Quick Answer

Yes, UCHealth will consider candidates with felony convictions, viewing all charges found on a record on a case-by-case basis. As Colorado's largest nonprofit health system with approximately 35,000 employees across 14 acute-care hospitals and hundreds of clinics throughout Colorado, Wyoming, and western Nebraska, UCHealth conducts individualized assessments in accordance with EEOC guidelines and Colorado's Chance to Compete Act.

However, employment is highly conditional and heavily restricted by federal and state regulations designed to protect patients and government healthcare programs. Background checks are mandatory and include verification against the OIG Excluded Parties List (federal healthcare program bans) and the National Sex Offender Registry.

The greatest barriers are created by felonies involving violence, sexual offenses, child/elder abuse (patient safety concerns), healthcare fraud and theft (program integrity), and drug distribution (controlled substance access). Convictions within the past 7 years face the highest scrutiny, while felony homicide and registered sex offender status carry indefinite disqualification.

Non-clinical support positions such as food service, environmental services, and administrative roles in corporate departments offer the highest accessibility for individuals with criminal records. These positions typically have lower patient contact and fewer licensing requirements.

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:

• Federal Exclusion: Must NOT be on any federal or state Excluded/Denied Parties List (OIG Sanctions) for participation in federal healthcare programs (Medicare/Medicaid). This is an absolute bar with no exceptions.

  
  

• Severe Crime (No Time Limit): Must NOT have a conviction for felony homicide or be a Registered Sex Offender. These carry indefinite disqualification regardless of rehabilitation evidence.

  
  

• Recent Serious Felony: Must NOT have a conviction for violent felonies, felony theft, elder/child abuse, or drug distribution in the seven years immediately preceding the application. Subject to individualized assessment.

  
  

• Drug Screen: Must pass a mandatory pre-employment drug test (11-panel urine screen). UCHealth maintains a drug-free workplace policy. Note: Employee reports indicate THC is not currently included in the standard panel, but policies may change.

  
  

• Licensure Eligibility: If the role requires a professional license (RN, CNA, Medical Assistant certification), must be eligible to obtain one from the Colorado Division of Professions and Occupations (DORA), which reviews criminal history on a case-by-case basis.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked (after conditional offer). Lying or failing to disclose is an automatic disqualifier and can result in termination if discovered later.

  
  

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

Critical Regulatory Information

Understanding the legal landscape for criminal records in healthcare employment is essential for Second Chance applicants. UCHealth operates primarily in Colorado with facilities in Wyoming and Nebraska, and must comply with federal healthcare regulations nationwide. Healthcare is one of the most heavily regulated industries for criminal background checks due to patient safety and federal program integrity requirements.

EEOC Guidelines

The Equal Employment Opportunity Commission advises employers not to automatically refuse to consider an applicant because of a criminal record. Employers must conduct an individualized assessment considering the Green Factors:

(1) Nature and gravity of the offense;

(2) Time elapsed since the offense and/or completion of sentence;

(3) Nature of the job sought and its relationship to the offense. Blanket policies excluding all felons are prohibited under EEOC guidance.

FCRA Requirements

UCHealth uses Universal Background Screening to conduct background checks. Under the Fair Credit Reporting Act (FCRA), UCHealth must:

(1) Provide written notice and obtain consent before conducting a background check;

(2) Provide pre-adverse action notice with a copy of the report and summary of FCRA rights before making a final decision;

(3) Allow reasonable time to dispute inaccuracies;

(4) Provide final adverse action notice if the decision stands after review.

State-Specific Considerations

Colorado has strong Fair Chance protections. The Chance to Compete Act (effective September 1, 2021) prohibits employers with 11 or more employees from:

(1) Stating in job advertisements that applicants with criminal histories may not apply;

(2) Asking about criminal history on initial applications;

(3) Inquiring about criminal history during the interview process until after a conditional offer. The Job Application Fairness Act (JAFA) (effective July 1, 2024) adds additional protections regarding age-related inquiries. Colorado generally follows a 7-year lookback for most criminal convictions, though exceptions exist for certain serious offenses.

Healthcare-Specific Considerations

Healthcare employment involves unique regulatory constraints that override general fair chance principles. Federal OIG Exclusion: The Office of Inspector General maintains the List of Excluded Individuals/Entities (LEIE). Individuals excluded from federal healthcare programs cannot be employed in positions involving Medicare/Medicaid billing or patient care. Mandatory exclusions (minimum 5 years) apply to: Medicare/Medicaid fraud; patient abuse or neglect; felony healthcare-related fraud or theft; felony controlled substance offenses. State Licensing: Colorado DORA reviews criminal history for professional licenses (nursing, medical technician, etc.) with particular scrutiny for crimes substantially related to safe practice. Direct Patient Care: Positions involving vulnerable populations (children, elderly, disabled) face enhanced scrutiny regardless of role level.

