Quick Answer

Yes, Rhode Island Hospital and Brown University Health (formerly Lifespan) hire individuals with felony convictions. As Rhode Island's largest private employer with over 20,000 employees across multiple hospitals and healthcare facilities, Brown University Health considers applicants with criminal records on a case-by-case basis. However, healthcare employment is heavily regulated by state and federal law. Rhode Island mandates national FBI fingerprint criminal background checks for positions involving routine patient contact in long-term care settings. A criminal record is not an automatic disqualifier for most positions, and Rhode Island law requires that denial only occur if the crime is job-related and consistent with business necessity. Rhode Island also has Ban-the-Box protections prohibiting employers from asking about criminal history before the first interview. Entry-level support positions such as Environmental Services Aide ($14-17/hr) and Food Service Worker ($15-18/hr) offer the best opportunities for applicants with records. The greatest barriers are state-mandated disqualifying offenses including murder, manslaughter, sexual assault, and felony assault, as well as OIG exclusions for Medicare/Medicaid fraud.

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

• Minimum Age: Most positions require applicants to be at least 18 years old. Some entry-level roles may accept applicants 16+ with work permits. Patient care positions and roles involving controlled substances require age 18 or older.

• Work Authorization: All applicants must be legally authorized to work in the United States and provide valid I-9 documentation. E-Verify is used to confirm employment eligibility.

• Drug Testing: Pre-employment 10-panel drug screening AND cotinine (nicotine) testing required for all positions. Brown University Health is a tobacco-free employer. A non-negative drug result or nicotine use will result in offer rescission.

• Background Check: Comprehensive criminal background check required after conditional offer. Patient-contact roles in long-term care require mandatory national FBI fingerprint check. Must not have convictions for statutory disqualifying offenses (murder, manslaughter, sexual assault, felony assault).

• Physical Requirements: Many positions require standing and walking for extended periods. Lifting requirements vary by position (typically 25-50 lbs). Healthcare environment requires ability to work around patients, medical equipment, and potential exposure to infectious diseases. COVID and flu vaccination required.

Critical Regulatory Information

Ban-the-Box Laws

Rhode Island has strong Ban-the-Box protections under state law. Employers are prohibited from inquiring about criminal convictions on job applications or before the first interview. The employer cannot ask about arrests that did not result in conviction at any point during the hiring process. Criminal history questions may only be asked after the first interview has occurred. This gives applicants the opportunity to make a positive impression before their criminal history is discussed. Additionally, employers cannot ask about expunged or sealed records, and applicants may legally answer "no" to questions about convictions that have been expunged.

EEOC Guidelines

Under Equal Employment Opportunity Commission guidelines, employers cannot have blanket policies excluding all applicants with criminal convictions. The EEOC requires individualized assessment considering the nature and gravity of the offense, time elapsed since the offense, and nature of the job sought. However, healthcare employers have additional regulatory requirements that may supersede general EEOC guidance for certain patient-care positions. As a large employer, Brown University Health must balance EEOC requirements with state healthcare licensing mandates.

FCRA Compliance

Under the Fair Credit Reporting Act, Brown University Health must provide written disclosure and obtain written authorization before conducting background checks. If the company intends to take adverse action based on background check results, it must follow pre-adverse action procedures: provide a copy of the report, summary of rights, and allow reasonable time to dispute inaccuracies. Rhode Island does not have a 7-year lookback limit, so criminal convictions may be reported indefinitely. Applicants have the right to dispute inaccurate information.

Drug Testing Policy

Brown University Health conducts both drug AND nicotine testing for all new hires. Pre-employment testing is mandatory and includes a 10-panel drug screen plus cotinine (nicotine metabolite) testing. As a tobacco-free employer since 2013, Brown University Health does not hire individuals who use tobacco products including cigarettes, cigars, pipes, e-cigarettes, vaping devices, chewing tobacco, or nicotine patches/gum. A positive nicotine test will result in the job offer being rescinded. Marijuana remains a disqualifying substance regardless of Rhode Island's medical marijuana laws.

Company Overview

Rhode Island Hospital is a private, 719-bed, not-for-profit acute care hospital located in the Upper South Providence neighborhood of Providence, Rhode Island. Founded in 1863 following a bequest by Moses Brown Ives, it is the largest hospital in the state and the only Level I Trauma Center in southeastern New England. The hospital is the principal teaching hospital of The Warren Alpert Medical School of Brown University and ranks among the top independent hospitals nationally for NIH research funding. Rhode Island Hospital provides comprehensive diagnostic and treatment services with particular expertise in cardiology (including the state's only open heart surgery program), oncology, neurosciences, orthopedics, organ transplantation, pediatrics, and diabetes.

