Quick Answer

Yes, Mountain Star Healthcare hires individuals with felony convictions, but employment is highly conditional and subject to mandatory federal and state healthcare regulations. As a subsidiary of HCA Healthcare, Mountain Star must comply with stringent requirements including OIG exclusion checks, comprehensive background screenings, and mandatory pre-employment drug testing for all positions. The single greatest barrier is the OIG Exclusion List, which permanently bars individuals convicted of healthcare fraud, patient abuse, or neglect from working in any capacity that involves federal healthcare programs.

Best entry points include Environmental Services positions ($28,000-$35,000 annually), Food Services roles ($26,000-$32,000 annually), and Facilities positions ($30,000-$38,000 annually), as these have minimal patient contact and lower regulatory scrutiny. However, any conviction related to patient abuse, healthcare fraud, sexual offenses, or drug diversion creates severe barriers. Clinical and licensed positions face the highest scrutiny with additional state licensing requirements. All applicants must pass both background checks and drug screening, including testing for marijuana regardless of medical prescription status.

Dishonesty on the application results in automatic disqualification for integrity violations. The standard criminal history lookback is seven years, but OIG exclusions are permanent and non-waivable. Medical marijuana use, even with a prescription, is grounds for disqualification under HCA's strict substance abuse policy.

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 and Compensation

11. Frequently Asked Questions

12. Disclaimer:

Felon-Friendly Scorecard

Eligibility Checklist

Not on OIG Exclusion List: All applicants must pass mandatory OIG LEIE and SAM.gov exclusion checks. Being on these lists creates a permanent, non-waivable bar to employment in any position receiving federal healthcare program funding.

Pass Pre-Employment Drug Screening: Mandatory urine drug test screening for all positions including amphetamines, barbiturates, benzodiazepines, opiates, marijuana, methadone, and cocaine. Medical marijuana use, even with valid prescription, results in automatic disqualification.

Clean Background Check: Comprehensive criminal history screening including FBI records, state criminal records, sex offender registry, and abuse registry checks. Seven-year lookback period for most convictions.

Complete Honesty: Zero tolerance for falsification or dishonesty on applications. Any discovered misrepresentation about criminal history results in immediate offer withdrawal or termination for integrity violations.

Work Authorization: Must be legally authorized to work in the United States and provide documentation (I-9 verification).

Physical Capability: Many positions require prolonged standing, walking, bending, lifting up to 50 pounds, and exposure to infectious diseases and bodily fluids.

🚨 CRITICAL REGULATORY INFORMATION

IMPORTANT: Mountain Star Healthcare operates under one of the most heavily regulated employment environments in any industry. As a healthcare provider receiving federal funding through Medicare, Medicaid, and other programs, the company must comply with extensive federal and state regulations that create automatic, permanent bars to employment for certain convictions. Understanding these regulatory requirements is essential before applying.

Industry-Specific Healthcare Regulations

OIG Exclusion List (Permanent Legal Bar): The Office of Inspector General maintains the List of Excluded Individuals/Entities (LEIE) containing individuals barred from federal healthcare programs. Exclusions typically result from convictions for Medicare/Medicaid fraud, patient abuse, neglect, or controlled substance violations. Being on this list creates an automatic, permanent, non-waivable bar to employment in ANY position at ANY healthcare facility receiving federal funding. Mountain Star is legally required to check all applicants and employees monthly against this list.

SAM.gov Exclusions: System for Award Management exclusions bar individuals from federal contracts and grants. Healthcare facilities must verify applicants are not excluded. Exclusions typically stem from fraud, embezzlement, or criminal convictions related to federal programs.

State Abuse Registries: Utah and other states where Mountain Star operates maintain abuse and neglect registries. Individuals substantiated for abuse or neglect of children, elderly, or disabled persons are barred from healthcare employment involving vulnerable populations.

Sex Offender Registry: All applicants are checked against state and national sex offender registries. Registration creates significant barriers to healthcare employment, particularly in roles with patient contact or access to sensitive areas.

State Licensing Requirements: Clinical positions (nurses, therapists, technicians) require state professional licenses. Licensing boards conduct independent background checks and many states have automatic disqualification standards for felony convictions, particularly those involving moral turpitude, controlled substances, or patient harm.

EEOC Guidelines and Fair Hiring

Individualized Assessment: Federal EEOC guidelines require employers to conduct individualized assessments considering the nature of the crime, time elapsed, and job relevance. However, this requirement is superseded by mandatory federal healthcare exclusions.

No Blanket Bans: Employers cannot have blanket policies excluding all individuals with criminal records. Each case must be evaluated individually, except where federal law mandates exclusion (OIG, abuse registries).

Targeted Screening: Background checks must be job-related and consistent with business necessity. Healthcare employers can justify extensive screening due to patient safety and federal compliance requirements.