Company Overview

UCHealth is a leading nonprofit academic health system headquartered in Aurora, Colorado. The organization was formed in 2012 through the merger of University of Colorado Hospital and Poudre Valley Health System, creating Colorado's most comprehensive healthcare network. UCHealth includes the region's only adult academic medical center, University of Colorado Hospital on the CU Anschutz Medical Campus, which is closely affiliated with the University of Colorado School of Medicine.

The system operates 14 acute-care hospitals and over 150 clinics across Colorado, southern Wyoming, and western Nebraska. UCHealth employs approximately 35,000 employees and partners with hundreds of physicians throughout the Rocky Mountain region. The organization invests approximately $1.3 billion annually in community benefits, including $570 million in uncompensated care, making it Colorado's largest Medicaid provider.

Company Fast Facts

• Founded: 2012 (University of Colorado Hospital originally 1921)

• Headquarters: Aurora, Colorado

• Employees: Approximately 35,000 across Colorado, Wyoming, and Nebraska

• Hospitals: 14 acute-care hospitals including University of Colorado Hospital, Memorial Hospital, Poudre Valley Hospital

• Industry Rank: U.S. News #1 Hospital in Colorado; Forbes #1 Employer in Colorado (2021)

• Revenue: Approximately $5 billion annually

• Structure: 501(c)(3) nonprofit health system

• Recognition: Four consecutive Magnet designations for nursing excellence; Multiple Nightingale Award winners; Level 10 'Most Wired' health system

Hiring Policy Analysis

UCHealth conducts Criminal Background Checks, National Sex Offender Registry Checks, and Excluded/Denied Parties Checks on all applicants. When a questionable charge is found, it is reviewed by the Recruitment Coordinator and the Manager of Compliance to determine its severity in relation to the company's mission and the specific job requirements. The company follows Colorado's Ban the Box requirements, meaning criminal history inquiries do not occur until after a conditional offer of employment.

UCHealth uses an individualized assessment process considering:

(1) Nature and gravity of the offense - serious or violent felonies, or those against vulnerable populations, face the highest scrutiny;

(2) Time elapsed - the time since conviction and/or completion of sentence, including any remediation;

(3) Job relevance - the degree of patient contact, access to controlled substances, or involvement with financial records;

(4) Disclosure and rehabilitation - whether the conviction was disclosed and evidence of rehabilitation are considered.

Position-Specific Barriers

Barrier levels are determined by professional licensing requirements, patient contact level, and access to sensitive resources or controlled substances.

Available Positions and Pay

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

Career Path Examples

UCHealth emphasizes internal advancement through its Ascend Career program, offering fully funded career paths and tuition reimbursement. Many leadership positions are filled through internal promotion.

Support Services Track: Food Service Worker ($17-19/hr) → Lead Food Service ($19-22/hr) → Food Service Supervisor ($45K-55K/yr) → Nutrition Services Manager ($60K-75K/yr). Advancement based on performance, leadership skills, and food safety certifications.

Environmental Services Track: EVS Technician ($16-19/hr) → EVS Lead ($19-22/hr) → EVS Supervisor ($45K-55K/yr) → EVS Manager ($55K-70K/yr). Focus on infection control knowledge and team leadership.

Administrative Track: Call Center Representative ($18-22/hr) → Senior Representative ($20-25/hr) → Team Lead ($25-30/hr) → Call Center Supervisor ($50K-65K/yr). Requires excellent communication, problem-solving, and HIPAA compliance knowledge.

Background Check Process

UCHealth conducts background checks after extending a conditional offer of employment, in compliance with Colorado's Chance to Compete Act. The background check is performed by Universal Background Screening and typically takes 1-2 weeks to complete. New hires receive an email from the screening company within 48 business hours of accepting a conditional offer. You must complete the authorization form and provide requested information for the background check to proceed.

What They Check: Criminal history (county, state, and national databases); National Sex Offender Registry; OIG Excluded/Denied Parties List (federal sanctions); Social Security trace and identity verification; Employment history verification; Education verification for positions requiring specific credentials; Professional license verification; Pre-employment drug screen (11-panel urine test); Health screening including immunizations, TB test, and respirator fit test.

