Quick Answer

Yes, Inova Health System hires individuals with felony convictions for certain positions. As Northern Virginia's leading nonprofit healthcare provider with over 26,000 team members serving more than 4 million patient visits annually, Inova is committed to Equal Employment Opportunity and complies with all applicable employment laws. Employment is strictly conditional upon passing a comprehensive background check and meeting mandatory federal exclusion criteria.

The law prohibits employers from having blanket policies excluding all felons. Inova recruits, interviews, and hires on the basis of merit and qualification. However, healthcare employment creates unique regulatory barriers. The single greatest barrier is the OIG Exclusion List (LEIE)—a federal database permanently barring individuals with convictions related to healthcare fraud, patient abuse, or unlawful distribution of controlled substances from any healthcare employment.

The best opportunities exist in support services departments including Environmental Services (EVS), Food Services, Facilities/Maintenance, and Patient Transport. These positions have minimal direct patient contact, no access to controlled substances, and reduced regulatory barriers compared to clinical roles. Entry-level positions typically pay $15-$20/hr with comprehensive benefits.

Clinical and direct patient care positions present significantly higher barriers due to Virginia nursing board licensure requirements, controlled substance access, and vulnerable population protections. Individuals considering healthcare careers should realistically assess which barriers apply to their specific conviction history before investing significant time in applications. The organization's size and continuous hiring needs mean persistent applicants focusing on appropriate positions have genuine second chance 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:

• OIG Exclusion Check: You must NOT be on the OIG List of Excluded Individuals/Entities (LEIE). Healthcare organizations face civil monetary penalties exceeding $10,000 per day for employing excluded individuals. Check your status at oig.hhs.gov/exclusions before applying.

  
  

• No Blanket Exclusion: For non-excluded individuals, Inova cannot automatically exclude you solely for having a felony. EEOC guidelines require individualized assessment considering job-relatedness and business necessity.

  
  

• Drug Screen: Must pass mandatory pre-employment drug screening. Healthcare facilities maintain drug-free workplaces due to patient safety and controlled substance access concerns.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record. Dishonesty is an automatic disqualifier and will be discovered during the comprehensive background check. Inova treats dishonesty as an integrity failure.

  
  

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

  
  

• Virginia Ban the Box: Virginia law prohibits employers from asking about criminal history on initial applications. Criminal history inquiry occurs during or after interview. You need not disclose marijuana possession convictions.

Critical Regulatory Information

Understanding the regulatory landscape for criminal records in healthcare employment is essential. Inova Health System must comply with federal OIG regulations to maintain Medicare/Medicaid funding eligibility. Virginia has Ban the Box protections that apply to the hiring process, and Fairfax County has additional local fair chance hiring requirements.

EEOC Guidelines

The Equal Employment Opportunity Commission advises employers not to automatically refuse applicants due to criminal records. Employers must conduct individualized assessments 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. Inova recruits, interviews, and hires on the basis of merit and qualification, with any conviction-based decision justified by relevance to the role.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, Inova must comply with 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

Virginia has a Ban the Box law effective July 1, 2020, which prohibits employers from inquiring about criminal history on initial applications. Criminal history questions are permitted during or after an interview. Employers cannot ask about marijuana possession convictions. Willful violations are Class 1 misdemeanors. Additionally, Fairfax County (where Inova is headquartered) prohibits criminal history questions on applications and requires background checks after conditional job offers.

Healthcare-Specific Considerations

The healthcare industry has unique regulatory requirements creating significant barriers. OIG Mandatory Exclusions create permanent legal bars for convictions related to: healthcare fraud, patient abuse/neglect, felony controlled substance convictions, and program-related Medicare/Medicaid offenses. Inova is legally required to verify all workers against the LEIE before hire and monthly thereafter. Clinical positions requiring Virginia licensure (RN, LPN, CNA) involve separate Board of Nursing background checks with fingerprinting.

