Quick Answer

Conditional. Geisinger hires individuals with felony convictions for certain positions. As a major regional healthcare system headquartered in Danville, Pennsylvania with approximately 26,500 employees serving over 3 million patients across 45 counties, Geisinger operates under strict federal healthcare compliance requirements. Employment decisions are conditional upon passing a comprehensive background check and are subject to OIG exclusion screening, Pennsylvania state statutes, 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 resulting in OIG exclusion (healthcare fraud, patient abuse, controlled substance offenses), violent crimes (patient safety concerns), and theft or financial crimes (integrity concerns in healthcare settings). Individuals on the OIG List of Excluded Individuals/Entities face permanent barriers to healthcare employment.

The best entry points are Environmental Services (EVS), Food Services, and Facilities/Laundry positions which have minimal direct patient contact and lower regulatory barriers. These roles offer $15-$18/hr starting pay with full benefits and opportunities for advancement within the Geisinger 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:

• OIG Exclusion Status: Must NOT be on the OIG List of Excluded Individuals/Entities (LEIE). Individuals excluded for healthcare fraud, patient abuse, or controlled substance felonies are permanently barred from healthcare employment. Check your status at exclusions.oig.hhs.gov before applying.

  
  

• No Blanket Exclusion: Geisinger cannot automatically exclude you solely for having a felony. EEOC guidelines require individualized assessment using the Green Factors.

  
  

• Job-Related Assessment: Must 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).

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test including nicotine screening. Geisinger does NOT hire tobacco/nicotine users. Medical marijuana is NOT accepted regardless of PA medical card.

  
  

• Physical Requirements: Must meet physical demands of the position. EVS and Facilities roles require standing, walking, lifting, and repetitive movements throughout shifts.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked. Dishonesty is an automatic disqualifier and will be discovered through extensive background checks.

  
  

• 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. Geisinger operates primarily in Pennsylvania and must comply with federal OIG regulations, state-specific healthcare statutes, and EEOC guidelines. Healthcare employment involves unique regulatory barriers that do not exist in other industries.

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

Geisinger uses a third-party vendor (Certiphi) to conduct background checks and 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

Pennsylvania has moderate Fair Chance protections. Under the Criminal History Record Information Act (18 Pa.C.S. § 9125), employers may only consider felony and misdemeanor convictions that relate to the applicant's suitability for the position. Arrests without conviction, juvenile adjudications, and summary offenses cannot be considered. Pennsylvania's Clean Slate Law automatically seals certain misdemeanor convictions after 10 years. Philadelphia has additional Ban the Box protections, though Geisinger's main operations are outside Philadelphia.

Healthcare-Specific Considerations

Healthcare employment involves unique federal and state regulatory requirements. The OIG List of Excluded Individuals/Entities (LEIE) creates permanent employment bars for individuals convicted of: healthcare fraud related to Medicare/Medicaid; patient abuse or neglect; felony controlled substance offenses; and felony healthcare-related fraud or theft. Geisinger screens all employees against the LEIE monthly and cannot employ anyone on this list in any capacity.

Pennsylvania's Older Adults Protective Services Act (OAPSA) imposes additional restrictions for positions involving care of older adults, including specific disqualifying offenses such as criminal homicide, aggravated assault, kidnapping, rape, and felony drug offenses. The Pennsylvania Commonwealth Court found lifetime bans unconstitutional in 2015, but healthcare facilities must still conduct careful individualized assessments for covered positions.

Company Overview

Geisinger is a regional healthcare provider serving central, south-central, and northeastern Pennsylvania. Founded in 1915 by philanthropist Abigail Geisinger in Danville, Pennsylvania, the organization has grown from a single community hospital to a nationally-recognized healthcare system. In March 2024, Geisinger was acquired by Risant Health, a nonprofit organization created by Kaiser Foundation Hospitals, though Geisinger continues to operate under its own name and mission.

