Quick Answer

Yes, Intermountain Health hires individuals with felony convictions on a case-by-case basis. As the largest nonprofit healthcare system in the Mountain West with 68,000+ employees across 34 hospitals and 400+ clinics, Intermountain conducts mandatory pre-employment background checks and uses individualized assessment per EEOC guidelines. Employment is contingent upon satisfactory background clearance conducted after conditional offer.

Critical barriers: Mandatory OIG Exclusion List check (permanent bar if listed), mandatory pre-employment drug screening (urine test), healthcare fraud/abuse convictions, patient safety concerns.

Best entry points: Environmental Services Technician ($16-$22/hour), Dietary Aide ($17-$21/hour), Patient Transport ($17-$22/hour) with high hiring volume across six-state service area. Intermountain's massive size and constant turnover in support roles create significant second-chance opportunities for qualified candidates with non-violent, non-healthcare-related offenses.

Table of Contents

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. Disclaimer

Felon-Friendly Scorecard

Eligibility Checklist

Before applying, assess these baseline requirements:

• Not on OIG Exclusion List: Check HHS-OIG LEIE database at https://exclusions.oig.hhs.gov/. Presence = permanent legal bar from all healthcare employment.

  
  

• Pass Drug Screening: Mandatory urine drug test for all new hires. Failed or refused test = automatic disqualification.

  
  

• Complete Honesty: Must truthfully disclose criminal history when asked. Dishonesty = automatic disqualification even if underlying offense acceptable.

  
  

• No Healthcare Fraud: Medicare/Medicaid fraud, patient abuse, controlled substance diversion create absolute barriers.

  
  

• Physical Capability: Many support roles require lifting 25-50 lbs, standing entire shift, pushing equipment/beds.

  
  

• Work Authorization: Must have legal U.S. work authorization. Intermountain uses E-Verify system.

🚨 Critical Regulatory Information

IMPORTANT: Intermountain Health is the largest nonprofit healthcare system in the Mountain West, operating 34 hospitals and 400+ clinics across Utah, Colorado, Idaho, Montana, Nevada, and Wyoming. As healthcare provider receiving federal Medicare/Medicaid funding, Intermountain must comply with stringent federal healthcare employment regulations.

Federal Healthcare Requirements: OIG Exclusion List (permanent bar); FACIS database checks; Medicare/Medicaid fraud prohibitions; EEOC individualized assessment mandatory.

Drug Testing Policy: Mandatory urine drug screening for all new hires no exceptions. Healthcare environment requires drug-free workplace.

State Employment Laws: Utah no ban-the-box, indefinite reporting; Colorado 7-year felony lookback; Idaho/Montana/Nevada/Wyoming varying requirements.

Patient Safety Priority: Violent crimes, patient abuse, controlled substance crimes heavily scrutinized for vulnerable populations.

Company Overview

Intermountain Health, founded in 1975 when the LDS Church donated 15 hospitals, has grown into the Mountain West's largest nonprofit healthcare system. The 2022 merger with Colorado-based SCL Health expanded operations significantly. Intermountain operates 34 hospitals, 400+ clinics, Select Health insurance (1+ million members), medical group of 4,800+ physicians/advanced practitioners, and subsidiaries including Classic Air Medical, Castell, and Tellica Imaging.

Company Fast Facts: 68,000+ employees across six states; 34 hospitals, 400+ clinics; Headquarters Salt Lake City, Utah; Founded 1975; $9+ billion net patient revenue; 4,700+ licensed beds; Nationally recognized for clinical quality and affordable care; Nonprofit mission-driven organization.

Hiring Policy Analysis

Official Policy: Intermountain has not published specific second-chance commitments but must comply with EEOC individualized assessment guidelines. Background checks mandatory for all positions after conditional offers per FCRA. Factors considered: offense nature/gravity, time elapsed, job relevance. OIG exclusions create mandatory permanent bars per federal law.

Position-Specific Barriers

Available Positions and Pay

Pay data from 2024-2025 Glassdoor and Indeed reports for Intermountain Health.