Company Overview

Inova Health System is Northern Virginia and the Washington, D.C. metropolitan area's leading nonprofit healthcare provider. Founded in 1956 as the Fairfax Hospital Association, Inova has grown into a comprehensive network serving more than one million unique patients annually with over four million total patient visits. The system operates five hospitals, multiple primary and specialty care practices, emergency and urgent care centers, and outpatient services throughout Northern Virginia including Fairfax County, Loudoun County, and the cities of Alexandria, Fairfax, and Falls Church.

In 2025, Inova was named Health System of the Year by Press Ganey, recognizing excellence in patient care, team member engagement, and continuous improvement. Inova is home to Northern Virginia's only Level 1 Trauma Center and Level 4 Neonatal Intensive Care Unit. The flagship Inova Fairfax Medical Campus is a 923-bed academic medical center consistently ranked among the nation's best by U.S. News & World Report.

Company Fast Facts

• Founded: 1956 (Falls Church, Virginia)

• Headquarters: 3300 Gallows Road, Falls Church, VA 22042

• Employees: Approximately 26,000 team members

• Type: Nonprofit healthcare system

• CEO: J. Stephen Jones, MD

• Annual Revenue: Approximately $5 billion

• Patient Visits: 4+ million annually

• Hospitals: Inova Fairfax (923 beds), Inova Alexandria (318 beds), Inova Loudoun, Inova Fair Oaks, Inova Mount Vernon

Hiring Policy Analysis

Inova Health System is an Equal Opportunity Employer committed to recruiting, interviewing, and hiring on the basis of merit and qualification. The organization complies with Virginia's Ban the Box law by delaying criminal history inquiries until after initial application screening. Background checks are conducted after conditional offers for all positions. Inova must verify OIG exclusion status for all employees before hire and monthly thereafter—this is a federal compliance requirement, not a policy choice. The organization cannot waive or override OIG exclusion requirements regardless of individual circumstances or rehabilitation evidence.

For non-excluded individuals, Inova follows EEOC individualized assessment guidelines. Any decision based on criminal history must be demonstrably job-related and consistent with business necessity. The organization operates multiple hospitals and facilities across Northern Virginia, creating diverse employment opportunities ranging from clinical care to facilities support, food services, and administrative roles. With over 26,000 employees and continuous hiring needs across support services, administrative, technical, and clinical departments, qualified candidates have multiple pathways to employment.

Position-Specific Barriers

Barrier levels are determined by OIG exclusion risk, patient contact level, controlled substance access, and licensure requirements.

Available Positions and Pay

Pay data compiled from Indeed, Glassdoor, PayScale, and job postings. Actual compensation varies by location, experience, and shift. Northern Virginia wages are generally higher than national averages due to cost of living. Average hourly pay at Inova is approximately $25/hr across all positions.

Career Path Examples

Inova emphasizes internal advancement and offers tuition reimbursement up to $5,250/year for healthcare-related education through Guild Education. Many leadership positions are filled through internal promotion.

Support Services Track: EVS Tech ($15-$19/hr) → EVS Lead ($18-$22/hr) → EVS Supervisor ($45K-$55K/yr) → Facilities Manager ($60K-$80K/yr). Advancement based on reliability, leadership skills, and tenure.

Administrative Track: Patient Access Associate ($17-$22/hr) → Revenue Cycle Specialist ($20-$28/hr) → Claims Resolution Specialist ($22-$30/hr) → Supervisor. Requires accuracy, integrity, and healthcare billing knowledge.

Clinical Track: Clinical Tech ($16-$22/hr) → CNA Certification → LPN ($22-$30/hr) → RN through tuition assistance ($34-$50/hr). Requires education, licensure, and clean background for each advancement level.

Background Check Process

Understanding Inova's background check process helps you prepare for what to expect. Healthcare background checks are among the most comprehensive in any industry due to patient safety requirements, federal funding regulations, and access to vulnerable populations and controlled substances.

• What They Check: National criminal database search; county, state, and federal criminal records; OIG/LEIE exclusion verification; SAM (System for Award Management) exclusion check; SSN verification and address history; employment verification; education verification; drug screening; professional license verification for clinical roles.