Geisinger operates 10-13 hospital campuses including Geisinger Medical Center (the flagship 475-bed facility in Danville with Level 1 Trauma Center), Geisinger Community Medical Center in Scranton (Level II trauma center), Geisinger Wyoming Valley Medical Center in Wilkes-Barre, Geisinger-Lewistown Hospital, and Geisinger Shamokin Area Community Hospital among regional facilities throughout central and northeastern Pennsylvania. The organization also operates the Geisinger Health Plan serving approximately 600,000 members, Geisinger Commonwealth School of Medicine in Scranton, and Life Flight air ambulance service with nine helicopters transporting around 3,600 patients annually.

The organization is known for innovation in healthcare delivery, including pioneering work in electronic health records adoption since 1996 and the MyCode Community Health Initiative genetic biobank program launched in 2007 with over 200,000 participants. Geisinger's Fresh Food Farmacy program provides free healthy foods and nutrition counseling to low-income patients with diabetes. The system primarily serves rural and medically underserved areas, with 32 of 45 counties in Geisinger's coverage area designated as rural.

Company Fast Facts

• Founded: 1915 (Danville, Pennsylvania)

• Headquarters: 100 North Academy Avenue, Danville, PA 17822

• Employees: Approximately 26,500 including 1,700+ physicians

• Patients Served: Over 3 million across 45 counties

• Hospital Campuses: 10-13 facilities

• Health Plan Members: ~600,000

• Type: Nonprofit (acquired by Risant Health in 2024)

• CEO: Dr. Jaewon Ryu

Hiring Policy Analysis

Geisinger conducts individualized assessments as required by EEOC guidelines and complies with Pennsylvania's Criminal History Record Information Act. Background checks are conducted after conditional offer is extended, giving applicants the opportunity to demonstrate qualifications before criminal history review. The organization screens all prospective employees against the OIG LEIE and conducts Pennsylvania State Police PATCH checks on every hire. For patient care positions, additional FBI fingerprint and Child Abuse Clearance checks are required.

Position-Specific Barriers

Barrier levels are determined by patient contact, access to controlled substances, financial responsibilities, and licensing requirements.

Available Positions and Pay

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

Career Path Examples

Geisinger emphasizes internal advancement and offers career development programs. Many leadership positions are filled through internal promotion.

EVS Track: Housekeeper ($15-$17/hr) → EVS Technician ($16-$18/hr) → Lead EVS ($18-$21/hr) → EVS Supervisor ($45K-$55K/yr). Advancement requires demonstrated reliability, attendance, and leadership skills.

Food Services Track: Dietary Aide ($13-$16/hr) → Food Service Worker ($15-$18/hr) → Lead Cook ($17-$21/hr) → Food Services Supervisor ($42K-$52K/yr). ServSafe certification supports advancement.

Facilities Track: Maintenance Worker ($16-$20/hr) → Maintenance Technician ($18-$24/hr) → Lead Maintenance ($22-$28/hr) → Facilities Supervisor ($50K-$65K/yr). Trade certifications accelerate advancement.

Background Check Process

Understanding Geisinger's background check process helps you prepare mentally and practically. The company conducts background checks after extending a conditional offer, which means you'll have the opportunity to demonstrate your qualifications before criminal history review.

• What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels through Certiphi; Pennsylvania State Police PATCH; OIG/SAM exclusion lists (monthly); identity verification through SSN trace; employment verification; drug screening with nicotine. For patient care positions: FBI fingerprint check; Child Abuse Clearance (CAC).

  
  

• Lookback Period: Standard 7-year criminal lookback for residence history. Employment verification typically 7-10 years. OIG exclusions are permanent. Pennsylvania Clean Slate automatically seals certain misdemeanors after 10 years.

  
  

• Timeline: The hiring process averages approximately 4-6 weeks from application to hire based on employee reports. Background checks typically take 2-4 weeks due to extensive clearance requirements. Glassdoor reports average of 32 days overall.

  
  

• Process Flow: Application submitted → Recruiter contact → Interview(s) conducted → Conditional offer extended → Background check and drug test authorization signed → All clearances obtained → Results reviewed → Final hiring decision → Start date confirmed → Orientation.