Career Path Examples

Environmental Services: EVS Tech ($16-$22/hr) → Lead EVS Tech ($20-$26/hr) → EVS Supervisor ($26-$32/hr) → Facilities Manager ($55K-$70K/yr)

Patient Care Support: Dietary Aide ($17-$21/hr) → Patient Transport ($17-$22/hr) → Unit Secretary ($18-$24/hr) → Administrative Coordinator ($48K-$60K/yr)

Clinical (requires licensing): Medical Assistant ($19-$24/hr) → CNA ($18-$24/hr) → LPN ($25-$32/hr) → RN ($35-$48/hr) → Nurse Manager ($90K-$115K/yr)

Background Check Process

What They Check: Criminal history (county/state/federal); OIG Exclusion List (mandatory); FACIS healthcare sanctions; Drug screening (urine test); Employment verification; Education verification; Professional licenses; E-Verify work authorization.

Lookback Periods: Utah indefinite; Colorado 7 years felonies; Other states vary; FCRA limits arrests without conviction to 7 years; Expunged records may be denied per state law.

Disqualifying Factors - High Risk: OIG Exclusion (permanent bar); Healthcare fraud/Medicare fraud; Patient abuse/neglect; Controlled substance crimes (pharmacy/nursing roles); Recent violent crimes (5-7 years); Sexual offenses; Dishonesty on application; Failed drug test.

Your Rights

FCRA: Written consent; pre-adverse action notice; dispute opportunity; adverse action notice.

EEOC: Individualized assessment; no blanket exclusions; Green Factors (nature, time, job relevance). State Rights: Utah expungement (Utah Code §77-40); Colorado 7-year lookback; State licensing board appeals available.

Application Strategy

Step-by-Step Process

1. Check OIG Exclusion Status: Verify you are NOT on HHS-OIG LEIE at https://exclusions.oig.hhs.gov/. Presence = automatic permanent disqualification.

   
   

2. Target Non-Licensed Support Positions: Focus on Environmental Services, Dietary, Laundry across 34 hospitals in six states for highest accessibility.

   
   

3. Apply at imh.wd5.myworkdayjobs.com/IntermountainCareers: Complete online application thoroughly. Applications managed through Workday system.

   
   

4. Be Completely Honest: Answer criminal history questions truthfully. Dishonesty = automatic disqualification even if underlying offense acceptable.

   
   

5. Prepare for Drug Screening: Mandatory urine test required. Failure or refusal = automatic disqualification. Plan accordingly.

   
   

6. Gather Rehabilitation Evidence: Stable employment history, treatment certificates, character references, volunteer work, education completion.

   
   

7. Consider State Expungement: Utah (§77-40), Colorado, Idaho laws allow expungement. Pursue if eligible before applying.

   
   

8. Leverage Geographic Flexibility: 34 hospitals across 6 states apply to multiple locations to increase chances in different state regulatory environments.

Tips for Applicants with Records

1. Start with EVS or Dietary: Highest turnover, non-licensed, behind-scenes work at multiple locations creates best entry opportunities.

   
   

2. Never Apply If on OIG List: Federal law creates absolute bar. Check status first.

   
   

3. Target Growing Markets: Colorado, Montana, Nevada facilities may have less applicant competition than Utah locations.

   
   

4. Wait for Time: 7+ years since offense dramatically improves chances. Recent convictions (3-5 years) create greater barriers.

   
   

5. Avoid Licensed Positions Initially: Build healthcare work history in support roles before pursuing CNA, LPN, or RN requiring state licensing board reviews.

Benefits Overview

Compensation: $16-$48/hour depending on role; Shift differentials for nights/weekends.

Health Insurance: Medical, dental, vision coverage.

Retirement: 401(k) with employer match.

PTO: Generous vacation and sick time accrual.

PEAK Program: Upfront tuition coverage for undergraduate studies, high school diplomas, professional certificates through partnership with InStride.

Child Development Centers: Six on-site childcare locations at hospital campuses.

Parental Leave: 5 weeks paid at base rate for birth, adoption, foster care.

Select Health Insurance: Expanded infertility coverage ($10K), comprehensive family benefits.

Employee Perspectives

Pros: Excellent benefits including PEAK education program; 6 child development centers; strong nonprofit mission focus; career advancement opportunities; 3.4/5 Glassdoor compensation rating; family-friendly benefits; work-life balance; diverse workforce; 34 hospitals offer transfer opportunities.

Cons: Healthcare industry stress; rotating shifts for clinical staff; geographic spread requires potential relocation for advancement; nonprofit pay slightly lower than some for-profit systems; high patient acuity; occasional staffing challenges.