Lookback Period: Colorado generally follows a 7-year lookback for most criminal convictions under FCRA guidelines. However, exceptions apply: Felony homicide and sex offender status have indefinite lookback with no time limit; OIG exclusions vary from 5 years to permanent depending on the violation; Employment verification typically extends 7-10 years.

Timeline: The hiring process averages approximately 22 days from application to start date based on employee reports. Background checks typically take 1-2 weeks. Some positions may take longer depending on licensing verification requirements or out-of-state record checks.

Disqualifying Factors

High Risk for Disqualification (Automatic or Near-Automatic Bar): Felony homicide (no time limit); Registered Sex Offender status (no time limit); Listed on OIG Excluded Parties database; Convictions within the last 7 years for: crimes of violence (assault, kidnapping, domestic violence), felony theft or fraud, elder/child abuse or neglect, drug distribution or manufacturing; Lying or failing to disclose a required conviction on the background authorization.

Lower Risk (Subject to Individualized Assessment): Non-violent, older felonies (8+ years) not related to financial crimes, healthcare fraud, or sexual misconduct; Misdemeanor simple possession (if older than 7 years and not seeking role with controlled substance access); Single older DUI (unless applying for a driving role or position with patient transport); All lower-risk convictions still subject to individualized assessment considering rehabilitation evidence and job relevance.

Your Rights as Applicant

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

  
  

• Pre-Adverse Action Notice: Before a final decision, UCHealth must provide notice with a copy of the background report and a summary of your FCRA rights. You have reasonable time to respond and provide context or dispute errors.

  
  

• EEOC Protection: You have the right to an individualized assessment. Blanket exclusions based solely on criminal record are prohibited.

  
  

• Colorado Ban the Box: Employers with 11+ employees cannot ask about criminal history on initial applications or during interviews. Criminal history inquiry occurs only after a conditional offer.

  
  

• Dispute Rights: You can dispute inaccurate information on background reports with the reporting agency. Check your own records beforehand through consumer reporting agencies.

Application Strategy

1. Target Non-Clinical Support Positions: Focus on Food Service, Environmental Services, Laundry, and administrative support roles which have the lowest barriers and highest volume hiring needs. These positions don't require professional licensure and have limited patient contact. Avoid licensed clinical roles initially if your record is recent or includes relevant offenses.

   
   

2. Check Your OIG Status First: Before applying, verify you are NOT on the federal OIG Excluded Parties List at exclusions.oig.hhs.gov. This is a non-negotiable bar for healthcare employment. If you are on this list, you cannot work in positions involving federal healthcare programs until exclusion ends and reinstatement is granted.

   
   

3. Apply Through Official Channels: Submit applications through careers.uchealth.org. UCHealth posts positions on Indeed, LinkedIn, and Glassdoor. Check the careers page regularly as support positions are posted frequently. Consider applying to multiple UCHealth facilities to maximize opportunities.

   
   

4. Be Completely Honest: Never lie about your criminal history. Under Colorado law, UCHealth cannot ask about criminal history until after a conditional offer. When the background check authorization is presented, be 100% truthful. Dishonesty is an automatic disqualifier regardless of the underlying offense.

   
   

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

   
   

6. Document Rehabilitation: Gather evidence of positive changes: completion of probation/parole, treatment programs, educational certificates, vocational training, stable employment history, community service, and references from employers, probation officers, or community members.

   
   

7. Research Expungement Options: Colorado allows sealing of many criminal records. Check if your offense qualifies under Colorado Revised Statutes. Contact Colorado Legal Services or a criminal defense attorney for guidance. Sealed records cannot be reported on background checks.

   
   

8. Follow Up Professionally: After applying, follow up with HR if you don't hear back within 2 weeks. If you receive a pre-adverse action notice, respond promptly with rehabilitation documentation. Persistence and professionalism demonstrate the qualities healthcare employers value.

Tips for Applicants with Records

1. Healthcare Has Constant Hiring Needs: UCHealth operates 14 hospitals and over 150 clinics with approximately 35,000 employees. Support services departments experience consistent turnover and ongoing hiring needs. Don't be discouraged by individual rejections—keep applying to different facilities and departments.

   
   

2. Start Entry-Level, Advance Within: Many successful UCHealth careers begin in food service or environmental services. Prove reliability through consistent attendance, quality work, and positive attitude. UCHealth's Ascend Career program provides tuition reimbursement and advancement pathways into higher-paying roles.

   
   

3. Run Your Own Background Check First: Know what will appear before the employer sees it. Order your own criminal background check from a consumer reporting agency. Dispute any errors or outdated information in advance. This prevents surprises and shows proactive responsibility.

