Quick Answer

Yes, IU Health (Indiana University Health) hires individuals with felony convictions for certain positions. As Indiana's largest and most comprehensive healthcare system with approximately 35,000 employees, IU Health operates as an academic health center affiliated with Indiana University School of Medicine. Employment decisions are contingent upon passing a comprehensive criminal history check and sex and violent offender registry check, and are subject to EEOC guidelines requiring individualized assessment.

The law prohibits companies from having a blanket policy excluding all felons. Instead, IU Health conducts an individualized assessment of each conviction to determine if it is job-related and consistent with business necessity. Background checks are initiated after acceptance of a conditional offer, giving applicants the opportunity to demonstrate qualifications first.

The greatest barriers are created by unreported convictions (automatic grounds for offer withdrawal or separation), OIG-excluded offenses (Medicare/Medicaid fraud, patient abuse, felony drug offenses), and sex and violent offender registry listings. Crimes involving patient abuse, theft, fraud, or controlled substances face the highest scrutiny in healthcare settings.

The best entry points are Environmental Services (EVS/Housekeeping), Food Services, Patient Transport, and Facilities/Maintenance positions where criminal history is less directly relevant to patient care responsibilities. These roles provide pathways to stable healthcare employment with excellent benefits.

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 Blanket Exclusion: IU Health does not automatically exclude applicants based solely on having a felony conviction. The policy explicitly states that the existence of a conviction does not automatically disqualify an individual from employment. EEOC guidelines require individualized assessment.

  
  

• OIG Exclusion Check: Must not appear on the HHS Office of Inspector General List of Excluded Individuals/Entities (LEIE). Healthcare employers are legally required to check this list. Mandatory exclusions include Medicare/Medicaid fraud, patient abuse, felony healthcare fraud, and felony controlled substance offenses.

  
  

• Sex and Violent Offender Registry: Must pass sex and violent offender registry check. Listings on these registries create significant barriers, particularly for positions with patient contact.

  
  

• Drug Screen: Must pass mandatory pre-employment drug test. IU Health maintains a drug-free workplace policy. Testing is typically a urine screening for common controlled substances.

  
  

• Honesty is Paramount: Must be completely honest about criminal record when asked. This is the most critical factor. If the background check reveals unreported convictions, the offer will be withdrawn and the individual separated from employment, unless the report is in error.

  
  

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

  
  

• Physical Requirements: Many positions require ability to stand for extended periods, lift patients or equipment, and work various shifts including nights and weekends.

Critical Regulatory Information

Understanding the legal and regulatory landscape for criminal records in healthcare employment is essential. IU Health operates primarily in Indiana and must comply with federal EEOC guidelines, healthcare-specific regulations, and state laws. As a healthcare system receiving federal funding through Medicare and Medicaid, IU Health faces additional regulatory requirements regarding excluded individuals.

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. IU Health's policy reflects these requirements by conducting individualized reviews of disclosed convictions.

FCRA Requirements

IU Health uses third-party vendor HireRight for background checks and must comply with the Fair Credit Reporting Act (FCRA) adverse action procedures:

(1) Written disclosure and consent before conducting background check;

(2) Pre-adverse action notice with copy of the report and summary of FCRA rights if denial is being considered;

(3) Reasonable time to dispute inaccuracies;

(4) Final adverse action notice if decision stands after review period.

State-Specific Considerations

Indiana has limited fair chance protections. In 2017, Governor Eric Holcomb signed an executive order implementing Ban the Box for state government employment applications only. Indianapolis has a 2014 ordinance prohibiting criminal history inquiries on initial applications for city government and city vendors. However, Indiana does not have statewide Ban the Box for private employers. IU Health, as a private non-profit healthcare system, is not legally required to follow Ban the Box but does conduct background checks after conditional offer, which provides similar protection.