Disqualifying Factors

Automatic Disqualification: OIG Exclusion (healthcare fraud, patient abuse, controlled substance felonies); lying on application; positive drug test including nicotine; failure to complete required clearances.

High Risk for Disqualification: Recent violent offenses (assault, battery); sex offenses; theft or fraud (especially healthcare-related); drug manufacturing/distribution; crimes against vulnerable populations.

Lower Risk (Case-by-Case): Older non-violent offenses (7+ years); property crimes unrelated to healthcare; DUI (unless transportation role); drug possession (if completing treatment). All subject to individualized assessment.

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 summary of your rights. You have reasonable time to respond and explain circumstances.

  
  

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

  
  

• Pennsylvania CHRIA: Employers can only consider convictions (not arrests) that relate to job suitability. You must receive written notice if denied based on criminal history.

Application Strategy

1. Verify OIG Status First: Before applying, confirm you are NOT on the OIG Exclusion List at exclusions.oig.hhs.gov. This free database search takes only minutes and prevents wasting time on applications that cannot succeed. Individuals on this list cannot be employed in any healthcare capacity, including non-clinical support roles.

   
   

2. Target EVS and Food Services: Focus on Environmental Services and Food Services positions which have the lowest regulatory barriers and highest volume hiring. These roles offer the best opportunity to get your foot in the door. EVS positions are available at all Geisinger facilities across Pennsylvania, providing geographic flexibility.

   
   

3. Apply Through Official Channels: Submit your application through jobs.geisinger.org, the official careers portal. Geisinger also posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as support positions are posted frequently. Consider applying to multiple Geisinger facilities simultaneously to maximize opportunities.

   
   

4. Prepare for Extensive Process: Healthcare background checks take longer than other industries due to OIG screening, Pennsylvania PATCH, and additional clearances. Expect 4-8 weeks total from application to start date. Gather all documentation early including identification and any clearance paperwork.

   
   

5. Be Completely Honest: Never lie about your criminal history. Dishonesty is an automatic disqualifier and will be discovered through extensive multi-level background checks. Wait until asked or after conditional offer to discuss your record. Attempting to hide convictions demonstrates poor judgment and integrity concerns.

   
   

6. Prepare Your Narrative: Have a brief, honest explanation ready that acknowledges the offense without excuses, describes what you learned from the experience, and explains concrete changes you've made. Focus on rehabilitation evidence and personal growth. Keep explanations concise (30-60 seconds) and professional.

   
   

7. Document Rehabilitation: Gather evidence of positive changes: treatment completion certificates, educational credentials, vocational training certificates, stable employment history, volunteer work, community involvement, and character references from employers, probation officers, or community leaders.

   
   

8. Prepare for Nicotine Testing: Geisinger does not hire tobacco users as part of their commitment to employee health. If you use nicotine products including cigarettes, e-cigarettes, cigars, or chewing tobacco, you must quit before applying. Nicotine is tested alongside other substances in the pre-employment drug screen. Positive results require 6-month waiting period.

   
   

9. Follow Up Professionally: After applying, follow up with the recruitment team at geisingercareers@geisinger.edu if you don't hear back within 2-3 weeks. If you receive a pre-adverse action notice, respond promptly with rehabilitation documentation. Persistence and professionalism demonstrate the qualities healthcare employers value.

Tips for Applicants with Records

1. Healthcare Has Constant Hiring Needs: Healthcare systems like Geisinger have consistent turnover in support positions. Don't be discouraged by individual rejections—keep applying to different facilities and departments.

   
   

2. Start Entry-Level, Advance Within: Many successful healthcare careers begin in EVS or Food Services. Prove reliability by showing up on time, maintaining perfect attendance, and demonstrating positive attitude. 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 Pennsylvania State Police PATCH ($22). Dispute any errors in advance.

   
   

4. Check Your OIG Status: Search your name at exclusions.oig.hhs.gov before applying. If you're excluded, healthcare employment is not currently possible until exclusion is lifted.

