Quick Answer

Conditional, Hartford HealthCare (HHC) hires individuals with felony convictions for certain positions. As Connecticut's largest healthcare system with approximately 37,000-45,000 employees across nearly 500 locations serving 185 communities, Hartford HealthCare operates seven acute care hospitals, behavioral health networks, physician practices, home health agencies, and senior care services. Employment decisions are conditional upon passing a comprehensive background check, drug screening, and medical clearance, 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 patient abuse or neglect (mandatory federal exclusion), healthcare fraud or controlled substances (OIG LEIE exclusion), and violent or sexual offenses (patient safety concerns). Certain convictions result in permanent mandatory exclusion from positions funded by federal healthcare programs under 42 USC § 1320a-7.

Best entry points include Environmental Services, Food Service, Facilities/Maintenance, and non-clinical corporate support roles that minimize patient contact and do not involve access to controlled substances or protected health information. These positions face lower regulatory barriers while still providing access to Hartford HealthCare's comprehensive benefits and advancement opportunities.

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 Federal Exclusion: Must NOT have a felony conviction that leads to mandatory exclusion from Federal Healthcare Programs (Medicare/Medicaid), including crimes related to healthcare fraud, patient abuse, or felony controlled substance convictions under 42 USC § 1320a-7.

  
  

• No Abuse Registry Findings: Must NOT have a substantiated finding of neglect, abuse, or misappropriation of property on any state or federal registry including the Connecticut DDS and DPH registries.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test. Testing is conducted through Occupational Health. Note: Connecticut legalized recreational cannabis, but healthcare employers may still test and make employment decisions based on THC.

  
  

• Medical Clearance: Must obtain medical clearance including bloodwork, TB screening, and immunization verification through Occupational Health.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked (after conditional offer in accordance with Connecticut's Ban the Box law). Lying or misrepresenting information is an automatic disqualifier and grounds for termination if discovered later.

  
  

• 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. Hartford HealthCare operates exclusively in Connecticut with facilities throughout the state, and must comply with both federal healthcare regulations and Connecticut's fair chance hiring laws. Unlike many other industries, healthcare employment involves mandatory federal exclusions that override any general hiring policies or state protections.

EEOC Guidelines

The EEOC advises employers not to automatically refuse applicants 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;

(3) Nature of the job and its relationship to the offense. However, in healthcare, these assessments must also consider federal regulatory requirements that mandate exclusion for certain offenses.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, Hartford HealthCare must comply with the Fair Credit Reporting Act (FCRA):

(1) Provide pre-adverse action notice with report copy and FCRA rights summary; (2) Allow reasonable time to dispute inaccuracies;

(3) Provide final adverse action notice if decision stands. Note: Disputing reports won't change outcomes based on mandatory regulatory exclusions.

State-Specific Considerations

Connecticut has strong Fair Chance protections. The state's Ban the Box law (effective January 2017) prohibits employers from asking about criminal history on initial applications. Connecticut's Clean Slate law (effective January 2023) provides for automatic erasure of most misdemeanors after 7 years and Class D/E felonies after 10 years from the most recent conviction, provided no subsequent convictions. Exceptions include family violence crimes, sexual offenses, and serious firearm offenses. Erased records cannot be reported on background checks, and applicants may legally state they have no criminal record.

Healthcare-Specific Considerations

Healthcare employment involves critical regulatory requirements that create mandatory exclusions beyond general fair chance hiring principles:

Federal Exclusion (42 USC § 1320a-7): Individuals convicted of certain felonies MUST be excluded from positions funded by federal healthcare programs. This includes healthcare fraud, patient abuse/neglect, felony healthcare-related financial misconduct, and felony controlled substance offenses. Minimum exclusion is 5 years; many are permanent.

OIG List of Excluded Individuals/Entities (LEIE): Hartford HealthCare must screen all employees against the OIG's LEIE database before hire and monthly thereafter. Employing an excluded individual results in substantial penalties.

Connecticut Long-Term Care Disqualifiers (CGS § 19a-491c): Positions with direct access to patients in long-term care settings (nursing homes, home health, assisted living) require fingerprint-based background checks. Disqualifying offenses include those listed under federal mandatory exclusion plus assault of elderly/disabled persons, abuse of elderly/disabled persons, and related offenses. Waivers may be available through the Connecticut Department of Public Health for mitigating circumstances.