Healthcare-Specific Considerations

Healthcare employers face unique regulatory requirements under the HHS Office of Inspector General (OIG) exclusion program. Organizations receiving federal healthcare funding cannot employ excluded individuals in positions that provide, order, or prescribe items or services reimbursed by federal programs. Mandatory OIG exclusions (minimum 5-year bar) include: Medicare or Medicaid fraud; patient abuse or neglect; felony healthcare-related fraud, theft, or financial misconduct; and felony convictions related to unlawful manufacture, distribution, or dispensing of controlled substances. Second offenses result in 10-year exclusions; third offenses result in permanent exclusion.

Company Overview

Indiana University Health (IU Health) is Indiana's largest and most comprehensive healthcare system, formed through the partnership of Indiana University and Methodist Health. As an academic health center affiliated with Indiana University School of Medicine, one of the nation's leading medical schools, IU Health provides patients access to leading-edge medicine and treatment options. The system operates as a non-profit organization headquartered in Indianapolis, with facilities throughout the state.

IU Health operates a 15-hospital system that includes surgery centers, urgent care centers, five physician networks, and (until recently) a health insurance company. The system employs approximately 35,000 full-time equivalent employees, making it one of Indiana's largest employers. In FY2024, IU Health generated operating revenue of $9.22 billion. The system continues strategic expansion with new hospital construction in Fort Wayne (opening 2027) and a major downtown Indianapolis campus consolidation.

Company Fast Facts

• Founded: 1997 (IU Health formed from Methodist Health and Indiana University)

• Headquarters: Indianapolis, Indiana

• Employees: ~35,000 FTE (team members)

• Hospital System: 15 hospitals statewide

• Revenue: $9.22 billion (FY2024)

• CEO: Dennis Murphy (since 2016)

• Status: Non-profit organization

• Major Facilities: IU Health Methodist, IU Health University, Riley Children's Health, IU Health North, IU Health West, regional hospitals throughout Indiana

Hiring Policy Analysis

IU Health's background check policy places significant emphasis on applicant honesty and disclosure while providing for individualized assessment of criminal history. The policy explicitly states that the existence of a conviction does not automatically disqualify an individual from employment. Background checks are conducted after acceptance of a conditional offer, which allows candidates to be evaluated on their qualifications before criminal history is considered. This approach aligns with EEOC best practices.

When convictions are disclosed by the applicant, the hiring department jointly evaluates each conviction, including any additional information provided by the individual, before the offer is confirmed or withdrawn. This individualized assessment considers factors including the nature and number of convictions, their dates, and the relationship to the job duties. Applicants are allowed to provide additional information to the HR office during the review process. However, if the background check reveals unreported convictions, the offer will be immediately withdrawn unless the individual can demonstrate the report is in error.

Position-Specific Barriers

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

Available Positions and Pay

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

Career Path Examples

IU Health emphasizes internal mobility and career development. Many team members advance from entry-level positions into higher-paying roles with additional training and education support provided by the organization.

Environmental Services Track: EVS Technician ($14-19/hr) → EVS Lead ($17-22/hr) → EVS Supervisor ($22-28/hr) → EVS Manager ($50-65K/yr). Focus on reliability and leadership skills.

Food Services Track: Food Service Worker ($13-17/hr) → Cook ($15-19/hr) → Food Service Lead ($17-21/hr) → Nutrition Services Supervisor ($45-55K/yr). ServSafe certification helpful for advancement.

Patient Support Track: Patient Transporter ($14-17/hr) → Patient Care Assistant (requires training, $13-16/hr) → CNA (with certification, $15-20/hr) → Unit Secretary ($16-20/hr). Education assistance available for certification programs.

Background Check Process

Understanding IU Health's background check process helps you prepare mentally and practically for what to expect. The process is designed to evaluate candidates fairly while protecting patients and the organization. Checks are initiated after acceptance of a conditional offer, which means you will have the opportunity to demonstrate your qualifications through the interview process before criminal history is considered.

• What They Check: Criminal history check (county, state, and federal levels); sex and violent offender registry check; OIG List of Excluded Individuals/Entities (LEIE); employment verification; education verification for positions requiring credentials; drug screening; professional license verification where applicable.