Rhode Island Hospital is a founding member of Brown University Health (formerly known as Lifespan), which was established in 1994 as Rhode Island's first nonprofit health system. Brown University Health is a comprehensive, integrated academic health system affiliated with Brown University. The system includes Rhode Island Hospital and its pediatric division Hasbro Children's Hospital (the state's only children's hospital), The Miriam Hospital, Bradley Hospital (the nation's first psychiatric hospital for children), Newport Hospital, Gateway Healthcare, Saint Anne's Hospital (Fall River, MA), Morton Hospital (Taunton, MA), Brown Health Medical Group, and Brown Health Medical Group Primary Care with over 870 physicians.

As Rhode Island's largest private employer, Brown University Health employs over 20,000 people across its network of hospitals and facilities. The organization is committed to workforce development and operates the Workforce S.T.A.T. (Solutions, Training and Teamwork) program offering free education for entry-level healthcare certifications. Notably, Brown University Health operates a Center for Health and Justice Transformation (CHJT) that actively supports fair chance hiring practices and engages stakeholders to encourage employers to hire individuals with criminal records.

Fast Facts

• Founded: 1863 (Rhode Island Hospital); 1994 (Lifespan/Brown University Health)

• Employees: Over 20,000 across Brown University Health system

• Facilities: Multiple hospitals including Rhode Island Hospital (719 beds), The Miriam Hospital, Bradley Hospital, Newport Hospital, and others across Rhode Island and Massachusetts

• Headquarters: Providence, Rhode Island

• Ownership: Private, not-for-profit

• Industry Recognition: Only Level I Trauma Center in Rhode Island; principal teaching hospital of Brown University; top-ranked for NIH research funding among independent hospitals

• Awards: American Heart Association Gold Level Start! Fit-Friendly Company; Newsweek's America's Best Children's Hospitals (Hasbro Children's)

Hiring Policy Analysis

Brown University Health is an Equal Opportunity Employer committed to developing a diverse workforce. The organization explicitly states it considers qualified applicants regardless of criminal histories, consistent with legal requirements. Notably, Brown University Health operates the Center for Health and Justice Transformation (CHJT), which actively supports fair chance hiring practices and provides training to employers on hiring individuals with criminal records. Employee reviews on Glassdoor specifically mention that the organization maintains hiring and training programs for those with criminal records as a second chance opportunity. However, healthcare regulations create additional barriers for certain patient-contact positions.

Key Regulatory Constraints

• Rhode Island Healthcare Screening Law: State law mandates national FBI fingerprint criminal background checks for positions with routine patient contact in long-term care settings

• Mandatory Disqualifying Offenses: Rhode Island law requires automatic disqualification letter for murder, voluntary/involuntary manslaughter, first/second-degree sexual assault, felony assault/battery

• OIG Exclusion List: Federal law prohibits employment in positions billing Medicare/Medicaid for individuals on the Office of Inspector General exclusion list

• Job-Relatedness Standard: For non-mandatory disqualifying offenses, employer can only refuse to hire if crime is job-related and consistent with business necessity

Factors in Hiring Decisions

• Whether conviction is on the statutory list of mandatory disqualifying offenses

• Nature and severity of the offense and its relationship to the position duties

• Time elapsed since the offense or completion of sentence

• OIG exclusion status for positions involving Medicare/Medicaid billing

• Evidence of rehabilitation (education, treatment completion, stable employment)

• Honesty during disclosure (falsification is grounds for denial)

  
  

Position-Specific Barriers

Available Positions and Pay

Salary data compiled from Glassdoor, Indeed, PayScale, and company job postings as of December 2025. Compensation varies by position, shift differential, experience, and specific facility within the Brown University Health system. Entry-level positions at Rhode Island Hospital typically pay above Rhode Island minimum wage.