   
   

5. Quit Nicotine Completely: Geisinger screens for nicotine. If you test positive, you cannot be hired and must wait 6 months to reapply. Plan ahead and quit all tobacco products before applying.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and consistent work history. Healthcare employers especially value dependability and attendance.

   
   

7. Consider Shifts and Locations: Be flexible on schedule and location. Evening, night, and weekend shifts often have more openings and higher pay differentials. Apply to multiple Geisinger facilities.

   
   

8. Research Expungement Options: Pennsylvania's Clean Slate Law automatically seals certain misdemeanors after 10 years. Contact a legal aid organization to determine if your records qualify for sealing or expungement.

Benefits Overview

Geisinger offers a comprehensive benefits package. Benefits begin on first day of employment for eligible employees.

• Compensation: Entry-level support positions range from $13-$22/hr depending on role and experience. Annual raises typically provided. Shift differentials available for evening, night, and weekend work.

  
  

• 401(k) and Retirement: 5% employer contribution regardless of employee contribution through Fidelity. Additional voluntary contributions available.

  
  

• Health Benefits: Three medical plan options (Geisinger Enhanced, Value, Essential). Coverage begins first day. Low copays and deductibles. Free labs and diagnostic services. Dental and vision coverage available.

  
  

• Time Off: 19.5 vacation days plus 4 personal days annually. Extended leave accrual. Paid parental leave (2 weeks). Paid holidays.

  
  

• Additional Benefits: Company-paid life insurance up to $1,000,000; short-term and long-term disability; 6 free therapy visits annually through GuidanceResources; MyHealth Rewards ($600 wellness incentive); tuition reimbursement; employee discounts.

  
  

• Employee Perspectives - Pros: Excellent health insurance with low costs; generous 401(k) match; solid PTO package; career advancement opportunities; good work-life balance in some departments.

  
  

• Employee Perspectives - Cons: Below-market pay compared to some competitors; long hiring process; limited parental leave (2 weeks); some facilities understaffed; healthcare environment can be demanding.

Frequently Asked Questions

1. Does Geisinger hire people with felonies?

   Conditionally yes. Geisinger hires individuals with felony convictions for certain positions, primarily in Environmental Services, Food Services, and Facilities departments. However, healthcare employment involves unique regulatory barriers that do not exist in other industries. Individuals on the OIG Exclusion List for healthcare fraud, patient abuse, or controlled substance felonies cannot be hired in any capacity—even non-clinical support roles. Clinical and patient care positions face the highest scrutiny due to additional licensing requirements. Each application receives individualized assessment based on offense type, time elapsed since conviction, and relationship to the job sought.

   
   

2. What is the background check process at Geisinger?

   Geisinger uses Certiphi for third-party background checks conducted after conditional offer is extended. The comprehensive check includes Pennsylvania State Police PATCH criminal history, national criminal search at county, state, and federal levels, OIG/SAM exclusion list screening, SSN verification and address history, employment verification, and drug testing including nicotine. Patient care positions additionally require FBI fingerprints and Pennsylvania Child Abuse History Clearance (CAC). The process typically takes 2-4 weeks depending on how quickly clearances are obtained. You will receive copies of all reports and have opportunity to dispute inaccuracies under FCRA.

   
   

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

   Standard 7-year lookback for criminal history based on residence addresses during that period. Employment verification typically extends 7-10 years depending on the position. Critically, OIG exclusions are permanent and have no lookback limitation—if you are on the exclusion list, this will appear regardless of when the underlying offense occurred. Pennsylvania's Clean Slate Law automatically seals certain non-violent misdemeanor convictions after 10 years with no additional convictions, meaning these would not appear on background checks. Felonies do not qualify for automatic sealing under Clean Slate.