  
  

• Lookback Period: Standard 7-year criminal and address history. OIG exclusions have minimum 5-year bars (can be longer or permanent). Employment verification typically covers 5-7 years. Individualized assessment considers time elapsed as a factor.

  
  

• Timeline: Background check process typically takes 1-2 weeks after authorization. Some counties may have delays. Applicants must complete consent within 7 business days or the order will be canceled. New hires may be able to start pending completion in some cases.

  
  

• Process Flow: Application submitted → Interview conducted → Conditional offer extended → Background check authorization signed → HireRight conducts checks → Results reviewed with individualized assessment → Pre-adverse or adverse action notice if applicable → Final hiring decision → Orientation.

Disqualifying Factors

Automatic Disqualification: Unreported convictions discovered during background check (offer withdrawn or employment separated); active listing on OIG LEIE for any position involving federal healthcare program billing; lying or misrepresentation on application or during process.

High Risk (OIG Mandatory Exclusions): Medicare or Medicaid fraud convictions; patient abuse or neglect convictions; felony healthcare-related fraud, theft, or financial misconduct; felony controlled substance manufacturing, distribution, or dispensing convictions.

Significant Barriers (Case-by-Case): Sex offender registry listings (especially for patient contact roles); violent offenses (especially recent); theft or fraud (especially recent or multiple); drug offenses (scrutinized for positions with medication access). All subject to individualized assessment considering rehabilitation evidence.

Your Rights as Applicant

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

  
  

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

  
  

• EEOC Protection: You have the right to an individualized assessment. Blanket exclusions based solely on criminal record (except where legally mandated) are prohibited.

  
  

• Mitigation Opportunity: IU Health policy allows applicants to provide additional information to HR during the review of disclosed convictions. Use this opportunity to present rehabilitation evidence.

Application Strategy

1. Target Support Services Positions: Focus on Environmental Services, Food Services, Laundry, and Facilities/Maintenance positions which have the lowest barriers. These roles provide a pathway to demonstrate reliability and potentially advance within the organization.

   
   

2. Apply Through Official Channels: Submit your application through careers.iuhealth.org. IU Health posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as support services positions are posted frequently.

   
   

3. Prepare for the Interview: Focus on demonstrating reliability, work ethic, and commitment to patient care environment. Research IU Health's mission and values. Emphasize any healthcare or customer service experience.

   
   

4. Be Completely Honest: This is the most critical factor. Disclose ALL convictions when asked. Unreported convictions result in automatic offer withdrawal or separation. Many candidates with records have been hired—dishonesty prevents that.

   
   

5. Prepare Your Narrative: Have a brief, honest explanation ready: acknowledge the offense without making excuses, describe what you learned, and explain how you've changed. Focus on rehabilitation and personal growth. Keep it concise (30-60 seconds).

   
   

6. Document Rehabilitation: Gather evidence of positive changes since your conviction: completion of treatment programs, educational certificates, stable employment history, community involvement, and references from employers or community members.

   
   

7. Check OIG LEIE Status: Search your name on the HHS OIG LEIE database (oig.hhs.gov/exclusions) before applying. If you're listed, you cannot work in positions that bill federal healthcare programs until exclusion is lifted.

   
   

8. Follow Up Professionally: After applying, follow up with HR if you don't hear back within 2 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: Hospitals operate 24/7 and have consistent turnover in support services positions. IU Health has 15 hospitals and numerous facilities across Indiana. Don't be discouraged by individual rejections—keep applying to different locations.

   
   

2. Start Entry-Level, Advance Within: Many successful healthcare careers begin in EVS or Food Services. Prove reliability by showing up on time, working your shifts, and maintaining a positive attitude. IU Health offers tuition assistance for career advancement.

   
   

3. Run Your Own Background Check First: Know what will appear before the employer sees it. Order your own criminal background check from a consumer reporting agency. Dispute any errors or outdated information in advance. Check the OIG LEIE database as well.