   
   

4. Understand Healthcare-Specific Requirements: Healthcare employment involves unique regulations. Research OIG exclusions, state licensing requirements, and HIPAA compliance. Demonstrating understanding of these requirements shows you take the industry seriously.

   
   

5. Pass the Drug Test: UCHealth requires an 11-panel pre-employment drug screen. If you have substance issues, address them completely before applying. Note that policies regarding THC may vary—confirm current testing protocols during the hiring process.

   
   

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

   
   

7. Consider Certification Programs: Food handler certifications, CNA programs, or medical coding certifications can increase your marketability. Some certifications may be obtainable even with a criminal record. Check Colorado DORA guidelines for licensed positions.

   
   

8. Be Flexible on Schedule: Willingness to work nights, weekends, and holidays significantly increases your chances. Healthcare operates 24/7. Night and weekend shifts often have the greatest need and may offer shift differentials.

Benefits Overview

UCHealth offers comprehensive benefits to full-time and part-time employees. Benefits begin the first day of the month following hire date.

Compensation: Competitive wages ranging from $16-17/hr for entry-level support to $35-45+/hr for licensed clinical roles. UCHealth offers a Five-Year Incentive Bonus that accumulates annually and pays out after completion of five years' employment, rewarding tenure, quality, and organizational contributions.

Retirement Benefits: 401(a) plan with 6.2% employee contribution (replaces Social Security contribution); 403(b) plan with up to 3% employer match (vesting over 5 years, 100% at year 5); 457(b) plan available; Pension plan for eligible employees (formula: 1.5% × average of 5 highest years × credited service). One of the most comprehensive retirement packages in Colorado healthcare.

Health Benefits: Multiple medical plan options including high-deductible HSA-compatible plan as low as $10/month for full-time employees. UCHealth pays approximately 86% of premiums. Dental and vision coverage available. Coverage begins first of month after hire.

Time Off: PTO banks include vacation, sick time, and holiday hours. Accrual rate increases with tenure. Maximum PTO bank of 420 hours. Note: Employees report that PTO must be used for mandatory holidays except Christmas and New Year's.

Career Development: UCHealth Ascend Career program offers fully funded career paths and tuition reimbursement. Professional development opportunities through academic medical center affiliation.

Employee Perspectives

Pros: Excellent benefits package; academic medical center environment; career advancement opportunities; stable employment; mission-driven work; comprehensive retirement options; Magnet-designated nursing excellence.

Cons: Senior leadership concerns; PTO required for holidays; rigorous background check process; some departments understaffed; recent benefit changes (reduced PTO accrual, pension changes for new hires); small annual raises reported by some employees.

Frequently Asked Questions

1. Does UCHealth hire people with felonies?

   Yes, UCHealth considers applicants with felony convictions on a case-by-case basis through individualized assessment. However, healthcare employment has significant regulatory restrictions. Non-clinical support positions (food service, environmental services, administrative) offer the best opportunities. Clinical and licensed positions face stricter scrutiny due to state licensing requirements and patient safety concerns. Certain convictions—felony homicide, sex offender status, and OIG exclusions—are absolute bars regardless of time elapsed.

   
   

2. What is the background check process at UCHealth?

   UCHealth conducts background checks after extending a conditional offer, in compliance with Colorado's Ban the Box law. The process is handled by Universal Background Screening. You'll receive an email within 48 hours of accepting a conditional offer with authorization forms to complete. The check includes criminal history (county, state, national), Sex Offender Registry, OIG Excluded Parties List, employment verification, and drug screening. Results are reviewed by HR and Compliance using individualized assessment criteria.

   
   

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

   Colorado generally follows a 7-year lookback for most criminal convictions under FCRA guidelines. However, critical exceptions apply: felony homicide and sex offender status have indefinite lookback with no time limit; OIG exclusions vary from 5 years to permanent depending on the violation severity. Employment verification typically extends 7-10 years. Positions requiring professional licensure may have additional lookback requirements through Colorado DORA.

   
   

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

   The most difficult convictions include: felony homicide and sex offender status (automatic indefinite bar); OIG-excluded individuals (cannot work in federally-funded healthcare); violent crimes within 7 years (assault, domestic violence, kidnapping); crimes against vulnerable populations (child/elder abuse); healthcare fraud or theft; drug distribution or manufacturing. Financial crimes create barriers for billing/administrative roles. Patient care positions face the strictest scrutiny for any crime involving violence, drugs, or integrity violations.