Utah Ban-the-Box Law (Public Employers Only)

Utah's ban-the-box law applies ONLY to public/government employers (state agencies, municipalities). Mountain Star Healthcare, as a private employer, is NOT subject to this law and may ask about criminal history at any point in the application process. However, Mountain Star follows HCA Healthcare corporate policies which typically delay criminal history inquiries until after initial interviews or conditional offers. Private employers in Utah can inquire about criminal history on applications and conduct background checks at any stage of hiring.

FCRA Compliance

Written Consent Required: Before conducting a background check, employers must provide written notice and obtain signed consent from applicants.

Adverse Action Process: If employment is denied based on background check results, employers must provide pre-adverse action notice, a copy of the report, and opportunity to dispute inaccuracies before taking final adverse action.

Fair Credit Reporting Act Protections: Background check companies must follow strict accuracy standards and allow consumers to dispute errors.

Drug Testing Policy

HCA Healthcare, Mountain Star's parent company, maintains a strict substance abuse policy that applies to all employees and applicants. Pre-employment drug screening is mandatory for all positions without exception. The policy explicitly prohibits illegal substances, non-prescribed controlled substances, and medical marijuana even with a valid prescription. Substances tested include at minimum: amphetamines, barbiturates, benzodiazepines, opiates, marijuana, methadone, and cocaine. A positive test result, including for THC from medical marijuana, results in automatic disqualification for one year. Random drug testing may occur during employment for reasonable suspicion or after workplace incidents.

Company Overview

Mountain Star Healthcare was founded in 2006 as the Utah division of HCA Healthcare, the nation's largest healthcare services provider. As an integrated healthcare system, Mountain Star operates eight hospitals and numerous outpatient facilities throughout Utah's Wasatch Front, from Logan to Payson. The division provides comprehensive medical services including emergency care, cardiovascular surgery, orthopedics, women's health, pediatrics, and oncology to communities across Salt Lake County, Weber County, Davis County, and Utah County.

Mountain Star is part of HCA Healthcare's Mountain Division, which includes 11 hospitals across Utah, Idaho, and Alaska, employing nearly 10,000 caregivers and supporting staff. The Mountain Division includes St. Mark's Hospital (Salt Lake City), Ogden Regional Medical Center, Lakeview Hospital (Bountiful), Timpanogos Regional Hospital (Orem), Mountain View Hospital (Payson), Lone Peak Hospital (Draper), Brigham City Community Hospital, Cache Valley Hospital (Logan), Eastern Idaho Regional Medical Center, West Valley Medical Center (Idaho), and Alaska Regional Hospital (Anchorage). This extensive network provides Mountain Star employees with potential transfer opportunities and career advancement across multiple states.

HCA Healthcare, Mountain Star's parent company, is a Fortune 100 corporation founded in 1968 and headquartered in Nashville, Tennessee. HCA operates 184 hospitals and approximately 2,000 sites of care across 21 states and the United Kingdom, employing more than 280,000 colleagues. The company is recognized as one of the World's Most Ethical Companies by the Ethisphere Institute and has been named among the 15 Top Health Systems by Fortune and PINC AI. This connection to a national healthcare leader provides Mountain Star employees access to extensive training programs, educational assistance, and career development opportunities including HCA's Hope Fund, which has distributed over $100 million in emergency assistance to colleagues facing hardships since 2005.

Company Fast Facts

Employees: Nearly 10,000 caregivers and support staff across the Mountain Division; Mountain Star Utah division employs several thousand

Locations: 8 hospitals in Utah plus numerous outpatient centers, surgery centers, urgent care facilities, and physician clinics

Headquarters: Salt Lake City, Utah (division headquarters); Nashville, Tennessee (HCA Healthcare corporate)

Parent Company: HCA Healthcare, the nation's leading healthcare services provider with 184 hospitals nationwide

Services: Emergency and trauma care, cardiovascular services, orthopedics, oncology, women's health, pediatrics, surgical services, imaging, and comprehensive inpatient and outpatient care

Recognition: HCA Healthcare named one of 2024 World's Most Ethical Companies; Mountain Division recognized as one of 15 Top Health Systems

Union Status: Generally non-union facilities with standard employment-at-will arrangements

Mission: Above all else, we are committed to the care and improvement of human life

Hiring Policy Analysis

Official Policy

Mountain Star Healthcare does not publish a specific, publicly available second-chance hiring policy or statement regarding employment of individuals with criminal records. As a subsidiary of HCA Healthcare, Mountain Star follows corporate policies that emphasize compliance with federal and state regulations, patient safety, and workforce integrity.

HCA's employment policies prioritize regulatory compliance, particularly adherence to OIG exclusion requirements, state licensing standards, and abuse registry checks mandated for healthcare employers. While no blanket prohibition exists for all individuals with criminal records, the company's hiring decisions are heavily influenced by mandatory federal healthcare regulations that create automatic bars for certain convictions.