Career Path Examples

Support Services Track: Environmental Services Aide → Lead Housekeeper → EVS Supervisor → Director of Environmental Services

Food Services Track: Food Service Worker → Diet Tech → Food Service Supervisor → Nutrition Services Manager

Clinical Track (requires additional education): Patient Transporter → CNA (via Workforce S.T.A.T. program) → Patient Care Tech → LPN → RN

Background Check Process

What They Check

• Criminal History: Multi-state criminal records search, Rhode Island BCI check, national FBI fingerprint check (for patient-contact positions), sex offender registry search, and federal criminal records where applicable

• Drug Screening: 10-panel urine drug test plus cotinine (nicotine) screening. Tests for marijuana, cocaine, opiates, amphetamines, PCP, benzodiazepines, barbiturates, methadone, propoxyphene, and nicotine

• OIG/SAM Exclusion: Office of Inspector General exclusion list check and System for Award Management (SAM) search for any federal healthcare fraud exclusions

• Employment Verification: Verification of previous employment, licensure/certification validation for clinical roles, education verification for positions with degree requirements

Lookback Period Summary

Timeline

Background checks typically complete within 5-10 business days for standard checks. National FBI fingerprint checks may take 2-4 weeks depending on processing times. The total onboarding process from conditional offer to start date typically ranges from 2-4 weeks, including completion of drug/nicotine testing, background check clearance, Employee Health screening, and orientation scheduling. Healthcare positions requiring credentialing or license verification may take additional time.

Disqualifying Factors

Mandatory Disqualification (by Rhode Island law): Murder, voluntary manslaughter, involuntary manslaughter, first-degree sexual assault, second-degree sexual assault, felony assault, felony battery, federal healthcare fraud resulting in OIG exclusion

Case-by-Case Assessment: Theft offenses (scrutinized for supply/pharmacy roles), drug offenses (especially for medication-handling positions), fraud not resulting in OIG exclusion, assault/battery misdemeanors, DUI/DWI, other felonies evaluated for job-relatedness

Application Strategy

1. Target Non-Clinical Support Positions: Focus on Environmental Services, Food Service, Laundry, and administrative roles that don't involve routine patient contact. These positions may not trigger mandatory national FBI fingerprint checks and offer the best accessibility for applicants with records.
   

2. Apply Online at jobs.brownhealth.org: Visit the Brown University Health careers portal. Create a profile and search for positions by location, job category, and facility. The application will not ask about criminal history upfront due to Rhode Island's Ban-the-Box law. Apply to multiple facilities across the system.
   

3. Be Nicotine-Free: This is critical. Brown University Health conducts cotinine (nicotine) screening and will rescind offers for positive tests. Stop using all tobacco and nicotine products well before applying. Cotinine can remain detectable for 1-10 days after nicotine use depending on the individual.
   

4. Prepare for the Interview: Emphasize reliability, attention to detail, and ability to work in a fast-paced healthcare environment. Remember that criminal history cannot be discussed until after the first interview per Rhode Island law. Use this opportunity to make a strong impression.
   

5. Be Honest When Asked: After the first interview, you may be asked about criminal history. Be truthful—falsification is grounds for denial. Briefly explain what happened, take responsibility, and emphasize rehabilitation. Provide context without making excuses.
   

6. Document Rehabilitation: Rhode Island law requires individualized assessment for non-disqualifying offenses. Prepare documentation: certificates from programs, letters from probation officers, evidence of stable employment, character references. This supports your case during the assessment.
   

7. Consider Workforce S.T.A.T. Program: Brown University Health offers free training for entry-level healthcare certifications through the Workforce S.T.A.T. program. This can help you gain credentials and build a relationship with the organization before applying for positions.

Tips for Applicants with Records

1. Run Your Own Background Check First: Obtain copies of your Rhode Island BCI record and FBI Identity History Summary. This helps you verify accuracy, identify any errors to dispute, and prepare to discuss your history. Contact the Rhode Island Attorney General's office for BCI records.
   

2. Consider Expungement Before Applying: Rhode Island allows expungement of certain offenses. First-time misdemeanors may be expunged after 5 years; first-time felonies after 10 years. Expunged records should not appear on background checks and you can legally answer "no" to conviction questions.
   

3. Avoid Patient-Contact Positions Initially: Start with back-of-house support roles that don't require the mandatory national FBI fingerprint check. Build a track record and then explore advancement to clinical roles if desired.
   

4. Quit Nicotine Products Immediately: Brown University Health's nicotine-free policy is strictly enforced. Stop all tobacco and nicotine use as soon as possible. Consider nicotine replacement therapy under medical supervision if needed to quit before your job search.
   

5. Verify OIG Exclusion Status: If you have any healthcare fraud convictions, check the OIG exclusion database at oig.hhs.gov. Being on this list bars you from positions involving Medicare/Medicaid. If excluded, you must apply for reinstatement.
   

