Quick Answer

Conditionally, GE HealthCare may hire individuals with felony convictions for certain positions. As a global medical technology and pharmaceutical diagnostics company with approximately 53,000 employees worldwide (17,000 in the United States), GE HealthCare operates manufacturing facilities, service centers, and offices across multiple states. 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 the OIG Exclusion List (a permanent legal bar for healthcare fraud-related convictions), felonies related to controlled substances (due to medical device handling), theft or fraud (integrity concerns for FDA-regulated products), and violent offenses (patient safety concerns). Recent offenses within the past 7 years face the highest scrutiny regardless of type.

Best entry points include Manufacturing Technician, Production Associate, and Warehouse positions at manufacturing facilities in Wisconsin and other locations. These technical roles focus on skills and offer opportunities for advancement without the regulatory barriers of field service or patient-facing positions.

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 appear on the OIG List of Excluded Individuals/Entities (LEIE). This is a permanent legal bar that disqualifies you from any position at GE HealthCare. Check exclusions.oig.hhs.gov before applying.

  
  

• No Blanket Exclusion: GE HealthCare is not allowed to automatically exclude you solely for being a felon. EEOC guidelines require individualized assessment.

  
  

• Job-Related Assessment: Be prepared for the company 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: Manufacturing and warehouse positions require standing for extended periods, lifting up to 50 pounds, and working with precision equipment in clean room environments.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test. GE HealthCare maintains a strict Drug-Free Workplace Policy with zero tolerance for positive results.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked. Lying or failing to disclose relevant information is an automatic disqualifier.

  
  

• 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. GE HealthCare is headquartered in Chicago, Illinois, and operates major manufacturing facilities in Wisconsin, which have varying fair chance hiring laws. The company is also subject to extensive FDA regulations as a medical device manufacturer, creating additional compliance requirements that impact hiring decisions.

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, GE HealthCare 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

Illinois (headquarters) has robust Fair Chance protections. The Job Opportunities for Qualified Applicants Act prohibits employers with 15+ employees from asking about criminal history until after determining the applicant is qualified. Illinois law also requires employers to evaluate whether there is a "substantial relationship" between the offense and employment sought. Wisconsin (major manufacturing operations) has more limited protections primarily covering public sector employment. However, EEOC guidelines apply nationwide regardless of state law.

Medical Device Industry-Specific Considerations

The medical device industry operates under strict FDA regulations (21 CFR Parts 820, 211) and cGMP (current Good Manufacturing Practice) requirements. GE HealthCare is legally required to check all workers against the OIG List of Excluded Individuals/Entities (LEIE). Individuals on this list due to convictions for Medicare/Medicaid fraud, healthcare-related felonies, patient abuse, or controlled substance felonies are permanently barred from working in any capacity at healthcare companies receiving federal funds. Field Service positions requiring hospital access face additional barriers as healthcare facilities conduct their own credential verification.

Company Overview

GE HealthCare Technologies Inc. is a leading global medical technology, pharmaceutical diagnostics, and digital solutions provider headquartered in Chicago, Illinois. The company spun off from General Electric in January 2023, becoming an independent publicly traded company (NASDAQ: GEHC). GE HealthCare operates four primary segments: Medical Imaging (CT, MRI, X-ray, molecular imaging), Ultrasound, Patient Care Solutions (monitoring, anesthesia, respiratory), and Pharmaceutical Diagnostics (contrast agents, radiopharmaceuticals). The company employs approximately 53,000 colleagues worldwide, with 17,000 in the United States and approximately 900 union-represented manufacturing employees.

The company traces its roots to the Victor Electric Company founded in 1893, entering the X-ray machine business in 1896. Major manufacturing operations are located in Wisconsin (Waukesha, Wauwatosa, Milwaukee, Oak Creek, Madison, and Pewaukee), with additional facilities throughout the United States. GE HealthCare maintains a strong commitment to innovation, investing over $1 billion annually in R&D.

Company Fast Facts

• Founded: 1893 (Victor Electric); 2023 (Independent GE HealthCare)

• Headquarters: Chicago, Illinois (500 West Monroe Street)

• Employees: 53,000 globally; 17,000 in United States

• Major US Operations: Wisconsin, Illinois, Ohio, California

• Stock Exchange: NASDAQ (GEHC)

• CEO: Peter J. Arduini

• Revenue: $19.7 billion (2024)

• Union Representation: ~900 manufacturing colleagues in US

Hiring Policy Analysis

GE HealthCare conducts individualized assessments as required by EEOC guidelines and complies with state-specific Ban the Box laws in Illinois where headquarters are located. Background checks are conducted after a conditional job offer, giving applicants the opportunity to demonstrate their qualifications first. The company's hiring process typically includes application submission, phone screening, interviews with hiring managers and HR, conditional offer, background check and drug test authorization, results review, and final hiring decision. The company's background check guidelines explicitly state that decisions consider time elapsed since conviction, rehabilitation efforts, employment references, and the relationship between the offense and job responsibilities.