HCA Healthcare is an equal opportunity employer that does not discriminate based on race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or veteran status. However, the company maintains strict background check and drug testing requirements that apply uniformly to all applicants. The lack of a public second-chance policy statement does not mean opportunities are nonexistent; rather, it reflects the company's focus on regulatory compliance and patient safety in a highly regulated industry.

Key Regulatory Constraints

Federal OIG Exclusions: Mandatory check against Office of Inspector General List of Excluded Individuals/Entities. Individuals on this list cannot be employed in any capacity that involves federal healthcare program funding. This is a permanent, legal bar with no exceptions.

State Licensing Requirements: Clinical positions require state professional licenses. Utah and other state licensing boards conduct independent background checks and may deny licenses for felony convictions, particularly those involving moral turpitude, fraud, controlled substances, or patient harm.

Abuse Registry Requirements: Federal and state laws require healthcare employers to check abuse and neglect registries. Individuals substantiated for abuse of vulnerable populations are prohibited from employment in healthcare settings.

Sex Offender Registry: Healthcare employers must verify applicants are not registered sex offenders. Registration creates substantial barriers, particularly for roles with patient contact or work in sensitive areas.

EEOC Guidelines: While EEOC requires individualized assessment and prohibits blanket bans, these protections are superseded by mandatory federal healthcare exclusions. Employers can justify extensive background screening as job-related and consistent with business necessity in healthcare.

FCRA Requirements: Fair Credit Reporting Act mandates written consent before background checks, adverse action procedures if denying employment, and applicant rights to dispute inaccuracies.

Factors in Hiring Decisions

OIG Exclusion Status: Automatic disqualification if on OIG LEIE or SAM.gov exclusion lists. Non-negotiable legal requirement.

Nature and Seriousness of Offense: Healthcare fraud, patient abuse/neglect, sexual offenses, and controlled substance convictions create highest barriers. Violent crimes and crimes against vulnerable populations receive intense scrutiny.

Job Relevance: Relationship between conviction and job duties heavily influences decisions. Patient care roles face stricter scrutiny than facilities or administrative positions.

Time Elapsed: Seven-year lookback period for most criminal records. Older convictions with demonstrated rehabilitation may receive more favorable consideration, except for OIG exclusions which are permanent.

Pattern vs. Isolated Incident: Single conviction from many years ago with clean record since viewed more favorably than multiple recent offenses or patterns of similar crimes.

Evidence of Rehabilitation: Employment stability, education, training, community involvement, and letters of recommendation can strengthen applications. However, these factors cannot override mandatory regulatory bars.

Complete Honesty: Dishonesty or misrepresentation about criminal history results in immediate disqualification for integrity violations. Transparency is essential.

Drug Testing Results: All applicants must pass pre-employment drug screening. Positive results, including medical marijuana, result in automatic disqualification.

Position-Specific Barriers

Available Positions and Pay

Salary data compiled from Glassdoor, Indeed, PayScale, and HCA Healthcare job postings as of November 2024-January 2025. Pay ranges vary by facility location, experience level, shift differentials, and market conditions. Utah wages tend to be 6-10% below national healthcare averages due to lower cost of living.

Career Path Examples

• Track 1: Environmental Services Progression

  EVS Technician ($28K-$35K) → EVS Lead/Senior Technician ($32K-$38K) → EVS Supervisor ($40K-$50K) → EVS Manager ($50K-$65K)

  
  

• Track 2: Food Services Advancement

  Dietary Aide ($26K-$32K) → Cook ($30K-$38K) → Lead Cook/Kitchen Supervisor ($35K-$45K) → Food Services Manager ($48K-$60K)

  
  

• Track 3: Facilities Career Path

  Maintenance Technician I ($35K-$42K) → Maintenance Technician II ($40K-$50K) → Lead Maintenance Technician ($48K-$58K) → Facilities Supervisor ($55K-$70K)

  
  

• Track 4: Patient Care Progression (for those able to obtain licensing)

  Patient Care Technician ($30K-$36K) → Certified Nursing Assistant ($32K-$42K) → Licensed Practical Nurse ($45K-$55K) → Registered Nurse ($60K-$85K)

  
  

  Mountain Star promotes heavily from within, particularly in support services and facilities departments. Environmental Services employees who demonstrate reliability, strong work ethic, and leadership potential can advance to supervisory roles within 2-4 years. Cross-training opportunities exist between departments, allowing employees to explore different areas. The connection to HCA Healthcare provides access to extensive online training, tuition assistance programs, and management development initiatives. Advancement to clinical roles requires obtaining appropriate state licenses, which involves independent background checks by licensing boards. Many employees use entry-level support positions as stepping stones while pursuing education for nursing or allied health careers.

Background Check Process

What They Check

Criminal History Records: National criminal database search, FBI records, state criminal records from all states where applicant has lived. Seven-year lookback period for most convictions, though felonies and violent crimes may appear indefinitely depending on jurisdiction.