Scope of Exclusion: Federal exclusion extends beyond direct patient care to include administrative, management, IT, billing, and any other services payable by federal healthcare programs. An excluded individual cannot serve as CEO, HR director, billing specialist, or any position at a healthcare facility that bills federal programs.

Company Overview

Hartford HealthCare is Connecticut's most comprehensive integrated healthcare system. The private, nonprofit organization operates seven acute care hospitals including the flagship Hartford Hospital (867-bed tertiary teaching hospital), the state's most extensive behavioral health network, a multispecialty physician group with over 800 providers, regional home care services, and senior care facilities.

In 2025, Hartford HealthCare was awarded the American Hospital Association's Quest for Quality Prize, recognizing exceptional leadership and innovation. The system achieved a 70% reduction in healthcare-associated infections between 2015 and 2023, and all seven hospitals earned 'A' safety grades from the Leapfrog Group.

Company Fast Facts

• Founded: 1854 (Hartford Hospital); system formed through affiliations since 1998

• Headquarters: Hartford, Connecticut (100 Pearl Street)

• Employees: 37,000-45,000 colleagues across Connecticut

• Acute Care Hospitals: 7 (Hartford Hospital, Backus Hospital, Charlotte Hungerford Hospital, Hospital of Central Connecticut, MidState Medical Center, St. Vincent's Medical Center, Windham Hospital)

• Locations: Nearly 500 locations serving 185 towns and cities

• CEO: Jeffrey A. Flaks (President and CEO since 2019)

• Status: Private nonprofit

• Recognition: 2025 AHA Quest for Quality Prize, Modern Healthcare Innovators Award, Leapfrog 'A' Safety Grades (all hospitals)

Hiring Policy Analysis

Hartford HealthCare complies with Connecticut's Fair Chance Employment law and EEOC guidelines, conducting individualized assessments for non-automatically disqualifying offenses. Background checks are conducted after conditional offer in accordance with Connecticut law, giving applicants the opportunity to demonstrate qualifications before criminal history is considered. The hiring process typically includes online application, phone screening, interview(s) with hiring manager, conditional offer, background check authorization, drug test and physical through Occupational Health, and final offer confirmation. The typical hiring timeline averages 26 days from application to hire, with background checks taking 1-3 weeks.

Position-Specific Barriers

Barrier levels are determined by regulatory requirements, patient access, and access to controlled substances or protected health information.

Available Positions and Pay

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

Career Path Examples

Hartford HealthCare emphasizes internal advancement and offers tuition assistance for employees pursuing healthcare education and certifications. Many leadership positions are filled through internal promotion.

Support Services Track: Environmental Services Associate ($17-$23/hr) → Lead/Supervisor ($20-$28/hr) → Unit Manager ($50K-$65K/yr) → Director ($70K-$90K/yr). Advancement based on reliability, leadership skills, and tenure.

Administrative Track: Administrative Clerk ($18-$24/hr) → Senior Coordinator ($22-$30/hr) → Office Manager ($50K-$70K/yr) → Department Administrator ($65K-$90K/yr). Requires demonstrated organizational skills and often additional education.

Clinical Support Track: Food Service/Support → CNA Training (Hartford HealthCare offers programs) → CNA ($18-$26/hr) → Lead CNA → Further education for LPN/RN. Note: Moving into clinical roles requires passing additional background checks and having no disqualifying offenses.

Background Check Process

Understanding Hartford HealthCare's background check process helps you prepare for what to expect. The company conducts background checks after extending a conditional offer, in compliance with Connecticut's Ban the Box law, giving applicants the opportunity to demonstrate qualifications before criminal history is considered.

What They Check: Criminal history (county, state, federal); OIG LEIE exclusion check; National Sex Offender Registry; Connecticut abuse registries; SSN trace; employment verification; education verification (for credentialed positions); drug screening; medical clearance. Long-term care positions require fingerprint-based criminal history records checks.

Lookback Period: Permanent for OIG-excluded offenses. Connecticut Clean Slate erases most misdemeanors after 7 years and minor felonies after 10 years (exceptions for family violence, sex offenses, firearm offenses). Employment verification typically extends 7-10 years.