Frequently Asked Questions

1. Does Intermountain Health hire people with felonies?

   Yes, Intermountain Health hires individuals with felony convictions on case-by-case basis using individualized assessment per EEOC guidelines. However, presence on federal HHS-OIG Exclusion List creates absolute permanent bar. Healthcare fraud, patient abuse, controlled substance convictions create significant barriers especially for licensed positions. Best opportunities exist in non-licensed support roles: Environmental Services ($16-$22/hr), Dietary Aide ($17-$21/hr), Laundry ($16-$20/hr). With 68,000+ employees across 34 hospitals in six states, hiring volume in support positions creates significant accessibility for qualified second-chance candidates with old non-violent offenses.

   
   

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

   Intermountain conducts comprehensive background checks through third-party agencies after conditional offers per FCRA. Process includes criminal history searches (county/state/federal), mandatory OIG Exclusion List check, FACIS healthcare sanctions database, mandatory urine drug screening, employment verification, education verification, professional license verification for licensed positions, E-Verify work authorization. Background check conducted AFTER conditional offer. Results evaluated through individualized assessment process. Complete clearance typically 5-10 business days. Drug screening results within 24-48 hours.

   
   

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

   Lookback periods vary by state where position located. Utah allows indefinite conviction reporting. Colorado limits felonies to 7 years, misdemeanors to 5 years. Idaho, Montana, Nevada, Wyoming each have varying requirements. FCRA limits arrests without conviction to 7 years nationwide. Properly expunged records under respective state laws should not appear. Practical reality: individualized assessment weighs time elapsed heavily convictions 7+ years old with rehabilitation evidence viewed significantly more favorably than recent offenses. Six-state footprint means different regulatory environments create varying accessibility depending on application location.

   
   

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

   Most challenging: OIG Exclusion List presence (permanent bar); healthcare fraud, Medicare/Medicaid fraud, patient billing fraud; patient abuse, neglect, exploitation; controlled substance crimes, drug trafficking, prescription fraud (absolute barriers for pharmacy, nursing, medication-access positions); recent violent crimes (assault, domestic violence, weapons) within 5-7 years; sexual offenses or crimes against minors. However, old non-violent offenses 10+ years ago with demonstrated rehabilitation, stable employment, treatment completion are much more accepted, particularly for high-volume non-licensed support positions like Environmental Services or Dietary where regulatory barriers lower and turnover high.

   
   

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

   Environmental Services Technician ($16-$22/hr) offers best entry point with housekeeping/cleaning duties, high turnover across 34 hospitals creating constant openings, non-licensed status, minimal direct patient contact. Dietary Aide ($17-$21/hr) provides food service work. Laundry Worker ($16-$20/hr) offers industrial laundry duties behind scenes. Patient Transport ($17-$22/hr) requires more patient contact but still non-licensed. These positions avoid licensed professional barriers, allow proving reliability across six-state system, create pathways to advancement into Unit Secretary, Equipment Tech, or Administrative roles after 1-2 years demonstrated performance.

   
   

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

   Yes, Intermountain Health requires mandatory pre-employment urine drug screening for ALL new hires. Test screens for common substances including marijuana, cocaine, opiates, amphetamines, PCP. Failure or refusal results in automatic disqualification—no exceptions. This is strict policy for healthcare environment protecting vulnerable patients. Test typically scheduled shortly after conditional offer. Results return within 24-48 hours. If you cannot pass drug screening, do not apply or accept conditional offer. Healthcare industry maintains zero-tolerance drug-free workplace policies due to patient safety requirements and controlled substance access in hospital environments.

   
   

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

   Criminal history questions timing varies by state. Utah, Idaho, Montana, Nevada, Wyoming lack ban-the-box laws allowing questions on initial application. Colorado has ban-the-box requiring wait until conditional offer. Actual background check conducted AFTER conditional offer per FCRA requirements regardless of state. If asked about criminal history on application, must answer truthfully dishonesty is automatic disqualification even if underlying offense acceptable. Better strategy: answer honestly with brief explanation focusing on rehabilitation, then demonstrate qualifications. Lying discovered during background check = immediate rejection with no opportunity for individualized assessment.

