Quick Answer

Yes, MedStar Health hires individuals with felony convictions, but employment is highly conditional and significantly restricted by mandatory federal healthcare regulations. As the largest healthcare provider in Maryland and the Washington, D.C. region with over 35,000 employees across 10 hospitals and 300+ care locations, MedStar offers diverse employment opportunities ranging from entry-level support roles to clinical positions. All job offers are contingent upon satisfactory criminal background clearance and pre-employment drug screening. The organization operates under strict compliance requirements as a participant in federal healthcare programs including Medicare and Medicaid.

The greatest barriers arise from federal law mandating exclusion from participation in Medicare and Medicaid programs. Under 42 USC § 1320a-7, felonies related to patient abuse, healthcare fraud, and controlled substance offenses trigger mandatory OIG exclusion, which is an absolute bar to employment in any capacity including non-clinical roles. MedStar is required to check the OIG List of Excluded Individuals/Entities (LEIE) before hiring and monthly thereafter, facing civil monetary penalties for employing excluded individuals. For non-disqualifying offenses, support roles in Environmental Services ($18-30/hr), Food Service ($15-22/hr), and non-clinical administrative positions offer the most accessible entry points with genuine opportunities for advancement.

Table of Content

1. Quick Answer

2. Felon-Friendly Scorecard

3. Eligibility Checklist

4. Critical Regulatory Information

5. Company Overview

6. Hiring Policy Analysis

7. Background Check Process

8. Application Strategy

9. Tips for Applicants with Records

10. Benefits Overview

11. Frequently Asked Questions

12. Alternative Second Chance Employers

13. Conclusion

14. Disclaimer

Felon-Friendly Scorecard

Eligibility Checklist

Before applying, honestly assess whether you meet these baseline requirements:

• No Federal Exclusion: Must NOT be listed on the HHS Office of Inspector General (OIG) List of Excluded Individuals/Entities (LEIE). Presence on this list is an absolute bar to employment.

  
  

• Work Authorization: Must be legally authorized to work in the United States and able to complete Form I-9 verification.

  
  

• Drug Screening: Must pass pre-employment drug screen and adhere to the organization's Drug and Alcohol Policy throughout employment.

  
  

• Background Check Consent: Must consent to criminal background check, employment verification, and applicable registry screenings.

  
  

• Honesty and Integrity: Must provide accurate information on all applications; misrepresentation of education, experience, or criminal history is a disqualifying offense.

Critical Regulatory Information

Healthcare employment involves significant federal regulatory barriers that supersede standard employment practices. Understanding these requirements is essential before applying.

Ban-the-Box Laws

MedStar Health operates primarily in Maryland and Washington, D.C., both of which have Ban-the-Box protections. Maryland law (effective February 2020) prohibits employers with 15+ employees from asking about criminal history before the first in-person interview. D.C.'s Fair Criminal Record Screening Act delays criminal history inquiries until after a conditional job offer. However, healthcare positions may be exempt when federal law requires background screening, allowing earlier inquiry for positions involving patient care or access to controlled substances.

EEOC Guidelines

For convictions not subject to mandatory federal exclusion, MedStar must conduct an individualized assessment considering: the nature and gravity of the offense, the time elapsed since conviction, and the nature of the job sought. However, EEOC guidelines are superseded by mandatory OIG exclusion requirements for healthcare positions.

FCRA Compliance

The Fair Credit Reporting Act requires MedStar to obtain written consent before conducting background checks, provide pre-adverse action notice with a copy of the report if considering denial, and allow reasonable time to dispute inaccuracies before final decision. Applicants have the right to request copies of their background check results.

Mandatory OIG Exclusion (42 USC § 1320a-7)

Federal law mandates exclusion from all federal healthcare programs for individuals convicted of certain offenses. This is the most significant barrier and applies to ALL positions at MedStar, not just clinical roles:

• Medicare/Medicaid Fraud: Minimum 5-year exclusion

• Patient Abuse or Neglect: Minimum 5-year exclusion

• Felony Controlled Substance Offenses: Minimum 5-year exclusion

• Three or More Fraud Convictions: Permanent exclusion

  
  

The Payment Ban: Exclusion means MedStar cannot receive any federal healthcare program reimbursement for items or services furnished, ordered, or prescribed by an excluded individual regardless of position. This applies to custodians and administrators, not just clinicians. MedStar is required to check this list monthly and faces civil monetary penalties for employing excluded individuals.