  
  

• Lookback Period: Virginia limits reporting of most criminal convictions to 7 years under state law. OIG exclusions are permanent until formally reinstated. FCRA limits non-conviction reporting to 7 years. Healthcare fraud, patient abuse, and controlled substance convictions may be reviewed indefinitely due to federal regulations.

  
  

• Timeline: The hiring process varies by position but typically takes 2-4 weeks from application to offer. Background checks complete within 1-2 weeks after conditional offer. Clinical positions requiring licensure verification may take longer.

  
  

• Process Flow: Application submitted → HR review → Interview(s) conducted → Conditional offer extended → Background check and drug test authorization → Background check conducted (including OIG verification) → Results reviewed → Final hiring decision → Pre-adverse or adverse action notice if applicable → Start date confirmed → Orientation.

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Disqualifying Factors

Automatic Disqualification (OIG Mandatory Exclusions): Healthcare fraud convictions; patient abuse, neglect, or mistreatment; felony controlled substance convictions; program-related crimes (Medicare/Medicaid fraud). These create permanent bars from healthcare employment.

High Risk (Case-by-Case): Recent violent felonies; theft or larceny (especially for positions with access to patient property or finances); crimes of dishonesty; sexual offenses; drug offenses. Subject to individualized assessment considering rehabilitation and job-relatedness.

Your Rights as Applicant

• Virginia Ban the Box: Employers cannot ask about criminal history on initial applications. Questions permitted during or after interview. No inquiries about marijuana possession convictions.

  
  

• FCRA Protections: You must receive written notice and provide consent before background check. If denied based on the report, you're entitled to a copy and right to dispute inaccuracies.

  
  

• Pre-Adverse Action Notice: Before final decision, you must receive notice with a copy of the report and summary of your rights. Reasonable time to respond.

  
  

• EEOC Protection: For non-excluded individuals, you have the right to individualized assessment. Blanket exclusions based solely on criminal record are prohibited.

Application Strategy

1. Check OIG Status First: Before applying to any healthcare position, verify you are not on the OIG Exclusion List (LEIE) at oig.hhs.gov/exclusions. If excluded, you cannot be employed in any capacity at a Medicare/Medicaid participating facility.

   
   

2. Target Support Services: Focus on Environmental Services, Food Services, Facilities, and non-clinical administrative positions to avoid the strictest regulatory barriers associated with clinical licensure and direct patient care.

   
   

3. Apply Through Official Channels: Submit applications through Inova's career portal at jobs.inova.org. Inova posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as support positions are posted frequently.

   
   

4. Be Completely Honest: Never lie about your criminal history. Virginia's Ban the Box law means you won't be asked on the application, but be prepared for questions during or after interview. Dishonesty is an automatic disqualifier.

   
   

5. Prepare Your Narrative: Have a brief, honest explanation ready: acknowledge the offense without excuses, describe lessons learned, and explain rehabilitation. Focus on your commitment to patient safety and healthcare values.

   
   

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

   
   

7. Consider Multiple Locations: Inova operates five hospitals and numerous clinics across Northern Virginia. Apply to multiple locations (Falls Church, Alexandria, Leesburg, Fairfax) to maximize opportunities.

   
   

8. Leverage Size Advantage: With 26,000+ employees and continuous hiring, Inova has high volume hiring needs. Persistence and applying to multiple appropriate positions increases success likelihood.

Tips for Applicants with Records

1. Healthcare Has Unique Barriers: Understand that OIG exclusions create absolute legal bars that no employer can override. If you have healthcare fraud, patient abuse, or felony drug convictions, research your OIG status before investing time in healthcare applications.

   
   

2. Start in Support Services: EVS and Food Services positions provide entry points with lower barriers. Prove reliability and work ethic, then explore advancement opportunities as you build tenure and trust with the organization.

   
   

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

   
   

4. Pass the Drug Test: Healthcare facilities have zero tolerance for positive drug screens due to controlled substance access concerns. Address any substance issues completely before applying.

   
   

5. Emphasize Healthcare Values: Demonstrate understanding of patient safety, confidentiality (HIPAA), and the privilege of working with vulnerable populations. Healthcare employers value compassion, integrity, and reliability.