6. Gather Reference Letters: Obtain letters from former employers, probation officers, case managers, treatment providers, or community leaders who can speak to your character and rehabilitation efforts.
   

7. Be Patient with the Process: Healthcare background checks are thorough. National FBI fingerprint checks can take 2-4 weeks. Don't assume delays mean denial. Follow up professionally if you haven't heard back within the expected timeframe.

Benefits Overview

Compensation

• Starting Pay: Entry-level support positions start at $14-18/hr. Clinical positions pay $17-50+/hr depending on role and licensure. Management salaries range significantly higher based on department and responsibility.

• Shift Differentials: Evening, night, and weekend shifts typically include premium pay differentials. This can significantly increase total compensation for those willing to work non-traditional hours.

• Pay Increases: Annual performance reviews with potential for merit-based increases. Promotion to higher positions and obtaining additional certifications can accelerate wage growth.

Benefits Package

• Health Insurance: Multiple medical plan options through Blue Cross Blue Shield of Rhode Island. Dental coverage through Delta Dental. Vision coverage through EyeMed. Dedicated Employee CARE Center for plan support.

• Retirement: 401(k) plan through Fidelity. Dollar-for-dollar company match on first 6% of contributions after one year of service and 1,000 hours worked. Free Fidelity financial planning consultations.

• Education Assistance: Up to $3,500 per calendar year for tuition reimbursement. Student loan debt repayment program up to $9,000 for full-time employees. Public Service Loan Forgiveness (PSLF) support.

• Paid Time Off: PTO accrual based on tenure. Paid sick leave. Annual well-being reimbursement up to $150. Most employees report receiving 10-20 vacation days.

• Additional Benefits: Free life insurance and AD&D coverage, short and long-term disability, free employee parking, on-site fitness centers (Rhode Island and Newport hospitals), EAP through NexGenEAP, emergency back-up childcare through Bright Horizons, pet insurance, legal insurance.

Employee Perspectives

• Pros: Tuition reimbursement and education support. Good benefits package. Opportunity for growth and advancement. Large organization with job stability. Recognized as supporting fair chance hiring.

• Cons: Healthcare costs can be high. Must use Lifespan facilities and physicians for reduced costs. Fast-paced, demanding environment. Some reviews mention management challenges. Strict nicotine-free policy.

Frequently Asked Questions

1. Does Rhode Island Hospital hire people with felonies?

   Yes, Rhode Island Hospital and Brown University Health do hire individuals with felony convictions for many positions. The organization operates a Center for Health and Justice Transformation that actively supports fair chance hiring. However, healthcare employment is heavily regulated. Rhode Island law mandates disqualification for specific offenses (murder, manslaughter, sexual assault, felony assault) and requires national FBI fingerprint checks for patient-contact positions in long-term care. Non-disqualifying offenses are evaluated individually for job-relatedness.
   

2. What is the background check process at Rhode Island Hospital?

   All offers are conditional on passing a comprehensive background check including multi-state criminal history, Rhode Island BCI check, OIG exclusion list search, and employment verification. Positions with routine patient contact require a mandatory national FBI fingerprint criminal history check. Drug and nicotine screening are also required for all positions. Written consent is obtained before the check, and you'll receive copies of reports if adverse action is considered.
   

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

   Rhode Island does not have a 7-year lookback limit for criminal background checks, so convictions may be reported indefinitely. The national FBI fingerprint check covers your entire criminal history. Certain offenses result in permanent disqualification by Rhode Island law. However, expunged records should not appear, and employers cannot consider arrests that did not result in conviction. For non-disqualifying offenses, the focus is on job-relatedness rather than a specific time limit.
   

4. What types of convictions make hiring more difficult at Rhode Island Hospital?

   Rhode Island law mandates automatic disqualification for murder, voluntary/involuntary manslaughter, first/second-degree sexual assault, and felony assault/battery. Federal healthcare fraud resulting in OIG exclusion bars employment in Medicare/Medicaid billing positions. Theft and fraud convictions create barriers for positions with supply access or financial responsibilities. Violence and drug offenses face scrutiny for patient-contact roles. Recent convictions and those directly related to job duties create higher barriers.
   

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

   Environmental Services Aide (housekeeping) is the most accessible entry point, paying $14-17/hr with no patient care requirements. Food Service Worker ($15-18/hr) and Laundry/Washroom Aide ($14-16/hr) are also good options with limited patient contact. These back-of-house positions may avoid the mandatory national FBI fingerprint check required for patient-contact roles, making them more accessible for applicants with criminal records.
   