Company Overview

MedStar Health is a not-for-profit healthcare organization formed in 1998 through the merger of Medlantic Healthcare Group and Helix Health, renamed MedStar Health on February 1, 1999. The system has grown to become the largest healthcare provider in the Maryland and Washington, D.C. region, with an annual revenue of $8.3 billion and a mission to serve patients, caregivers, and communities guided by its SPIRIT values: Service, Patient first, Integrity, Respect, Innovation, and Teamwork. The organization contributes over $400 million annually to improving health in the communities it serves through charity care, community benefit programs, and health equity initiatives.

Today, MedStar Health employs more than 35,000 associates across 10 hospitals and over 300 care locations throughout Maryland, Washington, D.C., and Virginia. The system operates as one of the largest employers in the region and serves as the medical education and clinical partner of Georgetown University, training approximately 1,150 medical residents annually through one of the largest graduate medical education programs in the country. MedStar's commitment to associate wellbeing is demonstrated through its nationally recognized Center for Wellbeing, which provides career coaches, mental health services, and backup dependent care resources.

MedStar's 10 hospitals include flagship facilities such as MedStar Washington Hospital Center (912 beds, the largest private hospital in D.C. and the region's only adult burn center), MedStar Georgetown University Hospital (609 beds), MedStar Franklin Square Medical Center in Baltimore (the largest community teaching hospital in Baltimore), MedStar National Rehabilitation Hospital (the region's largest acute rehabilitation facility), and community hospitals throughout southern Maryland. The system has been recognized by U.S. News & World Report, with MedStar Washington Hospital Center ranked #31 nationally for cardiology and heart surgery, and multiple facilities rated high-performing in various specialties. The Lown Institute ranked MedStar Health #8 nationally among hospital systems for social responsibility in 2025.

Company Fast Facts

• Founded: 1998 (merger of Medlantic and Helix Health)

• Employees: 35,000+ associates

• Locations: 10 hospitals, 300+ care locations across MD, DC, VA

• Headquarters: Columbia, Maryland

• Ownership: Not-for-profit healthcare system

• Revenue: $8.3 billion annually (FY 2024)

• Recognition: U.S. News Best Hospitals rankings, Lown Institute Honor Roll #8 nationally for social responsibility

Hiring Policy Analysis

MedStar Health maintains Equal Employment Opportunity policies and does not automatically disqualify applicants based on criminal history for non-excluded offenses. The organization follows EEOC guidance requiring individualized assessment. However, all offers are contingent upon satisfactory completion of background screening, and federal healthcare regulations impose mandatory bars for certain convictions. MedStar is required by law to verify that no employee appears on the OIG List of Excluded Individuals/Entities before hire and monthly thereafter.

Key Regulatory Constraints

• OIG/LEIE Screening: Mandatory monthly checks; excluded individuals cannot be employed in any capacity

• National Sex Offender Registry: Required screening for all positions

• State Licensing Requirements: Clinical positions require professional licenses with their own background check requirements

• Maryland/D.C. Ban-the-Box: Delays criminal inquiry but does not prevent post-offer screening

Factors in Hiring Decisions

For convictions not subject to mandatory exclusion, MedStar considers:

• Nature and severity of the offense

• Time elapsed since conviction

• Relevance of the offense to the position

• Evidence of rehabilitation and personal growth

• Honesty and transparency during the application process

  
  

Position-Specific Barriers

Available Positions and Pay

Salary data compiled from Glassdoor, PayScale, Indeed, and MedStar Health job postings as of December 2025. Actual compensation varies by location, experience, shift differential, and specific hospital within the system.