   
   

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

   Healthcare fraud, patient abuse, and controlled substance felonies result in OIG exclusion and create permanent bar to healthcare employment in any capacity. Violence and assault offenses raise significant patient safety concerns and face heavy scrutiny, especially for positions involving vulnerable populations. Theft, fraud, and financial crimes create integrity concerns, particularly for positions with access to patient belongings, financial data, or controlled substances. Sex offenses face the highest scrutiny given patient vulnerability. Recent offenses within 7 years face more scrutiny than older offenses where rehabilitation is demonstrated. Drug possession charges are evaluated case-by-case, especially if treatment completion is documented.

   
   

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

   Environmental Services (Housekeeping) at $15-$17/hr and Food Service Worker at $15-$18/hr are the best entry points. These positions have minimal direct patient contact, lower regulatory barriers, and high volume hiring. Laundry and Facilities Maintenance positions also offer good opportunities at similar pay rates.

   
   

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

   Yes, Geisinger requires mandatory pre-employment drug testing via urine screen. Critically, the test includes nicotine screening. Geisinger does NOT hire tobacco users. Medical marijuana is NOT accepted regardless of Pennsylvania medical card. Applicants who test positive for nicotine cannot be hired and must wait 6 months to reapply.

   
   

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

   Criminal history inquiry occurs after conditional offer is extended. This aligns with Pennsylvania's Criminal History Record Information Act requirements. You will not be asked about criminal history on the initial application. Background checks are conducted after you have had opportunity to interview and demonstrate your qualifications.

   
   

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

   Yes, advancement to supervisory and management positions is possible for employees with felony convictions, particularly in support departments like EVS, Food Services, and Facilities. Demonstrate reliability, maintain excellent attendance, and show leadership potential. Internal advancement often faces less scrutiny than external hiring since you've established a track record.

   
   

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

   The overall process averages 4-6 weeks from application to hire. Glassdoor reports average of 32 days. Interview and decision-making takes 2-3 weeks. Background checks with all required clearances take an additional 2-4 weeks. Some employees report 6-8 weeks total due to extensive healthcare clearance requirements.

   
   

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

    Verify you're not on OIG exclusion list; target EVS and Food Services positions; quit all nicotine products before applying; be completely honest about your record; prepare a brief rehabilitation narrative; document positive changes since conviction; be flexible on shift and location; apply to multiple facilities; follow up professionally; and demonstrate reliability and stability throughout the process.

Alternative Second Chance Employers

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

Conclusion

Geisinger offers conditional opportunities for individuals with criminal records, particularly in Environmental Services, Food Services, and Facilities positions. As a major nonprofit healthcare system serving over 3 million patients across Pennsylvania, the organization provides a pathway to stable employment with excellent benefits including a 5% 401(k) match, comprehensive health insurance, and generous PTO. However, healthcare employment involves unique regulatory barriers that do not exist in other industries.

The work environment is demanding but rewarding. Healthcare facilities operate 24/7, requiring flexibility in scheduling. The compensation is competitive for the region, with entry-level positions starting at $15-$18/hr and clear pathways for advancement into supervisory roles. The benefits package is particularly strong, with excellent health insurance and retirement contributions that begin on day one.

Key Success Factors: Verify you're not on the OIG exclusion list; target EVS and Food Services positions; be completely honest about your record; quit nicotine products before applying; document your rehabilitation; and demonstrate reliability throughout the process.

Biggest Barriers: OIG exclusion creates permanent bar for healthcare fraud, patient abuse, and controlled substance felonies; extensive background check process takes 4-8 weeks; nicotine screening disqualifies tobacco users; clinical positions have additional licensing and clearance requirements.

For those who clear the regulatory hurdles, Geisinger offers genuine opportunity for long-term career growth in healthcare. The key is starting in positions with lower barriers and building a track record of reliability and professionalism 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), and salary databases (PayScale, ZipRecruiter), employment information and company policies may change without notice. Always verify current practices directly with Geisinger.

Inclusion in this guide does not guarantee employment. Background check laws, expungement procedures, and fair chance hiring requirements vary by state and should be confirmed with legal professionals. Consult with an employment attorney or legal aid organization for specific legal advice about your situation.

Apply Now: https://jobs.geisinger.org