Timeline: The hiring process averages approximately 26 days. Background checks typically take 1-3 weeks after conditional offer. Long-term care positions may take longer.

Process Flow: Application → Phone screening → Interview(s) → Conditional offer → Background check/drug test authorization → Pre-employment physical → Results reviewed → Final hiring decision → Pre-adverse or adverse action notice if applicable → Start date → Orientation.

Disqualifying Factors

Mandatory Disqualification (No Exceptions): OIG LEIE exclusion (any position); conviction of healthcare fraud related to Medicare/Medicaid; patient abuse or neglect conviction; felony healthcare-related financial misconduct; felony controlled substance manufacturing, distribution, or dispensing conviction; substantiated finding on state abuse/neglect registry.

High Risk for Disqualification: Violent felonies (assault, robbery); sexual offenses; theft or fraud offenses (especially for positions with financial or data access); drug offenses (especially recent or involving controlled substances); elder/child abuse; identity theft.

Lower Risk (Case-by-Case Assessment): Non-violent property crimes (older offenses); DUI/traffic violations (unless driving required); minor drug possession (older offenses, especially if erased under Clean Slate); non-healthcare-related misdemeanors. All subject to individualized assessment considering rehabilitation evidence, time elapsed, and job relevance.

Your Rights as Applicant

• Connecticut Ban the Box: Employers cannot ask about criminal history on initial applications. Criminal history inquiry occurs after initial screening or conditional offer.

  
  

• 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 dispute inaccurate information.

  
  

• Clean Slate Protection: If your record has been erased under Connecticut's Clean Slate law, you may legally state you have no criminal record. Employers cannot discriminate based on erased records.

  
  

• DPH Waiver Process: For long-term care positions with disqualifying offenses, you may request a waiver from Connecticut DPH identifying mitigating circumstances including evidence of rehabilitation or substantial time elapsed since the offense.

Application Strategy

1. Target Support Roles First: Focus on Environmental Services, Food Service, Facilities/Maintenance, or non-clinical support positions with lower regulatory barriers. Avoid direct patient care, pharmacy, or financial positions initially if your record includes relevant offenses.

   
   

2. Apply Through Official Channels: Submit applications through hhccareers.org. Hartford HealthCare also posts on Indeed, LinkedIn, and Glassdoor. Check regularly as support positions are posted frequently.

   
   

3. Research the Specific Facility: Hartford HealthCare operates diverse facilities. Research the specific hospital or care setting. Different environments may have different needs and cultures.

   
   

4. Be Completely Honest: Never lie about your criminal history. Dishonesty is an automatic disqualifier. Wait until asked (after conditional offer per Connecticut law) to discuss your record.

   
   

5. Prepare Your Narrative: Have a brief, honest explanation ready: acknowledge the offense, describe lessons learned, and explain how you've changed. Emphasize commitment to patient safety. Keep it concise (30-60 seconds).

   
   

6. Document Rehabilitation: Gather evidence of positive changes: treatment programs, certificates, stable employment, community involvement, and character references.

   
   

7. Check Clean Slate Eligibility: Research whether your offense qualifies for erasure under Connecticut's Clean Slate law. Visit portal.ct.gov/cleanslate. Erased records cannot be used against you.

   
   

8. Follow Up Professionally: Follow up with HR if you don't hear back within 2-3 weeks. If you receive a pre-adverse action notice, respond promptly with rehabilitation documentation.

Tips for Applicants with Records

1. Healthcare Has Critical Hiring Needs: Connecticut healthcare systems face ongoing staffing challenges. Hartford HealthCare operates 24/7 across nearly 500 locations. Don't be discouraged by individual rejections—keep applying to different positions and facilities.

   
   

2. Start in Support, Build Your Reputation: Many successful healthcare careers begin in Environmental Services or Food Service. Demonstrate exceptional reliability and professionalism. Hartford HealthCare offers tuition assistance and internal advancement.

   
   

3. Run Your Own Background Check First: Know what will appear before the employer sees it. Check the Connecticut Judicial Branch conviction search page. Dispute any errors in advance.