   
   

4. Understand Healthcare-Specific Barriers: Healthcare has unique regulations. OIG exclusions, licensing board requirements, and patient safety concerns create barriers beyond standard employment. Some offenses that wouldn't bar employment elsewhere create significant challenges in healthcare.

   
   

5. Pass the Drug Test: If you have substance issues, address them completely before applying. Healthcare employers have zero tolerance for failed drug tests. This is a non-negotiable requirement for patient safety.

   
   

6. Highlight Stability and Reliability: Emphasize stable housing, reliable transportation, and any consistent work history—even informal work shows you can be counted on. Healthcare employers especially value dependability.

   
   

7. Be Flexible on Shifts: Willingness to work nights, weekends, and holidays significantly increases your chances. Many entry-level positions offer shift differentials for off-hours work.

   
   

8. Consider Entry Certifications: ServSafe certification for food services, basic life support (BLS) certification, or other entry-level healthcare certifications can strengthen your application and show commitment to the field.

Benefits Overview

IU Health offers a comprehensive benefits package designed to support team members through every phase of life. Benefits eligibility varies by position status (full-time vs. part-time). The organization emphasizes both immediate compensation and long-term career development.

• Health Insurance: Three medical insurance plans to choose from, with IU Health covering a large portion of costs. HSA or flexible spending account (FSA) options depending on medical plan selection. IU Health contributes to team member HSAs. Dental and vision plans available.

  
  

• 401(k) and Retirement: 401(k) savings plan with IU Health contribution match of up to 4% with immediate vesting. Potential for additional annual contribution by IU Health based on organizational performance.

  
  

• Time Off: Highly flexible PTO program that combines vacation, sick, and personal time into one bucket. Paid time off for births and adoptions. Team members can use PTO as needed without categorization.

  
  

• Wellness Programs: Healthy Results wellness program with annual financial incentive of up to $1,040. Condition management sessions. Onsite fitness centers at many facilities. Comprehensive wellness resources.

  
  

• Education and Development: Tuition reimbursement program offsets education costs for industry degrees and certificates. Tuition assistance program offers employer-paid degrees with no up-front cost (up to annual funding limit). Various programs for ongoing education and career growth.

  
  

• Additional Benefits: Company-paid life insurance. Employer-paid salary continuation program for prolonged illness. Long-term disability coverage at no cost with option to buy up. Supplemental and dependent life insurance options. Public service loan forgiveness eligibility.

  
  

• Employee Perspectives - Pros: Excellent PTO flexibility with single bucket system; 401(k) matching from day one; career advancement opportunities; comprehensive benefits package; mission-driven work environment.

  
  

• Employee Perspectives - Cons: Some employees report restrictive absence policies; health insurance premiums can be high for family coverage; demanding work environment in some departments; micromanagement concerns in some units.

Frequently Asked Questions

1. Does IU Health hire people with felonies?

   Yes. IU Health's policy explicitly states that a conviction does not automatically disqualify an individual from employment. The organization conducts individualized assessments of disclosed convictions, considering factors including the nature of the offense, time elapsed, and relationship to job duties. Support services positions like EVS, Food Services, and Facilities offer the best opportunities.

   
   

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

   IU Health conducts background checks after acceptance of a conditional offer of employment. The process includes criminal history check, sex and violent offender registry check, OIG LEIE verification, employment verification, and drug screening. IU Health uses HireRight as their background check vendor. Applicants must complete consent within 7 business days.

   
   

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

   Standard lookback is 7 years for criminal history and address history. OIG exclusions have minimum 5-year bars (up to permanent for repeat offenses). Employment verification typically covers 5-7 years. Time elapsed since conviction is considered as a factor in individualized assessment.

   
   

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

   OIG-excluded offenses (Medicare/Medicaid fraud, patient abuse, felony healthcare fraud, felony drug manufacturing/distribution) create the highest barriers due to federal requirements. Sex offender registry listings face critical scrutiny for patient contact roles. Violence, theft, and fraud offenses are evaluated based on recency and job-relatedness. Unreported convictions result in automatic disqualification.