Position-Specific Barriers

Barrier levels are determined by healthcare facility access requirements, FDA compliance needs, patient safety concerns, and the level of trust and responsibility involved in each role.

Available Positions and Pay

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

Career Path Examples

GE HealthCare emphasizes internal development and offers training programs for advancement. Many leadership positions are filled through internal promotion.

Manufacturing Track: Production Associate ($16-$21/hr) → Senior Production Associate ($21-$24/hr) → Manufacturing Technician ($21-$29/hr) → Production Lead ($28-$35/hr) → Manufacturing Supervisor ($55K-$75K/yr). Requires demonstrated quality performance and completion of internal training.

Quality Track: Production Associate ($16-$21/hr) → Quality Inspector ($23-$25/hr) → Quality Specialist ($25-$32/hr) → Quality Engineer ($70K-$95K/yr). Requires attention to detail, FDA documentation skills, and quality certifications.

Technical Service Track: Manufacturing Technician ($21-$29/hr) → Field Engineer Apprentice ($25-$37/hr) → Field Service Technician ($27-$37/hr) → Field Service Engineer ($78K-$102K/yr). Note: Advancement into field roles requires hospital credentialing which involves additional background scrutiny.

Background Check Process

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

• What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; OIG Exclusion List (LEIE); SAM/GSA Exclusion Database; identity verification through SSN trace and address history; employment verification for past 7 years; education verification for positions requiring credentials; drug screening (mandatory for all positions); additional checks may include motor vehicle records for driving positions.

  
  

• Lookback Period: Standard 7-year criminal lookback in most states per FCRA. Employment verification typically extends 7 years. OIG exclusion check is permanent with no time limitation. Serious offenses (violent crimes, sexual offenses, healthcare fraud) may be considered regardless of timeframe.

  
  

• Timeline: The hiring process averages approximately 30 days from application to hire based on employee reports. Background checks typically take 1-3 weeks to complete after conditional offer depending on the number of jurisdictions that must be searched.

  
  

• Process Flow: Application submitted → Phone screening → Interview(s) with hiring manager and HR → Conditional offer extended → Background check and drug test authorization signed → Third-party background check conducted → Results reviewed using individualized assessment → Final hiring decision made → Pre-adverse or adverse action notice if applicable → Start date confirmed → 90-day probation period begins.

  
  

Disqualifying Factors

Automatic Disqualification: Appearance on OIG Exclusion List (LEIE) for any reason; felony convictions for Medicare/Medicaid fraud; felony healthcare-related fraud, theft, or financial misconduct; felony convictions relating to controlled substances; patient abuse or neglect convictions; lying on the application about criminal history.

High Risk for Disqualification: Violent felonies (assault, battery, weapons charges); sexual offenses; theft, fraud, or embezzlement convictions; drug trafficking or distribution; recent convictions within past 2-3 years; multiple felony convictions; any conviction involving dishonesty or falsification.

Lower Risk (Case-by-Case): Drug possession (personal use, older offenses); DUI/DWI for non-driving positions; older non-violent property crimes (5+ years); minor fraud charges older than 7 years. 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 to respond.

  
  

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

  
  

• Ban the Box (Illinois): For positions at Illinois facilities, employers cannot ask about criminal history until after determining you are qualified for the position.

  
  

• Dispute Rights: You can dispute inaccurate information on background reports with the reporting agency. Check your own records beforehand through state repositories.

Application Strategy

1. Check OIG Status First: Before applying, confirm you are not on the OIG Exclusion List at exclusions.oig.hhs.gov. If you are listed, employment at GE HealthCare is not possible until reinstated.

   
   

2. Target Manufacturing Positions: Focus on Production Associate, Manufacturing Technician, and Warehouse roles at Wisconsin facilities which have the highest volume of openings and lowest regulatory barriers.

   
   

3. Apply Through Official Channels: Submit applications through careers.gehealthcare.com. The company posts positions on Indeed, LinkedIn, and Glassdoor. Check regularly as manufacturing positions are posted frequently.

   
   

4. Prepare for Technical Questions: Be ready to discuss manufacturing experience, quality awareness, ability to follow detailed procedures, and comfort working in clean room environments.