OIG/SAM Exclusion Lists: Mandatory check of Office of Inspector General List of Excluded Individuals/Entities (LEIE) and System for Award Management (SAM.gov) exclusions. This is a permanent, ongoing requirement throughout employment with monthly monitoring.

Sex Offender Registry: National and state sex offender registry searches. Registration creates significant employment barriers, particularly for patient-contact positions.

Abuse Registries: State abuse and neglect registries for child abuse, elder abuse, and vulnerable adult abuse. Substantiated findings create bars to healthcare employment.

Drug Screening: Mandatory pre-employment urine drug test screening for amphetamines, barbiturates, benzodiazepines, opiates, marijuana, methadone, cocaine, and other substances. Medical marijuana use results in disqualification despite state law permitting it.

Employment Verification: Verification of employment history for previous 3-7 years, including dates of employment, positions held, eligibility for rehire, and reason for leaving.

Education Verification: Verification of degrees, diplomas, certificates, and professional licenses claimed on application, regardless of how long ago obtained.

Professional License Verification: For clinical positions, verification of current, active, unrestricted licenses in good standing with state licensing boards.

SSN Validation: Social Security Number trace to verify identity and reveal additional names, addresses, and potential jurisdictions for criminal searches.

Lookback Period Summary

Timeline

Background checks typically take 5-10 business days to complete, though complex cases involving multiple states, expunged records, or licensing verifications may take 2-3 weeks. Drug test results are usually available within 24-48 hours. The complete hiring process from application to start date typically ranges from 2-6 weeks, assuming background check is satisfactory. Offers of employment are conditional upon successful completion of background check and drug screening. Applicants may not begin work until all clearances are received and documented.

Disqualifying Factors

High Risk for Disqualification:

• OIG/SAM Exclusion: Automatic, permanent, non-waivable disqualification. No exceptions.

  
  

• Healthcare Fraud or Abuse: Medicare/Medicaid fraud, insurance fraud, prescription fraud, healthcare identity theft. Creates strong presumption of ineligibility.

  
  

• Patient Abuse or Neglect: Physical abuse, sexual abuse, emotional abuse, financial exploitation, neglect of children, elderly, or disabled individuals. Typically permanent bar to healthcare employment.

  
  

• Sex Offenses: Sexual assault, child molestation, indecent exposure, possession of child pornography. Creates permanent bar to positions with patient contact or work in sensitive areas.

  
  

• Controlled Substance Convictions: Drug trafficking, distribution, manufacturing, prescription fraud. Creates severe barriers, particularly to licensed positions with medication access.

  
  

• Violent Crimes: Murder, manslaughter, assault, robbery, domestic violence, weapons offenses. High scrutiny due to patient safety concerns.

  
  

• Theft and Dishonesty: Embezzlement, fraud, identity theft, forgery, theft. Creates barriers due to access to patient property, medications, and sensitive information.

  
  

• Failed Drug Test: Positive drug test, including for marijuana/THC, results in one-year disqualification. Refusal to test treated as positive result.

  
  

• Lower Risk Convictions (Subject to Individualized Assessment):

  
  

  Property Crimes: Older theft or property crimes (5+ years) with no pattern of similar behavior may receive individualized review, particularly for non-patient-contact roles.

  
  

• Traffic Offenses: Most traffic violations (except DUI) have minimal impact. Multiple DUIs create barriers, particularly for positions requiring driving.

  
  

• Old Non-Violent Misdemeanors: Single misdemeanor from 7+ years ago with clean record since may not prevent employment in support services roles.

Your Rights

FCRA Protections

Written Consent: Employer must provide separate written notice and obtain your signed authorization before conducting background check.

Pre-Adverse Action Notice: If employer intends to deny employment based on background check, you must receive pre-adverse action notice with copy of report and summary of rights before final decision.

Opportunity to Dispute: You have right to dispute inaccurate information with background check company. Employer must wait reasonable time for dispute resolution before final decision.

Adverse Action Notice: If employment is denied, you must receive final adverse action notice with name and contact information of background check company and your right to obtain free copy of report.

EEOC Guidelines

Individualized Assessment: Employers must conduct case-by-case assessment considering nature and gravity of offense, time elapsed since conviction, and nature of job sought. However, this protection does not apply to mandatory federal healthcare exclusions.

No Blanket Exclusions: Employers cannot have blanket policies categorically excluding all individuals with criminal records. Each case must be evaluated individually based on job-relatedness.

Targeted Screening: Background check policies must be job-related and consistent with business necessity. Healthcare employers can justify extensive screening due to patient safety and regulatory compliance requirements.

State-Specific Rights

Utah Ban-the-Box (Public Employers Only): If applying to Utah state government positions, employers cannot ask about criminal history until after initial interview. This protection does NOT apply to MountainStar Healthcare as a private employer.

Expungement Rights: Utah Clean Slate Law provides automatic expungement of eligible misdemeanor convictions after 5-7 years. Expunged records should not appear on background checks and need not be disclosed.