Career Path Examples

• Support Services Track: Environmental Support → Lead Environmental Services → EVS Supervisor → Facilities Management

• Food Service Track: Food Service Worker → Host/Hostess → Nutrition Aide → Food Service Supervisor

• Administrative Track: Administrative Assistant → Office Coordinator → Department Administrator

Background Check Process

What They Check

• Criminal History: County, state, and federal criminal records search covering 7 years standard

• OIG/LEIE Exclusion List: Mandatory screening against federal exclusion database; checked monthly for all employees

• National Sex Offender Registry: Required for all positions

• Drug Screening: Pre-employment drug test; ongoing random testing for certain positions

• Employment Verification: Confirmation of previous employment history and dates

• Professional Licensure: Verification of required certifications (RN, CNA, etc.) through state licensing boards

  
  

Lookback Period Summary

Timeline

The background check process typically takes 1-2 weeks for most positions. Clinical positions requiring license verification and fingerprinting may take 2-4 weeks. The complete hiring process from application to start date generally ranges from 2-6 weeks depending on position complexity and background check results. Delays beyond 2 weeks may indicate issues requiring additional review or verification.

Disqualifying Factors

Automatic Disqualification:

• Presence on OIG List of Excluded Individuals/Entities (LEIE)

• Patient abuse or neglect convictions

• Healthcare fraud convictions (Medicare/Medicaid)

• Felony controlled substance convictions

• Sex offender registry status

• Falsification of application or credentials

High Risk (Individualized Assessment):

• Recent violent felonies

• Theft or fraud offenses (especially in healthcare or financial contexts)

• Identity theft or data-related crimes

Application Strategy

1. Check Your OIG Status First: Before applying, search your name on the OIG LEIE database at oig.hhs.gov/exclusions. If you appear on this list, you are ineligible for employment at any healthcare organization until the exclusion period ends.

   
   

2. Target Support Roles: Focus on positions in Environmental Services, Food Service, Laundry, or non-clinical administrative support. These roles have the lowest regulatory barriers while still offering career advancement opportunities.

   
   

3. Apply Online at careers.medstarhealth.org: Create an account, upload your resume, and apply to positions matching your qualifications. Consider applying to multiple hospitals within the system to increase opportunities.

   
   

4. Prepare for the Interview: Research MedStar's SPIRIT values (Service, Patient first, Integrity, Respect, Innovation, Teamwork) and be prepared to discuss how you embody these principles.

   
   

5. Be Honest About Your Record: Under Ban-the-Box laws, criminal history questions come after the conditional offer. When asked, be completely honest—falsification is automatic disqualification and far worse than the underlying offense.

   
   

6. Document Rehabilitation: Prepare evidence of rehabilitation including completion of sentences, educational achievements, certifications, stable work history, and character reference letters from employers or community leaders.

   
   

7. Follow Up Professionally: If you haven't heard back within 1-2 weeks after applying, follow up with HR. Express continued interest and ask about timeline.

Tips for Applicants with Records

• Run Your Own Background Check First: Know exactly what will appear before employers see it. This allows you to address inaccuracies, prepare your disclosure strategy, and avoid surprises during the hiring process.

  
  

• Consider Expungement: Maryland and D.C. have expungement processes for certain offenses. Consult with an attorney to determine if any of your records are eligible for expungement or sealing. This can significantly improve your prospects.

  
  

• Avoid Clinical Positions Initially: Positions requiring professional licensure (RN, CNA, Pharmacy Tech) have additional background check requirements through licensing boards. Start in support roles to establish a track record.

  
  

• Highlight Healthcare Interest: Express genuine interest in healthcare and helping patients, even in non-clinical roles. This aligns with MedStar's mission and values and demonstrates commitment to the organization's purpose.

  
  

• Gather Strong References: Obtain letters from previous employers, volunteer supervisors, or community leaders who can speak to your work ethic, reliability, and character. Professional references carry significant weight.

  
  

• Complete All Court Obligations: Ensure all fines, restitution, probation, and parole requirements are completed before applying. Outstanding obligations raise red flags and may delay or disqualify your application.

  
  

• Apply to Multiple Locations: With 10 hospitals and 300+ locations across the region, apply broadly. Different facilities may have different hiring needs and managers who make individual decisions.

  
  

• Understand the D.C./Maryland Market: Research each facility's location and patient population. Some facilities may have specific staffing needs or community connections that could benefit your application.