   
   

4. Understand Healthcare Culture: Healthcare environments prioritize patient safety above all else. Demonstrate understanding of confidentiality (HIPAA), infection control, and professional boundaries.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. Healthcare employers have zero tolerance. Even though Connecticut legalized cannabis, employers may still test for THC.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and consistent work history. Healthcare facilities operate 24/7 and need employees who show up for every shift.

   
   

7. Network and Use Employee Referrals: Current Hartford HealthCare employees can provide referrals. Employee referrals often receive priority consideration.

   
   

8. Be Flexible on Schedule: Willingness to work nights, weekends, and holidays increases your chances significantly. Many positions offer shift differentials.

Benefits Overview

Hartford HealthCare offers a comprehensive benefits package. Benefits eligibility begins based on standard hours worked (typically 24+ hours/week for most benefits).

Compensation: Competitive hourly rates from $16-$19/hr for entry-level support to $35-$55/hr for licensed clinical positions. Shift differentials for evening, night, and weekend work.

Retirement: 401(k) retirement savings plan with employer match. Defined benefit pension plan for eligible employees.

Health Benefits: Medical plans through Aetna, dental and vision coverage. Out-of-pocket maximums protect against catastrophic costs.

Time Off: Paid time off (PTO) program and holiday pay.

Education: Tuition assistance for job-related education. Student loan repayment program (highly valued benefit). Career growth opportunities across the system.

Additional Benefits: Low-cost colleague loans, Care.com membership, colleague discounts, Employee Assistance Program, life insurance.

Employee Perspectives

Pros: Good benefits, great 401(k) match, student loan repayment, tuition assistance, advancement opportunities, meaningful work.

Cons: PTO could be better, pay for some positions below market, experience varies by department and manager.

Frequently Asked Questions

1. Does Hartford HealthCare hire people with felonies?

   Yes, Hartford HealthCare hires individuals with felony convictions for certain positions, primarily non-clinical support roles such as Environmental Services, Food Service, and Facilities/Maintenance. However, certain felony convictions result in mandatory exclusion from positions funded by federal healthcare programs under 42 USC § 1320a-7, including healthcare fraud, patient abuse/neglect, felony healthcare-related financial misconduct, and felony controlled substance offenses. For non-mandatory exclusion offenses, the company conducts individualized assessments. Support roles with minimal patient contact offer the best opportunities.

   
   

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

   Hartford HealthCare conducts comprehensive background checks after extending a conditional job offer, in compliance with Connecticut's Ban the Box law. The process includes: criminal history check (county, state, federal), OIG LEIE exclusion screening, National Sex Offender Registry check, state abuse registry checks, employment and education verification, drug screening, and medical clearance through Occupational Health. Long-term care positions require fingerprint-based checks through Connecticut DPH. Background checks typically take 1-3 weeks.

   
   

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

   The lookback varies by offense type. OIG-excluded offenses and mandatory federal disqualifiers are permanent. For other offenses, Connecticut's Clean Slate law automatically erases most misdemeanors after 7 years and Class D/E felonies after 10 years (exceptions for family violence, sex offenses, firearm offenses). Employment verification typically extends 7-10 years. Erased records under Clean Slate cannot be used in hiring decisions.

   
   

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

   Mandatory disqualifiers (no exceptions): OIG exclusion, healthcare fraud, patient abuse/neglect, felony healthcare financial misconduct, felony controlled substance offenses. High risk: violent felonies, sexual offenses, theft/fraud, drug offenses involving controlled substances, elder/child abuse. Moderate risk: non-healthcare financial crimes, DUI. Lower risk (case-by-case): older non-violent misdemeanors, minor drug possession (especially if erased under Clean Slate).

   
   

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

   The best entry points are: Environmental Services Associate ($17-$23/hr) performing hospital cleaning and sanitation; Food Service Associate ($16-$20/hr) preparing and serving patient meals; Laundry Aide ($16-$19/hr) processing linens; and Facilities/Maintenance ($18-$28/hr) for building upkeep. These positions minimize patient contact, don't require clinical credentials, and face lower regulatory barriers while providing access to Hartford HealthCare's benefits, tuition assistance, and internal advancement opportunities.