   
   

5. Be Completely Honest: Never lie about your criminal history. Dishonesty is an automatic disqualifier and can result in termination if discovered later. 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. 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.

   
   

8. Check Expungement Eligibility: Research whether your offense qualifies for sealing or expungement in your state. Both Wisconsin and Illinois have expungement provisions for certain offenses. Sealed records cannot be reported on background checks.

Tips for Applicants with Records

1. Medical Device Manufacturing Offers Opportunities: The industry faces skilled labor shortages, particularly in manufacturing. Technical skills often outweigh background concerns for production roles that don't require hospital access.

   
   

2. Start Manufacturing, Advance Later: Begin with Production Associate positions. Prove reliability through consistent attendance and quality work. Internal advancement opportunities are significant once you've established a track record.

   
   

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

   
   

4. Understand FDA-Regulated Environment: GE HealthCare operates under strict FDA quality requirements. Demonstrating understanding of documentation, procedures, and quality consciousness will set you apart.

   
   

5. Pass the Drug Test: Drug testing is mandatory and non-negotiable. If you have substance issues, address them completely before applying. Testing typically screens for marijuana, cocaine, amphetamines, opiates, and PCP.

   
   

6. Highlight Technical Skills: Emphasize any manufacturing experience, mechanical aptitude, computer skills, and ability to work with precision equipment. Technical competence is highly valued.

7. 
   

8. Consider Union Positions: Approximately 900 manufacturing positions are union-represented. Union roles often have more structured hiring processes and protections.

   
   

9. Be Flexible on Shift and Location: Willingness to work second or third shifts and at multiple Wisconsin facilities increases your chances significantly. Evening and night shifts often have more openings.

Benefits Overview

GE HealthCare offers a competitive benefits package. Benefits typically begin after a waiting period for eligible employees. The company reported median employee compensation of $73,078 in 2024.

• Compensation: Hourly production roles range from $16-$29/hr. Performance-based bonuses available for eligible positions. Annual merit increases based on performance reviews.

  
  

• 401(k) and Retirement: 401(k) plan with company match up to 4%. Plan managed by Fidelity. Employees can contribute to traditional or Roth 401(k).

  
  

• Health Benefits: Medical, dental, and vision insurance available. High-deductible health plan options with HSA. Coverage for dependents available.

  
  

• Time Off: Paid vacation based on tenure, paid holidays, and sick leave. Permissive/flexible PTO policy for certain positions.

  
  

• Additional Benefits: Life insurance, disability insurance, tuition reimbursement, employee assistance program, parental leave, employee discounts.

  
  

• Employee Perspectives - Pros: Strong benefits package, good work-life balance in many roles, industry-leading innovation, career development opportunities, stable employment at major company.

  
  

• Employee Perspectives - Cons: 401(k) match lower than some competitors (4% vs 6%), high-deductible health plans can have high out-of-pocket costs, advancement can be slow in some departments, management structure changes following spin-off.

Frequently Asked Questions

1. Does GE HealthCare hire people with felonies?

   Conditionally, yes. GE HealthCare conducts individualized assessments as required by EEOC guidelines. However, the medical device industry faces significant regulatory constraints. Those on the OIG Exclusion List are permanently barred. Others with felony convictions may be considered for manufacturing and warehouse positions, though field service roles requiring hospital access face greater barriers. Best opportunities exist in Production Associate and Manufacturing Technician positions at Wisconsin facilities.

   
   

2. What is the background check process at GE HealthCare?

   Background checks are conducted after a conditional job offer by a third-party agency. The check includes national criminal history search, OIG/SAM exclusion databases, employment verification (7 years), education verification, and mandatory drug screening. Results are reviewed using individualized assessment considering the Green Factors. If issues arise, you'll receive pre-adverse action notice with opportunity to respond before final decision.

   
   

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

   The standard criminal lookback is 7 years per FCRA requirements. However, the OIG Exclusion List check has no time limit—it's permanent. Serious offenses (violent crimes, sexual offenses, healthcare fraud) may be considered regardless of when they occurred. Employment verification typically covers 7 years. Some states may have shorter lookback periods that apply.

   
   

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

   Most difficult: OIG-listed offenses (Medicare/Medicaid fraud, healthcare fraud, patient abuse, controlled substance felonies) result in automatic permanent disqualification. Very difficult: violent felonies, sexual offenses, theft/fraud/dishonesty, drug trafficking, recent convictions (within 2-3 years). Case-by-case: older non-violent offenses (5+ years), personal-use drug possession, DUI for non-driving roles. The company's FDA compliance requirements create heightened scrutiny for any integrity-related offenses.

