Quick Answer

Yes, Ivinson Memorial Hospital hires individuals with felony convictions for certain positions. As a 99-bed community hospital serving Laramie, Wyoming and Albany County since 1917, employment is subject to mandatory federal OIG exclusions and state regulations governing healthcare workers. The hospital adheres to EEOC individualized assessment standards for all hiring decisions involving non-excluded applicants.

The law prohibits employers from having blanket policies excluding all felons. However, healthcare employment creates unique regulatory barriers. A conviction is not an automatic disqualifier for all roles, but employment is strictly conditional upon passing a comprehensive background check and meeting mandatory federal exclusion criteria.

The single greatest barrier is the OIG Exclusion List (LEIE)—a federal database of individuals permanently barred from healthcare employment due to crimes involving patient abuse, healthcare fraud, or unlawful distribution of controlled substances. Organizations face civil monetary penalties exceeding $10,000 per day for employing excluded individuals in any capacity. This creates an absolute legal bar that no employer can waive.

The best opportunities exist in support services departments including Environmental Services (EVS), Food Services, Laundry, and Facilities/Maintenance. These positions have minimal direct patient contact, no access to controlled substances, and reduced regulatory barriers compared to clinical roles. Pay ranges from $13-$17/hr for entry-level positions with advancement potential.

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 are legally prohibited from employing excluded individuals in any capacity. Check your status at oig.hhs.gov/exclusions before applying.

  
  

• No Blanket Exclusion: For non-excluded individuals, the hospital cannot automatically exclude you solely for being a felon. 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 access to controlled substances. Testing is typically a 10-panel urine screen.

  
  

• 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.

  
  

• Physical Requirements: Many positions require physical stamina including standing, lifting, bending, and walking. EVS and Food Services positions require physical ability to perform cleaning, food preparation, and material handling duties.

  
  

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

  
  

• Certification Requirements: Clinical positions (CNA, nursing) require state certification with fingerprint-based background checks through Wyoming State Board of Nursing.

Critical Regulatory Information

Understanding the regulatory landscape for criminal records in healthcare employment is essential. Ivinson Memorial Hospital must comply with federal OIG regulations to maintain Medicare/Medicaid funding eligibility. Wyoming has limited fair chance hiring protections, but EEOC guidelines provide federal protection against blanket exclusions.

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. These protections apply to non-excluded positions at Ivinson.

FCRA Requirements

If a third party conducts the background check and a job offer is denied based on the report, Ivinson Memorial Hospital 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

Wyoming has no statewide Ban the Box law for private employers. Criminal history inquiries are permitted on initial applications. Wyoming has no state limit on criminal lookback periods for employment decisions. However, the Wyoming State Board of Nursing considers CNA and nursing license applications on a case-by-case basis with no pre-disqualifiers—applicants with criminal history must submit personal statements and supporting documentation with their applications.

Healthcare-Specific Considerations

The healthcare industry has unique regulatory requirements that create significant barriers. OIG Mandatory Exclusions create permanent legal bars for convictions related to: healthcare fraud, patient abuse/neglect, felony controlled substance convictions, and certain program-related offenses. Organizations face civil monetary penalties of $10,000+ per day for employing excluded individuals. Additionally, positions with access to controlled substances face heightened scrutiny for any drug-related convictions. Clinical licensure (CNA, RN, LPN) requires separate state board approval with fingerprint-based FBI/DCI background checks.

Company Overview

Ivinson Memorial Hospital is a 99-bed community hospital that has served Laramie, Wyoming and Albany County since 1917. Affiliated with UCHealth—a major regional healthcare system—the hospital provides comprehensive healthcare services including emergency care, surgical services, behavioral health (inpatient), cancer treatment (radiation and medical oncology), women's health, pediatrics, primary care, and specialty clinics. The hospital employs approximately 600-700 staff members and serves a community population of approximately 32,000.