   
   

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

   Yes, Hartford HealthCare conducts mandatory pre-employment drug testing for all positions as part of the pre-employment physical through Occupational Health. Testing is typically a urine drug screen that includes cannabis (THC). Although Connecticut has legalized recreational marijuana, healthcare employers may still test for and make employment decisions based on THC.

   
   

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

   In compliance with Connecticut's Ban the Box law, Hartford HealthCare does not ask about criminal history on initial job applications. Criminal history inquiry occurs later—typically after an interview or as part of the conditional offer/background check process. You are not required to disclose erased records under Clean Slate.

   
   

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

   Advancement is possible but faces increased scrutiny. Management positions involve broader access to financial systems, employee records, and patient information. Certain felonies (fraud, financial crimes, healthcare-related offenses) would likely disqualify candidates from leadership roles. For non-disqualifying offenses, demonstrated excellence, longevity, and rehabilitation evidence strengthen advancement prospects. Many support managers rose from entry-level positions.

   
   

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

   The typical hiring process averages approximately 26 days from application to hire. Background checks take 1-3 weeks after authorization. The process can move quickly once the recruiter contacts you, but there may be up to a month of requirements to complete before starting. Clinical positions requiring credentialing may take longer.

   
   

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

    Key strategies:

    (1) Target support roles with lower regulatory barriers;

    (2) Check Clean Slate eligibility to have qualifying records erased;

    (3) Be completely honest—dishonesty is automatic disqualification;

    (4) Prepare a concise narrative acknowledging past mistakes and commitment to patient care;

    (5) Document rehabilitation;

    (6) Run your own background check first;

    (7) Apply to multiple positions and facilities;

    (8) Show schedule flexibility;

    (9) Get an employee referral if possible;

    (10) Follow up professionally.

Alternative Second Chance Employers

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

Conclusion

Hartford HealthCare offers conditional opportunities for individuals with criminal records, particularly in non-clinical support roles such as Environmental Services, Food Service, and Facilities/Maintenance. As Connecticut's most comprehensive healthcare system with 37,000-45,000 employees across nearly 500 locations, the organization provides meaningful pathways to stable employment with competitive benefits, but operates under strict federal and state healthcare regulations that create significant barriers for certain offenses.

The work environment is fast-paced and mission-driven, with Hartford HealthCare's culture emphasizing 'the best at getting better' and its commitment that 'you are never alone.' The organization's 2025 AHA Quest for Quality Prize recognition demonstrates its commitment to excellence. The compensation is competitive for healthcare, ranging from $16-$23/hr for entry-level support to significantly higher for clinical roles. The benefits package includes 401(k) with employer match, health insurance, tuition assistance, and the valued student loan repayment program. Career advancement is possible through internal promotion and the organization's tuition assistance programs.

Key Success Factors: Target support roles with lower regulatory barriers; check Clean Slate eligibility before applying; be completely honest about your record; demonstrate understanding of healthcare values and patient safety; document rehabilitation thoroughly; show reliability and flexibility; start entry-level and prove yourself.

Biggest Barriers: Mandatory federal exclusion for healthcare fraud, patient abuse, felony controlled substance offenses (permanent and non-waivable); OIG LEIE listing; substantiated abuse registry findings; any sexual offense; violent felonies (especially recent); drug offenses involving controlled substances; theft/fraud for positions with financial or data access.

For applicants without mandatory disqualifying offenses, Hartford HealthCare's support services departments offer genuine opportunities to build stable healthcare careers. The organization's emphasis on internal advancement, tuition assistance, and comprehensive benefits creates pathways beyond entry-level positions. Success requires honesty, reliability, flexibility, and a genuine commitment to the healthcare mission of improving the health and healing of the communities served.

Disclaimer

This guide provides general information and should not be considered legal advice. Hiring policies vary by position, location, and individual circumstances. Healthcare employment involves complex federal and state regulations that may change without notice. While we strive for accuracy using publicly available sources, employment information may change. Always verify current practices directly with Hartford HealthCare.

Inclusion in this guide does not guarantee employment. Federal healthcare exclusion laws and fair chance hiring requirements vary and should be confirmed with legal professionals. Contact the Connecticut Board of Pardons and Paroles for pardon/expungement questions, and Connecticut DPH for long-term care waiver inquiries.

Apply Now: https://www.hhccareers.org