Professional Licensing Appeals: If denied professional license due to criminal history, you have right to appeal to state licensing board and request hearing to present evidence of rehabilitation.

Application Strategy

Step-by-Step Process

1. Check Your OIG Exclusion Status

   Before applying, verify you are not on the OIG Exclusion List at https://exclusions.oig.gov. This is the single most critical step. If you are on this list, you cannot be employed at ANY healthcare facility receiving federal funding, regardless of the position or your qualifications. If excluded, do not waste time applying to healthcare employers exclusions are permanent unless successfully appealed through OIG, which is extremely rare and requires legal representation.

   
   

2. Obtain Your Own Background Report

   Request your own background check before applying to identify what employers will see. Use a reputable consumer reporting agency or request records from your state Bureau of Criminal Identification. Review for accuracy and dispute any errors immediately. This preparation allows you to proactively address issues in your application and avoid surprises that could undermine your credibility. If records have been expunged or sealed, verify they do not appear on background checks.

   
   

3. Target Appropriate Positions Based on Your Background

   Carefully assess which positions align with your criminal history. If you have any healthcare-related convictions, patient abuse, controlled substance offenses, or sex offenses, do not apply for clinical or patient-contact positions—they will be automatically denied. Instead, focus exclusively on Environmental Services, Food Services, Facilities, or Laundry positions that have minimal patient contact. If your record involves theft or dishonesty, avoid positions with medication or property access. Be strategic and realistic about which roles you have a genuine chance of obtaining given regulatory constraints.

   
   

4. Prepare for Drug Screening

   Pre-employment drug screening is mandatory and non-negotiable for all positions. If you use medical marijuana, even with a valid prescription, you WILL fail the drug test and be disqualified. HCA policy explicitly prohibits marijuana regardless of state law or medical necessity. Stop use immediately and allow sufficient time for THC to clear your system before applying (typically 30-90 days depending on usage frequency and metabolism). If you cannot pass a drug test, do not apply there are no exceptions or accommodations.

   
   

5. Apply Online at Mountain Star Careers Website

   Submit your application through https://careers.hcahealthcare.com and search for MountainStar Healthcare positions. Complete the application thoroughly and accurately. Do NOT lie or omit information about your criminal history—dishonesty is an automatic disqualification. However, you may not need to disclose expunged convictions depending on how application questions are worded. If application asks if you have been convicted (not arrested), only disclose actual convictions. Follow instructions carefully regarding what must be disclosed.

   
   

6. Prepare Rehabilitation Documentation

   Gather evidence of rehabilitation to present during interviews: letters of recommendation from employers, supervisors, community leaders, or counselors; certificates of completed programs (substance abuse treatment, anger management, job training, education); employment records showing stable work history since conviction; character references; evidence of community involvement or volunteer work. These documents demonstrate you have changed and are a lower risk, which can help in the individualized assessment process though they cannot override mandatory regulatory bars.

   
   

7. Be Honest and Strategic in Interviews

   If asked about criminal history in interviews, be honest, brief, and focus on what you learned and how you have changed. Do not volunteer information not asked for, but never lie or minimize if directly questioned. Frame your narrative around accountability, growth, and rehabilitation. Emphasize your understanding of patient safety and your commitment to complying with regulations. For support services roles, emphasize reliability, work ethic, and understanding that the work, while physically demanding, is essential to hospital operations.

   
   

8. Follow Up and Be Patient

   After submitting applications, follow up after 1-2 weeks if you have not heard back. Background checks and OIG screenings take time. Be patient but persistent. If denied, ask for specific feedback about what disqualified you. In some cases, reapplying after additional time has passed or circumstances have changed may yield different results, though OIG exclusions are permanent and non-waivable.

Tips for Applicants with Records

Verify Your OIG Status First: Check https://exclusions.oig.gov before investing time in applications. If excluded, focus your job search on non-healthcare employers healthcare employment is permanently barred.

Target Support Services Exclusively if You Have Serious Convictions: If your record includes healthcare fraud, patient abuse, controlled substances, or violent crimes, apply only to Environmental Services, Food Services, Facilities, or Laundry positions. Clinical and patient-contact roles are not realistic options given regulatory barriers.

Run Your Own Background Check: Know exactly what employers will see. Request your records from state Bureau of Criminal Identification or use consumer reporting services. Dispute any inaccuracies immediately. Verify expunged records do not appear.

Consider Expungement if Eligible: Utah's Clean Slate Law provides automatic expungement for eligible misdemeanor convictions after 5-7 years. Consult with an attorney about whether your convictions qualify for expungement or sealing. This can significantly improve employment prospects.

Be Prepared for Drug Testing: If you cannot pass a drug test, including for marijuana, do not apply. There are absolutely no exceptions. Stop use and allow adequate clearance time before applying. Failed tests result in one-year disqualification.

Document Your Rehabilitation Story: Compile evidence of positive changes: stable employment, completed programs, education, volunteer work, letters of recommendation. While these cannot override OIG exclusions or licensing bars, they strengthen your case in the individualized assessment process.