Located at 255 N 30th Street in Laramie, Ivinson operates as a Government-Hospital District or Authority entity. The hospital handles approximately 1,866 admissions, 12,356 emergency visits, 7,675 urgent care visits, and 91,096 outpatient visits annually. Ivinson Medical Group employs over thirty family practice and specialty providers across multiple clinics. The hospital also operates dialysis services, sleep lab, rehabilitation services, and diagnostic imaging including MRI, CT, and nuclear medicine.

Ivinson was recognized in the Laramie Boomerang's Best of the Best 2025 awards in four categories: Best Family Practice, Best Women's Health, Best Audiology/Hearing Clinic, and Best Place to Work. The hospital maintains a 4-star overall CMS rating and has received recognition for stroke care excellence from the American College of Cardiology. CEO Doug Faus has expressed commitment to making Ivinson "the best small hospital in the country." The hospital provides over $1.6 million in charity care annually, demonstrating commitment to community access.

Company Fast Facts

• Founded: 1917 (Laramie, Wyoming)

• Headquarters: 255 N 30th St, Laramie, WY 82072

• Employees: Approximately 600-700

• Bed Count: 99 beds

• Affiliation: UCHealth

• CEO: Doug Faus

• Type: Government - Hospital District or Authority

• Annual Admissions: ~1,866 (FY 2024)

• Emergency Visits: ~12,356 annually

Hiring Policy Analysis

Ivinson Memorial Hospital conducts comprehensive background screening on all employees as required by federal healthcare regulations. The hospital must verify that no employee appears on the OIG Exclusion List before hire and monthly thereafter—this is a federal mandate, not a policy choice. For non-excluded individuals, the hospital follows EEOC individualized assessment guidelines that prohibit blanket exclusions based solely on criminal record. As an affiliate of UCHealth, Ivinson benefits from established hiring processes and career development pathways while maintaining community-focused, personalized operations that allow for individual consideration.

The hiring process at Ivinson typically includes application review, phone or in-person interview(s), conditional offer, background check authorization, comprehensive screening, and final decision. Employee reviews indicate the interview process is straightforward with questions focused on qualifications and fit. The hospital actively recruits through its career portal, job boards, and local workforce programs. HR can be reached at (307) 755-4620 for questions about the application process.

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 experience, shift, and department. Average hourly pay at Ivinson is approximately $26/hr across all positions.

Career Path Examples

Ivinson invests in employee development through education assistance programs including the Classroom to Career program for clinical students. Many employees build long careers at this community hospital.

Support Services Track: EVS Tech ($13-$16/hr) → EVS Lead ($15-$18/hr) → EVS Supervisor ($40K-$50K/yr). Advancement based on reliability, leadership skills, and tenure.

Administrative Track: Patient Access Rep ($14-$18/hr) → Revenue Cycle Specialist ($16-$22/hr) → Claims Resolution Specialist ($17-$24/hr). Requires accuracy, integrity, and healthcare billing knowledge.

Clinical Track: Patient Care Tech ($13-$20/hr) → CNA Certification → LPN ($20-$28/hr) → RN through Graduate Nurse Residency Program ($30-$48/hr). Requires education, licensure, and clean background for each advancement.

Background Check Process

Understanding Ivinson'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. All employment offers at Ivinson are conditional pending satisfactory completion of the background screening process.

• 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 for positions requiring credentials; drug screening (10-panel urine); professional license verification for clinical roles; Wyoming Central Registry check for positions involving vulnerable populations.

  
  

• Lookback Period: Wyoming has no state limit on criminal lookback periods. OIG exclusions are permanent until formally reinstated through a lengthy federal process. FCRA limits non-conviction reporting to 7 years, but conviction records can be reported indefinitely. Employment verification typically extends 5-7 years. Healthcare fraud, patient abuse, and controlled substance convictions are reviewed indefinitely due to federal healthcare regulations.

  
  

• Timeline: Employee reports indicate the interview process is relatively quick, typically 1-2 days. Background checks complete within 1-2 weeks depending on complexity. Clinical positions requiring Wyoming State Board of Nursing licensure verification may take longer—nursing applications with criminal history require personal statements and documentation.