6. Does Rhode Island Hospital drug test, and what kind of test do they use?

   Yes, Brown University Health requires both drug AND nicotine testing for all new hires. The drug test is a 10-panel urine screen testing for marijuana, cocaine, opiates, amphetamines, PCP, and other substances. A cotinine test detects nicotine use. As a tobacco-free employer since 2013, positive nicotine results will disqualify you. Marijuana remains disqualifying regardless of Rhode Island's medical marijuana laws. Post-incident testing also occurs.
   

7. When during the hiring process will Rhode Island Hospital ask about criminal history?

   Rhode Island's Ban-the-Box law prohibits employers from asking about criminal history on job applications or before the first interview. Questions about your record will only come after your first interview. Additionally, employers cannot ask about arrests that did not result in conviction at any point, and you can legally answer "no" about expunged records. This gives you the opportunity to make a positive impression before your history is discussed.
   

8. Can someone advance to management at Rhode Island Hospital if they have a felony?

   Yes, advancement is possible depending on the nature of your conviction and the role sought. Non-clinical management roles (EVS Supervisor, Food Service Manager) may have fewer regulatory barriers than clinical management positions. Building a strong track record in entry-level roles demonstrates reliability. The organization values internal promotion. However, management positions may involve greater access and responsibility, potentially triggering additional background scrutiny.
   

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

   Standard background checks typically complete within 5-10 business days. National FBI fingerprint checks required for patient-contact positions may take 2-4 weeks. The total onboarding process from conditional offer to start date typically ranges from 2-4 weeks, including drug/nicotine testing, Employee Health screening, and orientation scheduling. Clinical positions requiring credentialing may take additional time. Don't assume delays indicate problems.
   

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

    Target non-clinical support positions that don't require mandatory national fingerprint checks. Quit all nicotine products immediately—this is strictly enforced. Run your own background check to identify any issues. Consider expungement if eligible. Gather rehabilitation documentation for individualized assessment. Be completely honest when asked about your record. Consider the Workforce S.T.A.T. program for free healthcare training. Apply to multiple facilities across the Brown University Health system.

Alternative Second Chance Employers

If Rhode Island Hospital is not the right fit or you want to explore additional opportunities, several other healthcare and non-healthcare employers in Rhode Island are known to consider applicants with criminal records. Rhode Island's Ban-the-Box law applies to all employers, providing baseline protections.

Conclusion

Rhode Island Hospital and Brown University Health offer employment opportunities for individuals with felony convictions, though healthcare's regulatory environment creates additional barriers compared to other industries. As Rhode Island's largest private employer with over 20,000 employees, the organization provides diverse entry points across multiple hospitals and facilities. Entry-level support positions such as Environmental Services Aide ($14-17/hr), Food Service Worker ($15-18/hr), and Laundry Aide ($14-16/hr) offer the most accessible starting points. The organization notably operates a Center for Health and Justice Transformation supporting fair chance hiring.

Success requires strategic positioning: target non-clinical support roles that may avoid mandatory national FBI fingerprint checks, quit all nicotine products (strictly enforced policy), and leverage Rhode Island's Ban-the-Box protections to make a positive impression before your history is discussed. Know the mandatory disqualifying offenses under Rhode Island law and prepare documentation of rehabilitation for individualized assessment of other offenses.

The greatest barriers are state-mandated disqualifying offenses (murder, manslaughter, sexual assault, felony assault), OIG exclusions for healthcare fraud, and the comprehensive nicotine-free policy. Consider expungement if eligible—Rhode Island allows expungement after 5-10 years for first-time offenses. The ideal candidate has no statutory disqualifiers, is completely nicotine-free, can demonstrate rehabilitation, and targets back-of-house support positions as an entry point to this large healthcare system.

Disclaimer

This guide is for informational purposes only and does not constitute legal advice. Information has been compiled from Brown University Health's official website, company job postings, employee reviews on Glassdoor and Indeed, salary data from PayScale and ZipRecruiter, Rhode Island state law, and government resources including the EEOC and Rhode Island Department of Health. Healthcare hiring policies are subject to state and federal regulations that may supersede general employment practices. Background check practices, drug testing requirements, and position availability may change. Salary ranges reflect December 2025 data and vary based on position, shift, and facility. Consult with a licensed attorney for legal advice regarding your specific situation and criminal record. This guide is not affiliated with Brown University Health and does not guarantee employment outcomes.

Apply Now at jobs.brownhealth.org