up on time, being dependable, and demonstrating attention to detail. Froedtert offers tuition reimbursement for employees pursuing clinical credentials.

   
   

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

   
   

4. Healthcare Requires Infection Control Awareness: Hospital environments require adherence to strict cleanliness and safety protocols. Demonstrate understanding of hand hygiene, personal protective equipment, and infection prevention. Consider obtaining basic healthcare certifications like BLS.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. Froedtert Health requires pre-employment urine drug screening. Testing typically includes a standard panel for controlled substances.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and any consistent work history—even informal work shows dependability. Healthcare employers especially value punctuality and perfect attendance.

   
   

7. Network and Use Employee Referrals: Current Froedtert Health employees can provide referrals and receive a $750 bonus for successful hires. Network through LinkedIn or local workforce development programs like Employ Milwaukee to connect with current employees.

   
   

8. Be Flexible on Scheduling: Willingness to work evenings, nights, weekends, and holidays increases your chances significantly. Hospitals operate around the clock and need staff on all shifts. Many positions offer shift differentials for non-traditional hours.

Benefits Overview

Froedtert Health offers a comprehensive benefits package for employees working 20+ hours per week. Benefits begin on day one of hire date for eligible positions.

• Compensation: Competitive hourly wages with shift differentials for evening, night, and weekend shifts. Annual performance-based pay increases. $750 employee referral bonuses.

  
  

• 403(b) and Retirement: Employer match contribution to the 403(b) retirement plan. Annual employer service contribution. Immediate eligibility for participation.

  
  

• Health Benefits: Choice of two medical plan options starting day one. Two dental plan options with orthodontia coverage. Vision coverage available. Plans administered by Exceedent and self-funded by Froedtert Health.

  
  

• Time Off: Paid time off (PTO) accrual beginning at hire. PTO usable after 90 days for hourly staff. Paid holidays. Parental leave (8-12 weeks depending on tenure).

  
  

• Insurance: Basic life insurance at 1x annual earnings (up to $600,000) at no cost. AD&D coverage at no cost. Short-term and long-term disability coverage (LTD provides 60% of pre-disability income). Optional supplemental coverage available.

  
  

• Additional Benefits: Tuition reimbursement programs for clinical and non-clinical degrees. Additional nursing tuition reimbursement. Employer-subsidized backup care for children and adults. Employee Assistance Program (EAP). Healthy Contributions wellness program. Professional development programs.

  
  

• Employee Perspectives - Pros: Comprehensive benefits package; good retirement contributions; medical coverage from day one; tuition reimbursement opportunities; collaborative work environment; advancement opportunities.

  
  

• Employee Perspectives - Cons: In-network provider limitations; PTO may feel limited; high workload during busy periods; some report management communication issues; income-tiered premium structure following ThedaCare merger.

Frequently Asked Questions

1. Does Froedtert Health hire people with felonies?

   Yes, Froedtert Health hires individuals with felony convictions for certain positions, particularly in Environmental Services, Food Services, and Facilities. However, healthcare employers face unique regulatory requirements. The organization cannot hire anyone on the federal OIG Exclusion List regardless of position. Wisconsin Caregiver Law creates additional barriers for patient-contact roles. Non-clinical support positions offer the best opportunities. Each application receives individualized assessment considering the offense type, time elapsed, and job relevance.

   
   

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

   Background checks are conducted after a conditional job offer is extended. The process includes national criminal database search, OIG/SAM exclusion list verification, Wisconsin Caregiver Background Check through DOJ WORCS system, sex offender registry check, Social Security verification, employment and education verification, and mandatory pre-employment drug screening. Results undergo individualized assessment using EEOC Green Factors before final hiring decisions.

   
   

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

   Standard criminal history lookback is 7 years, consistent with healthcare industry practices. However, OIG exclusions have no time limit—mandatory exclusions last minimum 5 years and can be permanent for repeat offenses. Wisconsin Caregiver Law bars certain offenses (battery, harassment, stalking) committed within 5 years. Serious offenses like patient abuse, sexual crimes, and healthcare fraud may be considered regardless of age. Employment verification typically extends 7-10 years.

   
   

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

   Healthcare fraud, patient abuse, and controlled substance manufacturing/distribution convictions result in OIG exclusion and absolute hiring bars. Sexual offenses, violent crimes against persons, theft and fraud (integrity concerns), and drug-related felonies face the highest scrutiny. Wisconsin Caregiver Law specifically bars crimes involving abuse, neglect, exploitation, and certain violence offenses. Non-violent, non-healthcare-related offenses older than 7 years with documented rehabilitation face lower barriers for non-clinical roles.