  
  

• Be Patient: Healthcare background checks are thorough. Allow 2-4 weeks for the process and don't interpret delays as rejection.

Benefits Overview & Compensation

• Starting Pay: Entry-level support positions start at $15-18/hr; Environmental Services at $18-30/hr; Patient-facing roles at $19-33/hr

  
  

• Shift Differentials: Premium pay for evening, night, and weekend shifts; specific rates vary by position and facility

  
  

• Annual Increases: Cost of living adjustments provided annually; merit-based increases based on performance reviews

  
  

Benefits Package

• Health Insurance: Multiple medical plan options including MedStar Select Plan with coverage at MedStar facilities; dental and vision coverage available

  
  

• Retirement: 401(k) retirement savings plan through Empower with employer matching contributions

  
  

• Paid Time Off: Generous PTO program plus personal holiday hours; accrual increases with tenure (9.23 hours per pay period after 2 years)

  
  

• Tuition Assistance: Educational support through Bright Horizons EdAssist for continuing education; up to $5,250/year for full-time employees

  
  

• Wellness Programs: 24/7 Employee Assistance Program (EAP), gym discounts, mental health services, care advising, nurse line

  
  

• Life Insurance: Basic life insurance and AD&D coverage provided at no cost

  
  

Employee Perspectives

• Pros: Good benefits package, tuition reimbursement, mission-driven culture, job stability, multiple locations for transfer opportunities, work-life balance in many roles, strong community feel

  
  

• Cons: Pay may lag market rates, combined PTO/sick leave bucket, limited internal mobility in some departments, occasional understaffing during busy periods

Frequently Asked Questions

1. Does MedStar Health hire people with felonies?

   Yes, MedStar Health does hire individuals with felony convictions, but with significant restrictions. The most important factor is whether your conviction triggers mandatory OIG exclusion from federal healthcare programs. Convictions for Medicare/Medicaid fraud, patient abuse, or felony drug offenses result in automatic exclusion and bar employment in any capacity. For non-excluded offenses, MedStar conducts individualized assessment and support roles like Environmental Services and Food Service offer the best opportunities.

   
   

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

   MedStar conducts comprehensive background screening including criminal history (typically 7 years), OIG/LEIE exclusion list verification, National Sex Offender Registry check, drug screening, and employment verification. Clinical positions also require professional license verification. The process takes 1-2 weeks for support roles and 2-4 weeks for clinical positions. All employees are rescreened against the OIG exclusion list monthly throughout employment.

   
   

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

   Standard criminal background checks review 7 years of history under FCRA guidelines. However, OIG exclusions can be permanent for certain offenses like three fraud convictions, and sex offender registry status is checked indefinitely. Serious felonies may be reported beyond 7 years depending on state law. The OIG exclusion minimum is 5 years for most mandatory exclusions but extends longer or permanently for repeat offenses.

   
   

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

   Certain convictions create absolute bars: Medicare/Medicaid fraud, patient abuse or neglect, felony controlled substance offenses (manufacturing, distribution), and sex offenses. High-risk convictions requiring careful individualized review include recent violent felonies, theft or fraud (especially healthcare-related), identity theft, and HIPAA-related data crimes. Any falsification of credentials or criminal history is also disqualifying regardless of the underlying offense.

   
   

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

   The best entry points are support roles with minimal regulatory barriers: Environmental Support Associate ($18-30/hr), Food Service Worker ($15-22/hr), Utility Worker ($18-30/hr), and Linen/Laundry Handler ($16-24/hr). These positions have limited patient contact and are not subject to the same licensing requirements as clinical roles. Administrative positions without patient data access may also be accessible depending on the specific conviction.

   
   

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

   Yes, MedStar requires pre-employment drug screening for all positions. The standard test is a urine drug screen testing for common substances including marijuana, cocaine, opiates, amphetamines, and PCP. A positive drug test results in offer withdrawal. Certain positions may be subject to ongoing random drug testing, particularly those with access to controlled substances or patient care responsibilities.