   
   

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

   Best options are Production Associate ($16-$21/hr), Warehouse Associate ($16-$20/hr), and Manufacturing Assembler positions at Wisconsin manufacturing facilities. These roles focus on technical skills and don't require hospital access or healthcare facility credentialing. They provide opportunities to demonstrate reliability before considering advancement into roles with higher scrutiny.

   
   

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

   Yes, GE HealthCare requires mandatory pre-employment drug testing for all positions. Testing is conducted by a third-party provider. Testing typically includes urine screening for marijuana/THC, cocaine, amphetamines, opiates, and PCP. The company maintains a strict Drug-Free Workplace policy with zero tolerance. Random and post-accident testing may occur during employment. Marijuana is tested regardless of state legalization.

   
   

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

   For positions in Illinois (headquarters), GE HealthCare complies with Ban the Box laws and cannot ask about criminal history until after determining you are qualified for the position. Background checks are conducted after a conditional offer is extended. This gives you opportunity to demonstrate qualifications before your record is reviewed. For positions in other states, timing may vary based on local laws, but company policy generally delays inquiry until later in the process.

   
   

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

   Advancement is possible within manufacturing and operations, though higher-level positions face increased scrutiny. Supervisory roles within manufacturing facilities are achievable. However, advancement into field service, sales, or positions requiring hospital access will face significant barriers due to healthcare facility credentialing requirements. Focus on building an excellent track record, completing internal training programs, and demonstrating leadership capabilities within manufacturing operations.

   
   

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

   The average hiring process takes approximately 30 days from application to start date based on employee reports. This includes phone screening (1 week), interviews (1-2 weeks), conditional offer and background check authorization (few days), background check completion (1-3 weeks), final decision and start date confirmation. Some positions may take longer depending on the number of jurisdictions to search and position complexity. The 90-day probation period begins upon start.

   
   

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

    Key strategies:

    (1) Verify you're not on OIG Exclusion List before applying;

    (2) Target manufacturing roles at Wisconsin facilities;

    (3) Run your own background check to identify potential issues;

    (4) Document rehabilitation through certificates, references, and stable employment; (5) Research FDA manufacturing requirements to demonstrate industry awareness; (6) Be completely honest about your record—dishonesty is an automatic disqualifier; (7) Prepare a concise narrative acknowledging your offense and demonstrating growth;

    (8) Be flexible on shifts and locations;

    (9) Check expungement eligibility in your state;

    (10) Follow up professionally and respond promptly to any requests for additional information.

Alternative Second Chance Employers

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

Conclusion

GE HealthCare offers limited but genuine opportunities for individuals with criminal records, primarily in manufacturing and warehouse positions at their Wisconsin facilities. As a $19.7 billion medical technology company with approximately 53,000 employees worldwide, the organization provides a pathway to stable employment with competitive benefits—but the regulatory environment of the healthcare industry creates significant constraints.

The work in manufacturing is technical and precise, requiring attention to detail and compliance with FDA quality standards. The compensation is competitive for the industry, ranging from $16-$29/hr for production roles with a comprehensive benefits package including 401(k) matching and health insurance. Career advancement is possible within manufacturing operations, though progression into field service roles faces additional barriers due to hospital credentialing requirements.

Key Success Factors: Verify you're not on OIG Exclusion List; target Production Associate and Manufacturing Technician positions; document rehabilitation thoroughly; be completely honest about your record; demonstrate technical aptitude and quality consciousness; be flexible on shifts and locations.

Biggest Barriers: OIG exclusion creates permanent bar for healthcare fraud-related convictions; extensive background checks including federal exclusion databases; strict drug testing policy with no marijuana exception; field service positions require hospital credentialing; FDA compliance requirements heighten scrutiny for integrity-related offenses.

For those who qualify and can demonstrate rehabilitation, GE HealthCare offers the opportunity to build a career in a leading medical technology company. The key is targeting appropriate entry points, being transparent about your history, and focusing on demonstrating the technical skills and reliability that the company values in its manufacturing workforce.

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, SEC filings, job postings, employee reviews (Glassdoor, Indeed), and salary databases (PayScale, Comparably), employment information and company policies may change without notice. Always verify current practices directly with GE HealthCare.

Inclusion in this guide does not guarantee employment. Background check laws, OIG exclusion rules, expungement procedures, and fair chance hiring requirements vary by state and should be confirmed with legal professionals. Individuals on the OIG Exclusion List are not eligible for employment at GE HealthCare regardless of position. Consult with an employment attorney or legal aid organization for specific legal advice about your situation.

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