   
   

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

   Environmental Services Housekeeper ($16-$20/hr) offers the best entry point with high-volume hiring, minimal patient contact, and no licensure requirements. Dietary Aide ($17-$19/hr) and In-Room Dining Assistant ($16-$18/hr) in Food Services also present good opportunities. Laundry and Facilities Maintenance positions minimize patient interaction. These roles still require OIG clearance and background check but face fewer regulatory barriers than clinical positions.

   
   

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

   Yes, Froedtert Health conducts mandatory pre-employment drug screening for all positions. Testing is a urine test conducted at one of their Workforce Health Occupational Medicine Clinic locations. The test screens for standard controlled substances. Froedtert Health maintains a drug-free workplace policy. A positive drug test or refusal to test results in disqualification. Medical marijuana is not an exception for healthcare employees due to federal regulations.

   
   

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

   Wisconsin does not have a statewide Ban the Box law, so timing may vary. However, Froedtert Health conducts background checks after conditional job offers are extended, consistent with healthcare industry best practices and FCRA requirements. You may be asked about criminal history on the application, but the detailed background check occurs after conditional offer. Be honest if asked—lying is an automatic disqualifier.

   
   

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

   Yes, advancement to supervisory and management positions is possible for employees who demonstrate strong performance, reliability, and leadership skills. Many EVS Supervisors and Food Service Managers advanced from entry-level positions. However, advancement into clinical or licensed roles requires meeting all professional licensing requirements, which may have their own background check standards. Document your successful employment history with Froedtert as evidence of rehabilitation for future opportunities.

   
   

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. Phone screening may occur within days of applying. Interviews are scheduled 1-2 weeks out. Background checks take 5-10 business days after conditional offer. Pre-employment health screening and drug test add a few days. Positions requiring extensive verification or additional clearances may take longer. You can contact Talent Acquisition at 262-439-1961 for status updates.

   
   

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

    Verify you're not on the OIG Exclusion List before applying. Target EVS and Food Services positions. Be completely honest about your criminal history. Prepare a concise rehabilitation narrative. Document your positive changes since conviction. Run your own background check to know what will appear. Apply to multiple locations. Be flexible on scheduling. Demonstrate healthcare awareness (infection control, patient privacy). Pass the drug test. Follow up professionally. Consider seeking Wisconsin rehabilitation review if you have a Caregiver Law barred offense.

Alternative Second Chance Employers

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

Conclusion

Froedtert Health offers conditional opportunities for individuals with criminal records, particularly in Environmental Services, Food Services, and Facilities support roles. As Wisconsin's largest academic medical center with over 22,000 employees, the organization provides pathways to stable employment with comprehensive benefits—but healthcare's unique regulatory environment creates significant barriers that don't exist in other industries.

The work is physically demanding and requires attention to detail, infection control awareness, and reliability. However, compensation is competitive for entry-level healthcare support roles ($16-$20/hr for EVS) with shift differentials for evening and night shifts. The benefits package includes medical coverage from day one, 403(b) with employer match, and tuition reimbursement that creates genuine pathways to advancement and even clinical careers for motivated employees.

Key Success Factors: Verify OIG exclusion status before applying; target EVS and Food Services positions; be completely honest about criminal history; document rehabilitation evidence; pass the drug test; demonstrate reliability through perfect attendance; leverage tuition reimbursement for advancement.

Biggest Barriers: OIG exclusion creates absolute hiring bar; Wisconsin Caregiver Law restricts patient-contact roles; healthcare fraud, patient abuse, controlled substance, and violent crime convictions face highest scrutiny; extensive background check process; mandatory drug screening with no medical marijuana exception.

For applicants with older, non-violent, non-healthcare-related offenses and documented rehabilitation, Froedtert Health represents a genuine opportunity to build a career in one of America's fastest-growing industries. Start in support services, prove your reliability, and leverage internal advancement programs to grow your career within the organization.

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), salary databases (PayScale, ZipRecruiter), and regulatory guidance (OIG, Wisconsin DHS), employment information and company policies may change without notice. Always verify current practices directly with Froedtert Health.

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. OIG exclusion status should be verified through official channels at exclusions.oig.hhs.gov.

Apply Now: https://jobs.froedtert.com