Apply to Multiple HCA Hospitals: MountainStar is part of HCA's Mountain Division with 11 hospitals across Utah, Idaho, and Alaska. If one facility denies you, consider applying to others in the division. Background check standards are consistent, but hiring managers may have different perspectives, and different locations may have more urgent staffing needs in support services.

Benefits and Compensation

Competitive Pay Ranges: Environmental Services $28K-$35K, Food Services $26K-$32K, Facilities $35K-$48K, Patient Care Technician $30K-$36K, CNA $32K-$42K, LPN $45K-$55K, RN $60K-$85K. Ranges vary by facility, shift, and experience.

Shift Differentials: Evening and night shifts typically receive premium pay of $2-$4 per hour above base rates. Weekend shifts may qualify for additional differential pay.

Overtime Opportunities: Non-exempt positions eligible for overtime pay at 1.5x regular rate for hours over 40 per week. Healthcare often requires extended coverage creating overtime availability.

Annual Merit Increases: Performance-based pay increases typically occur annually during review cycles, generally ranging from 1-3% for satisfactory performance.

Benefits Package

Health Insurance: Medical, dental, and vision insurance plans available for full-time employees. Multiple plan options with varying premium costs and coverage levels. Coverage typically begins 30-90 days after hire.

Retirement Savings: 401(k) retirement savings plan with employer matching contributions. HCA matches employee contributions up to certain percentage, providing long-term financial security.

Paid Time Off: Vacation, sick leave, and holiday pay. PTO accrual increases with years of service. Full-time employees typically start with 2-3 weeks combined PTO annually.

Tuition Assistance: HCA offers Student Loan Repayment Program and education assistance for employees pursuing degrees in nursing and allied health fields. Significant benefit for employees seeking to advance to clinical careers.

Employee Assistance Program: Free confidential counseling, mental health support, and resources for personal challenges. Available to all employees and their families.

HCA Hope Fund: Emergency financial assistance for employees facing hardships due to natural disasters, illness, injury, or other difficulties. Over $100 million distributed since 2005.

Employee Discounts: Discounts on HCA Healthcare services, prescriptions, fitness memberships, and various retail and entertainment partners.

Career Development: Extensive online training, leadership development programs, and career advancement opportunities within HCA's network of 184 hospitals nationwide.

Employee Perspectives

Pros: Comprehensive benefits package competitive with other major healthcare systems; extensive career advancement opportunities within large HCA network; tuition assistance and student loan repayment programs support educational goals; stable employment with major national healthcare corporation; Hope Fund provides genuine safety net for employees facing hardships; shift differentials and overtime opportunities increase earning potential; generally stable scheduling once in position.

Cons: Entry-level support services pay starts near minimum wage with physically demanding work; healthcare environment involves exposure to infectious diseases and bodily fluids; mandatory overtime and holiday work requirements; high patient volumes and fast-paced environment can be stressful; some employees report understaffing concerns affecting workload; benefits have monthly premium costs that reduce take-home pay; corporate policies and procedures can feel rigid; advancement to clinical roles requires independent licensing with separate background checks.

Frequently Asked Questions

1. Does Mountain Star Healthcare hire people with felonies?

   Yes, Mountain Star Healthcare will hire individuals with felony convictions, but employment is highly conditional and subject to extensive federal and state regulations. The company must comply with mandatory OIG exclusion checks, state licensing requirements, and abuse registry screenings that create automatic bars for certain convictions. The most accessible positions are Environmental Services, Food Services, and Facilities roles with minimal patient contact. Healthcare-related felonies (fraud, patient abuse), controlled substance offenses, and violent crimes create severe or permanent barriers. Clinical positions requiring licenses face the strictest scrutiny. Success depends heavily on the nature of the offense, time elapsed, position targeted, and ability to pass drug screening. Complete honesty is essential falsification results in automatic disqualification.

   
   

2. What is the background check process at Mountain Star Healthcare?

   Mountain Star conducts comprehensive background checks through HCA Healthcare's corporate screening process. All applicants undergo national criminal database searches, FBI records checks, verification against OIG Exclusion List (LEIE) and SAM.gov, sex offender registry searches, state abuse registry checks, employment verification for previous 3-7 years, education and license verification, and SSN validation. The process is handled by third-party consumer reporting agencies in compliance with FCRA. Background checks typically take 5-10 business days, though complex cases may take 2-3 weeks. All employment offers are conditional upon successful completion of background screening. Continuous monitoring occurs after hire, with monthly OIG exclusion checks throughout employment.