   
   

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

   Yes, advancement to management possible for employees demonstrating consistent reliability, strong performance, rehabilitation over time. Intermountain values internal promotion and offers extensive professional development including leadership training and PEAK education program. Realistic path: start EVS Tech, prove reliability 1-2 years, advance to Lead EVS Tech, then EVS Supervisor, potentially Facilities Manager. Management positions undergo thorough background review, so maintaining clean record post-hire and building strong internal reputation critical. Six-state system provides numerous advancement opportunities across multiple facilities and markets.

   
   

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

   Background checks typically complete 5-10 business days after conditional offer. Drug screening results return within 24-48 hours. Complete hiring timeline from application to start date: 2-4 weeks. Process moves faster during high-volume hiring periods for support positions. Delays occur if candidate slow to complete drug screening or provide required information. Proactive applicants who respond immediately to conditional offer, complete screening promptly, provide accurate information experience fastest timeline. Large system with 34 hospitals means streamlined hiring processes for efficiency.

   
   

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

    First, verify NOT on OIG Exclusion List (https://exclusions.oig.hhs.gov/)—presence = automatic rejection. Target Environmental Services, Dietary, Laundry positions across 34 hospitals rather than licensed clinical roles. Be completely honest about criminal history dishonesty = disqualification. Prepare to pass drug screening. Run your own background check in relevant state to know what employers see. Pursue state expungement if eligible (Utah §77-40, Colorado laws, others). Gather rehabilitation evidence: stable employment, treatment certificates, character references. Apply to multiple locations across six-state system to increase chances. Consider Colorado, Montana, Nevada locations for potentially less competition. If conviction recent (3-5 years), wait until 7+ years elapsed. Emphasize mission-driven healthcare values, patient service, reliability.

Alternative Employers

If Intermountain Health isn't right fit, consider these alternative healthcare and Mountain West employers:

Conclusion

Intermountain Health offers exceptional second-chance opportunities as the Mountain West's largest nonprofit healthcare system with 68,000+ employees across 34 hospitals and 400+ clinics in six states. While healthcare regulations create significant barriers mandatory OIG Exclusion List checks, drug testing, heightened scrutiny for patient-facing positions the system's massive size and constant turnover in support positions create genuine accessibility for qualified candidates.

Key Success Factors: Target non-licensed support positions (Environmental Services $16-$22/hr, Dietary $17-$21/hr, Laundry) across multiple locations and states. First verify NOT on federal OIG Exclusion List—presence creates permanent bar. Be completely honest about criminal history. Pass mandatory drug screening. Leverage six-state footprint applying to multiple locations for varied regulatory environments. Pursue state-specific expungement if eligible. Gather rehabilitation evidence: stable employment, treatment completion, character references.

Biggest Barriers: OIG Exclusion List presence (permanent bar); healthcare fraud/Medicare fraud; patient abuse or neglect; controlled substance crimes (pharmacy/nursing positions); recent violent offenses within 5-7 years; failed drug screening; dishonesty on application. However, old non-violent convictions (10+ years) with demonstrated rehabilitation and stable employment create much fewer barriers, particularly in high-volume support positions with less intensive per-applicant scrutiny.

The Intermountain Advantage: Nonprofit mission-driven organization provides meaningful healthcare work with excellent benefits including PEAK education program (upfront tuition coverage), six child development centers, generous parental leave, competitive compensation. Multi-state presence offers career mobility and advancement across diverse markets. Start in EVS or dietary, prove reliability 1-2 years, advance to higher-paying positions where demonstrated track record matters more than old conviction.

Apply Now at imh.wd5.myworkdayjobs.com/IntermountainCareers

Disclaimer

This guide provides general information based on publicly available sources and should not be considered legal advice. Hiring policies and background check requirements may change. Always verify current requirements directly with Intermountain Health Human Resources. Salary data based on 2024-2025 Glassdoor and Indeed reports actual compensation varies by experience, position, location, and shift. Individual hiring outcomes depend on specific circumstances including conviction details, time elapsed, rehabilitation evidence, position applied for, location, and current regulatory requirements. State employment laws and expungement eligibility vary by jurisdiction and should be verified with legal counsel. Intermountain Health name used for informational purposes. FelonFriendlyJobsNow.com makes no warranties about employment outcomes and recommends consulting employment attorneys for case-specific advice.