   
   

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

   Under Maryland and D.C. Ban-the-Box laws, MedStar cannot ask about criminal history on the initial application or before the first interview (Maryland) or conditional offer (D.C.). Criminal history inquiries occur after a conditional job offer is extended, at which point background check consent is obtained. However, some healthcare positions may be exempt from Ban-the-Box protections due to federal regulatory requirements.

   
   

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

   Yes, advancement is possible for individuals with non-excluded felonies who demonstrate strong performance and rehabilitation. Support departments offer career ladders from entry-level to supervisory and management positions. However, advancement into roles with increased patient contact, financial responsibilities, or access to controlled substances will trigger additional background review. A clean record of 5-7+ years since conviction significantly improves advancement prospects.

   
   

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

   The complete hiring process typically takes 2-6 weeks from application to start date. Background checks for support positions usually complete in 1-2 weeks. Clinical positions requiring license verification and fingerprinting may take 2-4 weeks. If your background check is taking longer than expected, this may indicate additional verification is needed or an issue requiring review. Following up with HR after 2 weeks is appropriate.

   
   

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

    First, verify you are not on the OIG exclusion list at oig.hhs.gov/exclusions—presence on this list bars employment. Target support roles with lower barriers. Be completely honest about your record; falsification is worse than any conviction. Document rehabilitation with certificates, stable work history, and reference letters. Complete all court obligations before applying. Consider expungement for eligible offenses. Apply to multiple MedStar locations to maximize opportunities.

Alternative Second Chance Employers

If MedStar Health is not the right fit due to regulatory barriers, these employers in the Washington, D.C. and Maryland region offer second-chance opportunities across various industries:

Conclusion

MedStar Health offers meaningful employment opportunities for individuals with criminal records, though the healthcare industry's federal regulatory framework creates significant barriers that applicants must understand. With over 35,000 employees across 10 hospitals and 300+ care locations in Maryland, Washington D.C., and Virginia, the system provides diverse positions ranging from support services to administrative roles. Entry-level positions in Environmental Services ($18-30/hr), Food Service ($15-22/hr), and facilities support offer the most accessible pathways, with competitive benefits including health insurance, 401(k) matching, tuition assistance up to $5,250 annually, and generous PTO accrual.

The most critical step before applying is verifying your OIG exclusion status at oig.hhs.gov/exclusions. Presence on this federal exclusion list is an absolute bar to employment in any capacity at any healthcare organization receiving Medicare or Medicaid funding which includes virtually all hospitals and medical facilities. For non-excluded offenses, success requires targeting appropriate support positions, being completely honest about your background during disclosure, thoroughly documenting rehabilitation efforts, and demonstrating genuine alignment with MedStar's SPIRIT values of Service, Patient first, Integrity, Respect, Innovation, and Teamwork.

The biggest barriers are created by mandatory federal exclusions for Medicare/Medicaid fraud, patient abuse or neglect, and felony controlled substance offenses. These exclusions last a minimum of 5 years and can be permanent for repeat offenders. If these apply to your situation, healthcare employment may not be viable until the exclusion period ends and you apply for reinstatement through the OIG. For applicants with other conviction types, support roles offer genuine second-chance opportunities with room for career advancement into supervisory and management positions.

Consider consulting with an attorney about expungement possibilities in Maryland or D.C. to improve your long-term employment prospects. Maryland's Criminal Record Screening law and D.C.'s Fair Criminal Record Screening Act provide important protections, but these do not override federal healthcare regulations. With patience, honesty, and strategic positioning in appropriate roles, individuals with non-excluded convictions can build successful careers within the MedStar Health system while contributing to its mission of caring for patients and communities.

Disclaimer

This guide is for informational purposes only and does not constitute legal advice. Information was compiled from MedStar Health's official website, Glassdoor, PayScale, Indeed, government resources (OIG.hhs.gov, EEOC.gov), and state labor department websites as of December 2025. Hiring policies, salary ranges, and benefits may change without notice. Individual hiring decisions depend on specific circumstances, position requirements, and regulatory compliance. Salary data represents estimates and may vary by location, experience, and position. Readers should verify information directly with MedStar Health and consult with an attorney for legal advice regarding their specific situation. This guide is not affiliated with or endorsed by MedStar Health.

Apply Now at careers.medstarhealth.org