3. How far back does the background check go at Mountain Star Healthcare what is the lookback period?

   The standard lookback period is seven years for criminal convictions, following common practice under FCRA guidelines. However, Utah has no state law limiting reporting of felony convictions, so serious felonies may be reportable indefinitely. OIG exclusion checks are permanent with no time limit—once excluded, individuals are barred for life unless successfully reinstated, which is extremely rare. Misdemeanors typically follow the seven-year standard. Arrests without conviction are generally not reported per FCRA requirements. Records that have been legally expunged or sealed under Utah's Clean Slate Law should not appear and need not be disclosed. The seven-year window is calculated from the date of conviction or completion of sentence, not the date of the offense.

   
   

4. What types of convictions make hiring more difficult at Mountain Star Healthcare?

   Convictions that create permanent or severe barriers include: OIG exclusions for Medicare/Medicaid fraud (permanent non-waivable bar); patient abuse, neglect, or exploitation (typically permanent bar); sexual offenses (permanent bar to patient contact roles); controlled substance trafficking or distribution (severe barrier to all positions, absolute bar to roles with medication access); violent crimes including assault, robbery, domestic violence (high scrutiny for patient safety); theft, embezzlement, fraud, identity theft (barriers due to property and information access); healthcare-related crimes of any kind. Convictions that may be manageable with individualized assessment: old non-violent property crimes (5+ years); single DUI (depends on position); minor misdemeanors (traffic, disorderly conduct). Licensed clinical positions face additional scrutiny from state licensing boards with independent disqualification standards.

   
   

5. What are the best entry-level roles at Mountain Star Healthcare for applicants with a record?

   The most accessible entry-level positions are Environmental Services Technician/Housekeeper ($28,000-$35,000), Food Services Worker/Dietary Aide ($26,000-$32,000), Laundry Worker ($27,000-$32,000), and Facilities Maintenance Technician ($35,000-$48,000). These roles offer the best opportunities because they have minimal or no direct patient contact, no access to medications or controlled substances, no state licensing requirements, no access to patient information systems, and lower regulatory scrutiny than clinical positions. They are essential to hospital operations with consistent hiring needs and high turnover creating frequent openings. Physical demands are significant (standing, walking, lifting), but these positions provide stable employment with benefits and potential for advancement to supervisory roles. While still subject to OIG exclusion checks and drug testing, the individualized assessment for these support services roles focuses more on work ethic and reliability than on licensability and direct patient safety concerns.

   
   

6. Does Mountain Star Healthcare drug test, and what kind of test do they use?

   Yes, pre-employment drug testing is mandatory for all positions without exception. Mountain Star uses urine drug screening conducted by certified laboratories with Medical Review Officer oversight. The standard panel tests for amphetamines, barbiturates, benzodiazepines, opiates, marijuana/THC, methadone, and cocaine. Testing may include expanded panels for fentanyl analogues, oxycodone, and other substances depending on position. CRITICAL: Medical marijuana use, even with a valid prescription, results in automatic disqualification. HCA policy explicitly prohibits marijuana regardless of state law. Positive test results lead to one-year disqualification. Refusal to test is treated as positive result. After employment, random drug testing may occur for reasonable suspicion or following workplace accidents. There are absolutely no accommodations or exceptions for medical marijuana if you cannot pass the drug screen, do not apply.

   
   

7. When during the hiring process will Mountain Star Healthcare ask about criminal history?

   As a private employer, Mountain Star is not subject to Utah's ban-the-box law (which applies only to government employers). The company may ask about criminal history at any point in the hiring process. However, following HCA corporate practices, criminal history questions typically occur during or after initial interviews rather than on the initial application. The formal background check is conducted after a conditional offer of employment is extended. You will be required to provide written consent before the background check is performed. If the application or interview asks directly about convictions, you must answer honestly dishonesty is an automatic disqualification. You are not required to disclose arrests that did not result in conviction or convictions that have been legally expunged or sealed. If asked, focus on being truthful while brief, then redirect conversation to your qualifications and rehabilitation.

   
   

8. Can someone advance to management at Mountain Star Healthcare if they have a felony?

   Advancement to management is possible for individuals with felonies, particularly in support services departments like Environmental Services, Food Services, and Facilities. These supervisory and management positions (EVS Supervisor, Food Services Manager, Facilities Manager earning $50,000-$70,000) do not require clinical licenses and focus on operational management rather than direct patient care. HCA promotes from within and values employees who demonstrate reliability, leadership, and deep operational knowledge. However, advancement to management positions in clinical departments or roles overseeing controlled substances, patient care, or regulatory compliance face higher scrutiny. Any felony related to healthcare, fraud, theft, or dishonesty creates significant barriers to financial management or positions requiring fiduciary responsibility. Success depends on time elapsed since conviction, evidence of rehabilitation, quality of work performance, and specific management role sought. Continuous OIG compliance checks apply to all positions regardless of level.