   
   

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

   Environmental Services/EVS ($14-19/hr) - hospital cleaning and sanitation; Food Services ($13-17/hr) - patient meal service and cafeteria; Laundry/Linen Services ($13-16/hr) - hospital laundry processing; Facilities/Maintenance ($16-24/hr) - building maintenance. These positions have limited direct patient contact and lower barrier levels.

   
   

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

   Yes, IU Health requires pre-employment drug screening for all positions. Testing is typically urine screening for common controlled substances including marijuana, cocaine, opiates, amphetamines, and PCP. IU Health maintains a drug-free workplace policy with zero tolerance for failed tests.

   
   

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

   IU Health initiates background checks after acceptance of a conditional offer of employment. This means you will interview and receive a conditional offer based on your qualifications before criminal history is evaluated. However, you must be completely honest when asked—unreported convictions result in automatic disqualification.

   
   

8. Can someone advance to management at IU Health if they have a felony?Yes, advancement is possible. IU Health emphasizes internal mobility and provides tuition assistance for career development. Support services supervisory and management positions don't necessarily require additional background scrutiny beyond the initial check. Demonstrating reliability, leadership, and commitment can lead to advancement into EVS Supervisor, Food Service Manager, and similar roles.

   
   

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

   The background check typically takes 1-2 weeks after authorization. Applicants must complete consent within 7 business days. Some counties have delays in providing records. In some cases, new hires may be able to start while background check is pending with a waiver. Total process from application to start is typically 2-4 weeks.

   
   

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

    Key strategies:

    (1) Be completely honest about all convictions—this is the most critical factor;

    (2) Target support services positions with lower barriers;

    (3) Prepare rehabilitation documentation;

    (4) Check OIG LEIE status before applying;

    (5) Run your own background check to know what will appear;

    (6) Be flexible on shifts and locations;

    (7) Demonstrate reliability and commitment to patient care environment;

    (8) Follow up professionally on applications.

Alternative Second Chance Employers

If IU Health doesn't work out, consider these healthcare and related employers known for fair chance hiring practices in Indiana:

Conclusion

IU Health offers genuine opportunities for individuals with criminal records, particularly in support services positions. As Indiana's largest healthcare system with approximately 35,000 employees across 15 hospitals, the organization provides pathways to stable employment with comprehensive benefits. The company's policy explicitly states that a conviction is not an automatic disqualifier, and background checks occur after conditional offers—giving applicants a fair chance to demonstrate qualifications.

The work environment is demanding but meaningful. Healthcare operates 24/7, and support services teams are essential to patient care and facility operations. The compensation is competitive for the market, and the benefits package—including 401(k) matching, comprehensive health insurance, and tuition assistance—provides real value. Career advancement is possible through internal mobility programs, with many supervisory and management positions filled from within.

Key Success Factors: Complete honesty is paramount—unreported convictions result in automatic disqualification; target support services positions for best entry opportunities; document rehabilitation efforts; be flexible on shifts and locations; demonstrate reliability and commitment.

Biggest Barriers: OIG-excluded offenses (federal healthcare program bars); sex and violent offender registry listings; unreported convictions (automatic disqualification); recent theft, fraud, or violence convictions; failed drug tests.

For those willing to be honest, work hard, and start in entry-level positions, IU Health represents one of Indiana's best opportunities for stable healthcare employment with genuine advancement potential. The organization's mission to make Indiana one of the healthiest states creates meaningful work, and the academic affiliation with Indiana University School of Medicine provides access to leading-edge medicine and career development opportunities.

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

Inclusion in this guide does not guarantee employment. Healthcare-specific regulations, OIG exclusion requirements, and state licensing board rules create unique barriers that should be confirmed with legal professionals. Background check laws and fair chance hiring requirements vary and should be verified with an employment attorney or legal aid organization for specific advice about your situation.

Apply Now: https://careers.iuhealth.org