   
   

6. Large System Advantages: Inova's size means more opportunities, structured HR processes, and consistent policy application. The 2025 Press Ganey Health System of the Year recognition reflects strong organizational culture.

   
   

7. Northern Virginia Context: Northern Virginia has high cost of living but also higher wages. Inova's comprehensive benefits package (medical, dental, vision, 401k match, tuition reimbursement) provides significant value.

   
   

8. Use Tuition Assistance: If interested in clinical advancement, Inova offers up to $5,250/year for healthcare-related education and $10,000 for student loans. Success in support roles while pursuing education creates advancement pathways.

Benefits Overview

Inova offers a comprehensive benefits package designed to support team members' health, financial security, and professional development. Employees rate compensation and benefits 3.6/5 stars on Glassdoor. Benefits become available after 31 days of hire for employees budgeted to work 40+ hours per pay period. Full-time employees (60+ hours per pay period) are eligible for all benefits, while part-time employees (40-59 hours) are eligible for most benefits except Long-Term Disability.

• Health Benefits: Medical, dental, and vision coverage available for full-time (60+ hrs/pay period) and part-time (40-59 hrs/pay period) employees. Significant discounts on Inova-based services including free annual physicals.

  
  

• Retirement: 401(k) and 403(b) plans with 5% employer match starting on day one. 457(b) deferred compensation also available. Match vests after 3 years.

  
  

• Time Off: PTO accrual (10-20 days reported). All time off comes from same PTO bucket including holidays and sick days. Paid parental leave for 3 months (66% of base salary).

  
  

• Education: Tuition reimbursement up to $5,250/year for healthcare-related courses through Guild Education after 90 days. Student loan assistance up to $10,000. Family scholarship program ($5,000/year for dependent children).

  
  

• Mental Health: 25 mental health coaching or therapy sessions per year at no cost for team members, spouses/partners, and children.

  
  

• Employee Perspectives - Pros: Good benefits and 5% 401k match; generous PTO accrual; tuition reimbursement; mental health resources; Inova service discounts; stable healthcare employment.

  
  

• Employee Perspectives - Cons: Pay perceived as low for Northern Virginia cost of living; health insurance premiums considered high; all time off from same PTO bucket; large organization can feel bureaucratic; advancement can be challenging.

Frequently Asked Questions

1. Does Inova Health System hire people with felonies?

   Yes, for certain positions. However, healthcare employment has unique barriers. Individuals on the OIG Exclusion List (LEIE) cannot be employed in any capacity. For non-excluded individuals, Inova conducts individualized assessments per EEOC guidelines and hires based on merit and qualification. Best opportunities are in Environmental Services, Food Services, and Facilities—positions with minimal patient contact and no controlled substance access.

   
   

2. What is the background check process at Inova Health System?

   Inova conducts comprehensive background screening after conditional offer including national criminal database search, OIG/LEIE exclusion verification, SAM exclusion check, SSN verification, employment history verification, and drug screening. Clinical positions require professional license verification. Virginia's Ban the Box law means no criminal history questions on initial applications.

   
   

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

   Virginia limits reporting of most criminal convictions to 7 years. OIG exclusions are permanent until formally reinstated. FCRA typically limits non-conviction reporting to 7 years. Healthcare fraud, patient abuse, and controlled substance convictions may be reviewed indefinitely due to federal healthcare regulations and patient safety requirements.

   
   

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

   OIG-excludable offenses create absolute bars: healthcare fraud, patient abuse/neglect, felony controlled substance convictions. High-risk convictions include: recent violent felonies, theft/larceny (especially for positions with property access), crimes of dishonesty, sexual offenses, and drug offenses. Older, non-violent offenses unrelated to healthcare have better chances with demonstrated rehabilitation.

   
   

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

   Environmental Services ($15-$19/hr) and Food Services/Cook ($15-$20/hr) offer the best entry points. These positions have minimal direct patient contact, no controlled substance access, and no licensure requirements. Facilities, Groundskeeping, and Laundry positions also have lower barriers. Northern Virginia wages are higher than national averages.