   
   

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

   The complete hiring timeline from application to start date typically ranges from 2-6 weeks. Application review and initial phone screening occur within 1-2 weeks for active requisitions. In-person interviews are scheduled 1-2 weeks after phone screening. Conditional job offers are extended shortly after successful interviews. Background checks take 5-10 business days for straightforward cases, but complex situations involving multiple states, licensing verifications, or record disputes may extend to 2-3 weeks. Drug test results are available within 24-48 hours. Pre-employment requirements including health screenings and orientation are completed within 1-2 weeks after clearances. Applicants cannot begin work until all background checks, drug screening, and OIG clearances are completed and documented. High-demand support services positions may move faster, while specialized clinical roles take longer due to licensing verification requirements.

   
   

10. What can applicants do to improve their chances of getting hired at Mountain Star Healthcare?

    First, verify you are not on the OIG Exclusion List if you are, healthcare employment is impossible. Target appropriate positions based on your background; apply only to support services roles if you have serious convictions rather than wasting time on clinical positions you cannot obtain. Run your own background check to know what employers will see and correct any inaccuracies. Consider expungement if eligible under Utah's Clean Slate Law. Prepare thorough rehabilitation documentation including letters of recommendation, completion certificates for programs, and evidence of stable employment history. Be completely honest on applications and in interviews—never lie or minimize, but focus your narrative on accountability and growth. Ensure you can pass drug screening, including abstaining from marijuana regardless of medical necessity. Apply to multiple MountainStar facilities and other HCA hospitals in the Mountain Division to maximize opportunities. Emphasize reliability, strong work ethic, and understanding of physical demands in support services roles. Follow up professionally after applying. Be patient through the background check process. If denied, ask for specific feedback and consider reapplying after additional time or changed circumstances.

    
    

Alternative Employers

If Mountain Star Healthcare isn't the right fit, consider these alternative employers in the Utah healthcare sector and related industries:

Conclusion

Mountain Star Healthcare offers genuine employment opportunities for individuals with criminal records, particularly in essential support services roles that keep hospital operations running safely and efficiently. As one of Utah's largest healthcare employers and part of HCA Healthcare's extensive national network, Mountain Star provides stable employment, comprehensive benefits, career advancement potential, and connection to one of America's leading healthcare corporations. For applicants with criminal records willing to start in entry-level positions like Environmental Services, Food Services, or Facilities, Mountain Star represents a viable path to employment in the growing healthcare industry.

Success requires realistic assessment of barriers and strategic application approach. The best positions to target are Environmental Services Technician ($28,000-$35,000), Food Services Worker ($26,000-$32,000), and Facilities Maintenance Technician ($35,000-$48,000)—roles with minimal patient contact and lower regulatory scrutiny. Complete honesty is absolutely essential; any dishonesty about criminal history results in immediate disqualification for integrity violations. Applicants must be able to pass mandatory drug screening, including complete abstinence from marijuana regardless of medical prescriptions. The individualized assessment process considers the specific offense, time elapsed, and evidence of rehabilitation, though these factors cannot override mandatory federal regulatory bars.

The biggest barriers to employment at Mountain Star are OIG exclusions (permanent, non-waivable bar), healthcare fraud or patient abuse convictions (typically permanent bar), controlled substance offenses (severe barriers to all positions, absolute bar to medication-access roles), sex offenses (permanent bar to patient contact positions), and failed drug tests. These regulatory requirements exist to protect vulnerable patients and maintain federal healthcare program integrity—they are non-negotiable legal mandates, not employer preferences. Clinical positions requiring state professional licenses face additional independent background checks by licensing boards with strict disqualification standards that often permanently bar individuals with felonies involving moral turpitude or healthcare-related crimes.

For those who can navigate the regulatory landscape, Mountain Star provides real opportunities for stable employment with benefits, potential for advancement to supervisory roles earning $50,000-$70,000, and access to tuition assistance programs for employees pursuing nursing or allied health degrees. The key is being honest, strategic, patient, and realistic about which positions are genuinely accessible given your specific background. Start in support services, demonstrate reliability and work ethic, and opportunities for advancement within the organization will follow.

Apply Now at Mountain Star Healthcare

https://careers.hcahealthcare.com

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Disclaimer:

This guide provides general information about employment opportunities at Mountain Star Healthcare for individuals with criminal records and is not legal advice. Information is compiled from publicly available sources including company websites, government regulations, job postings, salary databases (Glassdoor, Indeed, Pay Scale), and industry reports current as of December 2024-January 2025. Employment policies, regulations, salary ranges, and hiring practices may change. Information should be independently verified with Mountain Star Healthcare, HCA Healthcare human resources, and relevant regulatory agencies before making employment decisions. Salary data represents approximate ranges compiled from multiple sources and varies by location, experience, shift, and facility. Consultation with employment attorneys or healthcare licensing attorneys is recommended for specific legal questions about criminal records, licensing eligibility, or discrimination claims. This guide is provided by FelonFriendlyJobsNow.com for informational purposes only without warranties or guarantees of accuracy, completeness, or employability. Mountain Star Healthcare and HCA Healthcare have not endorsed or reviewed this guide. Individual hiring decisions depend on many factors including specific criminal history, time elapsed, position applied for, regulatory requirements, and business needs.