   
   

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

   The best entry points are Food Service Worker ($17-19/hr), Environmental Services/Custodian ($16-19/hr), and Laundry Services ($16-18/hr). These positions don't require professional licensure, have limited direct patient contact, and experience consistent hiring volume. Patient Transporter ($17-20/hr) and Call Center Representative ($18-22/hr) are moderate-barrier options for those with non-violent, older records. All positions still require passing OIG exclusion screening.

   
   

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

   Yes, UCHealth requires mandatory pre-employment drug screening for all positions. The test is an 11-panel urine screen conducted at Employee Health or a third-party facility as part of the health screening appointment. Employee reports indicate that THC is not currently included in the standard pre-employment panel, though UCHealth reserves the right to test for marijuana use, especially if impairment is suspected on the job. Confirm current testing protocols during the hiring process.

   
   

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

   Under Colorado's Chance to Compete Act, UCHealth cannot ask about criminal history on the initial application or during interviews. Criminal history inquiry occurs only after a conditional offer of employment has been extended. You'll be asked to authorize a background check at that point. Be completely honest when completing the authorization—failure to disclose is an automatic disqualifier.

   
   

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

   Yes, advancement to management is possible through demonstrated performance and the Ascend Career program. Many supervisory positions in support services (food service, environmental services) are filled internally. However, advancement into positions with greater patient access, financial responsibility, or controlled substance oversight will face increased scrutiny. Focus on building a strong track record of reliability, completing available training, and documenting continued rehabilitation.

   
   

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

   The hiring process averages approximately 22 days from application to start date based on employee reports. Background checks typically take 1-2 weeks to complete after authorization is submitted. The health screening appointment (drug test, immunizations, TB test, fit testing) must be completed by the Wednesday before your orientation date. Some positions may take longer depending on out-of-state record verification or professional license checks.

   
   

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

    Key strategies include:

    (1) Verify you're not on the OIG exclusion list before applying;

    (2) Target non-clinical support positions initially;

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

    (4) Document rehabilitation evidence (completed probation, certificates, stable work history, references);

    (5) Research Colorado expungement eligibility;

    (6) Be completely honest when asked about criminal history;

    (7) Prepare a brief, accountable narrative about your conviction;

    (8) Be flexible on scheduling including nights and weekends;

    (9) Apply to multiple UCHealth facilities;

    (10) Follow up professionally on applications.

Alternative Second Chance Employers

If UCHealth doesn't work out, consider these employers known for fair chance hiring practices in Colorado healthcare and related industries:

Conclusion

UCHealth offers conditional opportunities for individuals with criminal records, primarily in non-clinical support positions such as food service, environmental services, and administrative roles. As Colorado's largest nonprofit health system with approximately 35,000 employees across 14 hospitals and 150+ clinics, UCHealth provides potential pathways to stable employment with competitive benefits in a mission-driven environment.

However, healthcare employment involves significant regulatory constraints that create higher barriers than many other industries. Federal OIG exclusion requirements, state professional licensing restrictions, and patient safety concerns mean that clinical and licensed positions face particularly strict scrutiny. The 7-year lookback for serious offenses—and indefinite disqualification for felony homicide and sex offender status—represent hard barriers that cannot be overcome through rehabilitation evidence alone.

Key Success Factors: Verify OIG exclusion status before applying; target non-clinical support positions; document rehabilitation thoroughly; be completely honest about criminal history; understand healthcare-specific regulations; leverage Colorado's strong fair chance protections.

Biggest Barriers: OIG exclusion (automatic bar); felony homicide and sex offender status (indefinite); violent crimes within 7 years; drug distribution; healthcare fraud; crimes against vulnerable populations; professional licensing restrictions for clinical roles.

For those who qualify, UCHealth's comprehensive benefits—including pension plan, 401(a)/403(b) retirement options, tuition reimbursement, and five-year incentive bonus—make it an attractive employer. The organization's Ascend Career program provides genuine advancement pathways from entry-level positions. With persistence, honesty, and documented rehabilitation, employment at UCHealth can represent a meaningful second chance in healthcare.

Disclaimer

This guide provides general information and should not be considered legal advice. Hiring policies vary by position, location, and individual circumstances. While we strive for accuracy using publicly available sources including company websites, job postings, employee reviews (Glassdoor, Indeed), and salary databases (PayScale, ZipRecruiter), employment information and company policies may change without notice. Always verify current practices directly with UCHealth.

Inclusion in this guide does not guarantee employment. Background check laws, OIG exclusion rules, professional licensing requirements, and fair chance hiring regulations vary by state and position type. Consult with an employment attorney or legal aid organization for specific legal advice about your situation.

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