   
   

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

   Yes, Inova requires mandatory pre-employment drug screening for all positions. Healthcare facilities maintain drug-free workplaces due to patient safety concerns and controlled substance access. Virginia's Ban the Box law specifically excludes marijuana possession from criminal history inquiries, but drug testing policies remain in effect.

   
   

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

   Under Virginia's Ban the Box law effective July 2020, employers cannot ask about criminal history on initial applications. Criminal history questions are permitted during or after the interview. Employers cannot ask about marijuana possession convictions at any point. The comprehensive background check occurs after a conditional offer is extended.

   
   

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

   Advancement is possible for non-excluded individuals who demonstrate reliability, integrity, and strong performance. Support services roles offer clearer advancement paths to supervisory positions. Clinical advancement requires licensure which involves separate state board background checks. Inova offers tuition reimbursement to support educational advancement.

   
   

9. How long does the hiring and background check process take at Inova Health System?

   The hiring process typically takes 2-4 weeks from application to offer. Employee reports indicate interview processes vary by position and department. Background checks complete within 1-2 weeks after conditional offer. Clinical positions requiring licensure verification may take longer. High-volume positions like EVS and Food Services may have faster turnaround.

   
   

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

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

    (2) Target EVS, Food Services, or Facilities positions;

    (3) Apply to multiple Inova locations across Northern Virginia;

    (4) Be completely honest about criminal history when asked;

    (5) Prepare rehabilitation documentation;

    (6) Demonstrate understanding of healthcare values and patient safety;

    (7) Pass the drug test;

    (8) Apply through official channels at jobs.inova.org;

    (9) Follow up professionally;

    (10) Consider using tuition assistance for career advancement.

Alternative Second Chance Employers

If Inova Health System doesn't work out, consider these employers in Northern Virginia and the healthcare/related industries:

Conclusion

Inova Health System offers limited but genuine opportunities for individuals with criminal records, particularly in Environmental Services, Food Services, and Facilities support positions. As Northern Virginia's leading nonprofit healthcare provider with over 26,000 employees and consistent hiring needs across multiple locations, the organization's size creates diverse opportunities. The 2025 Press Ganey Health System of the Year recognition reflects strong organizational culture, employee engagement, and commitment to excellence in patient care that extends to all team members including support services staff.

Virginia's Ban the Box law provides additional protection by prohibiting criminal history questions on initial applications, allowing candidates to be evaluated on qualifications first. Fairfax County's additional fair chance hiring requirements provide further protections. However, the healthcare industry's unique regulatory requirements—especially OIG exclusion mandates and patient safety obligations—create significant barriers that do not exist in other industries. Understanding these barriers is essential before investing time in healthcare employment applications.

The Northern Virginia labor market offers competitive wages that offset the region's high cost of living. Inova's comprehensive benefits package including medical coverage, 5% 401(k) match from day one, tuition reimbursement, and mental health support adds significant value beyond base compensation. For individuals committed to building stable healthcare careers, support services positions provide entry points with advancement potential through demonstrated reliability and organizational tenure.

Key Success Factors: Verify OIG status before applying; target support services positions (EVS, Food Services, Facilities); apply to multiple Inova locations; demonstrate absolute honesty and integrity; document rehabilitation thoroughly; emphasize patient safety values; pass mandatory drug screening; leverage tuition assistance for advancement.

Biggest Barriers: OIG mandatory exclusions (healthcare fraud, patient abuse, felony drug convictions) create permanent legal bars; recent violent felonies face significant scrutiny; theft and dishonesty offenses are heavily weighted; any drug-related convictions create barriers for positions with controlled substance access; clinical positions require separate state board background check approval.

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), employment information and company policies may change without notice. Always verify current practices directly with Inova Health System.

Healthcare employment is subject to federal OIG regulations that create legal requirements beyond typical employment decisions. OIG exclusion status must be verified independently. Inclusion in this guide does not guarantee employment. Consult with an employment attorney or legal aid organization for specific legal advice about your situation.

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