  
  

• Process Flow: Application submitted → HR review → Interview 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.

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); drug possession without trafficking; crimes of dishonesty; sexual offenses. Subject to individualized assessment considering rehabilitation and job-relatedness.

Your Rights as Applicant

• 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 (typically 5 business days).

  
  

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

  
  

• OIG Reinstatement: If excluded, you may apply for reinstatement after meeting minimum exclusion periods. This is a separate process from employment application.

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, Laundry, and Facilities positions to avoid the strictest regulatory barriers associated with clinical licensure and direct patient care.

   
   

3. Apply Through Official Channels: Submit applications through Ivinson's career portal at recruiting2.ultipro.com/UNI1115UCHA. Check ivinsonhospital.org/careers for current openings. Contact HR at (307) 755-4620 for questions.

   
   

4. Be Completely Honest: Never lie about your criminal history. Dishonesty is an automatic disqualifier and will be discovered during the comprehensive background check. Healthcare facilities have zero tolerance for integrity failures.

   
   

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

   
   

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

   
   

7. Check Expungement Eligibility: Research whether your offense qualifies for expungement in your state of conviction. Expunged records may not appear on standard background checks, though OIG exclusions remain regardless of expungement.

   
   

8. Consider Certification Path: If interested in clinical roles, apply first to Wyoming State Board of Nursing for CNA certification. Wyoming has no pre-disqualifiers and considers applications case-by-case. Certification approval indicates background acceptability.

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.

   
   

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. Testing is typically 10-panel urine screening.

   
   

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. Small Hospital Advantages: Community hospitals like Ivinson offer more personalized consideration than large corporate health systems. The smaller scale allows for individualized assessment and relationship building.

   
   

7. Laramie Community Context: Laramie is a college town with approximately 32,000 residents. The community atmosphere and lower cost of living compared to metropolitan areas can support stable reentry. University of Wyoming presence creates diverse employment options.

   
   

8. Be Patient with Licensure: If pursuing CNA or nursing certification, allow extra time for Wyoming State Board of Nursing review. Prepare personal statements for each offense and gather supporting documentation demonstrating rehabilitation.

Benefits Overview

Ivinson Memorial Hospital offers a competitive benefits package. Employees rate compensation and benefits 3.1/5 stars on Glassdoor. The hospital emphasizes employee development and work-life balance.

• Health Benefits: Medical, dental, prescription, and vision coverage available for eligible employees. UCHealth affiliation provides access to broader network resources.

  
  

• Retirement: Retirement savings programs available. Employee reviews note matching contributions up to years of service minus one (e.g., 9 years service = 8% match) after first year.

  
  

• Time Off: Paid vacation and sick leave. Employee reports indicate 10-20 days PTO annually depending on tenure. Annual raises typically provided.

  
  

• Work-Life Balance: Discounted gym memberships and wellness programs. Community hospital setting offers more predictable scheduling than large medical centers.

  
  

• Education: Tuition assistance available. Classroom to Career program provides financial assistance for students in final year of clinical programs who commit to work at Ivinson. Graduate Nurse Residency Program supports new nurses.

  
  

• Employee Perspectives - Pros: Good for gaining healthcare experience; supportive culture; community impact; department appreciation events; beautiful Laramie location.

  
  

• Employee Perspectives - Cons: Pay perceived as low for experience; management communication issues cited; understaffing concerns in some departments; hierarchy can be challenging.

Frequently Asked Questions

1. Does Ivinson Memorial Hospital 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, the hospital conducts individualized assessments per EEOC guidelines. 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 Ivinson Memorial Hospital?

   Ivinson conducts comprehensive background screening including national criminal database search, OIG/LEIE exclusion verification, SAM exclusion check, SSN verification, employment history verification, and drug screening. Clinical positions also require professional license verification. Background checks are conducted after conditional offer.

   
   

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

   Wyoming has no state limit on criminal lookback periods. 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 regardless of age due to federal healthcare regulations.

   
   

4. What types of convictions make hiring more difficult at Ivinson Memorial Hospital?

   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 patient property access), crimes of dishonesty, sexual offenses, and drug offenses. Older, non-violent offenses unrelated to healthcare have better chances.

   
   

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

   Environmental Services/EVS Technician ($13-$16/hr) and Food Services/Cook ($14-$17/hr) offer the best entry points. These positions have minimal direct patient contact, no controlled substance access, and no licensure requirements. Laundry, Facilities, and Groundskeeping positions also have lower barriers.

   
   

6. Does Ivinson Memorial Hospital drug test, and what kind of test do they use?

   Yes, Ivinson requires mandatory pre-employment drug screening for all positions. Healthcare facilities maintain drug-free workplaces due to patient safety concerns and controlled substance access. Testing is typically a 10-panel urine screen. Random and reasonable suspicion testing may also occur during employment.

   
   

7. When during the hiring process will Ivinson Memorial Hospital ask about criminal history?

   Wyoming has no Ban the Box law, so employers may ask about criminal history on initial applications. However, the comprehensive background check typically occurs after conditional offer. Be prepared to discuss your record honestly at any stage of the process.

   
   

8. Can someone advance to management at Ivinson Memorial Hospital 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. Clinical advancement requires licensure which involves separate state board background checks. Building tenure and trust at a community hospital creates advancement opportunities.

   
   

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

   Employee reports indicate the interview process is relatively quick, typically 1-2 days. Background checks take approximately 1-2 weeks to complete. Clinical positions requiring licensure verification may take longer. The healthcare background check process is more extensive than other industries due to regulatory requirements.

   
   

10. What can applicants do to improve their chances of getting hired at Ivinson Memorial Hospital?

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

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

    (3) Be completely honest about criminal history;

    (4) Prepare rehabilitation documentation;

    (5) Demonstrate understanding of patient safety values;

    (6) Pass the drug test;

    (7) Check for expungement eligibility;

    (8) Apply through official channels;

    (9) Follow up professionally;

    (10) Consider obtaining CNA certification through Wyoming State Board of Nursing as a path to clinical roles.

Alternative Second Chance Employers

If Ivinson Memorial Hospital doesn't work out, consider these employers in Laramie and healthcare/related industries:

Conclusion

Ivinson Memorial Hospital offers limited but genuine opportunities for individuals with criminal records, particularly in Environmental Services, Food Services, and Facilities support positions. The healthcare industry's unique regulatory requirements—especially OIG exclusion mandates and state licensure background checks—create significant barriers that do not exist in other industries. Understanding these barriers is essential before investing time and effort in healthcare employment applications.

For non-excluded individuals, Ivinson's community hospital setting provides meaningful advantages over larger corporate health systems: more personalized hiring consideration, genuine opportunity for relationship-building with supervisors and colleagues, and the ability to make tangible community impact in a smaller organization. The hospital's recognition as one of Laramie's best employers and its commitment to employee development reflects a culture that values its workforce.

The work environment at Ivinson offers stability in a college town with reasonable cost of living, access to outdoor recreation, and affiliation with UCHealth's resources and career pathways. Support services positions provide steady entry-level employment with potential for advancement into supervisory roles. For those interested in clinical careers, success in support roles can build a track record while pursuing CNA or nursing certification through Wyoming State Board of Nursing.

Key Success Factors: Verify OIG status before applying; target support services positions (EVS, Food Services, Facilities); demonstrate absolute honesty and integrity throughout the process; document rehabilitation thoroughly with certificates and references; emphasize patient safety values and understanding of healthcare's vulnerable populations; pass mandatory drug screening; consider pursuing CNA certification as a path to clinical roles.

Biggest Barriers: OIG mandatory exclusions (healthcare fraud, patient abuse, felony drug convictions) create permanent legal bars that no employer can waive; recent violent felonies face significant scrutiny; theft and dishonesty offenses are heavily weighted due to patient property and financial access; 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 Ivinson Memorial Hospital.

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://www.ivinsonhospital.org/careers