Quick Answer

Yes, the University of Connecticut (UConn) hires individuals with felony convictions for many positions. As Connecticut's flagship public research university with approximately 11,011 employees across its main Storrs campus, four regional campuses, and UConn Health in Farmington, UConn is explicitly subject to Connecticut state law (C.G.S. § 46a-80) which prohibits the state from denying employment solely because of a prior criminal conviction.

Employment decisions are made on a case-by-case basis with all offers conditional upon successful completion of a pre-employment background check. Under Connecticut law, UConn must conduct an individualized assessment considering the nature of the offense, the degree of rehabilitation, and the time elapsed since conviction.

The greatest barriers are created by felonies related to sexual misconduct (critical for campus safety), violence (student and patient safety concerns), theft and misappropriation of resources (fiduciary responsibilities), and healthcare-related offenses (mandatory disqualifiers for UConn Health clinical roles under federal law). Connecticut's Clean Slate law may automatically erase eligible misdemeanors after 7 years and certain felonies after 10 years.

Best opportunities exist in administrative support, facilities/maintenance, dining services, and non-clinical research positions at the main campus and regional campuses. UConn Health clinical positions face stricter federal healthcare disqualifiers.

Table of Content

1. Quick Answer

2. Felon-Friendly Scorecard

3. Eligibility Checklist

4. Critical Regulatory Information

5. Company Overview

6. Hiring Policy Analysis

7. Background Check Process

8. Application Strategy

9. Tips for Applicants with Records

10. Benefits Overview

11. Frequently Asked Questions

12. Alternative Second Chance Employers

13. Conclusion

14. Disclaimer

Felon-Friendly Scorecard

Eligibility Checklist

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

• No Automatic Disqualification: Must understand that under Connecticut law (C.G.S. § 46a-80), UConn cannot automatically disqualify you solely because of a prior conviction. The university must conduct an individualized assessment based on the Green Factors.

  
  

• Conditional Offer Process: Must be aware that background checks are conducted after a conditional offer is extended. Criminal history is not inquired about on initial applications, compliant with Connecticut's Ban-the-Box law.

  
  

• Erasure Rights: Must understand you are not required to disclose any conviction, arrest, or charge that has been erased (pardoned, nolled, dismissed, or cleared under Clean Slate law) under Connecticut General Statutes.

  
  

• Consent Required: Must provide written electronic consent to authorize the background check through Swift Hire system. Failure to consent results in withdrawal of the conditional offer.

  
  

• Healthcare Exclusion Check (UConn Health): If applying to UConn Health, must not be excluded or debarred by OIG/federal sanctions lists. Federal law prohibits healthcare entities from employing excluded individuals.

  
  

• Honesty is Paramount: Must be completely truthful when responding to background check inquiries. Knowingly making any misstatement of facts is grounds for immediate disqualification and potential termination if discovered later.

Critical Regulatory Information

Understanding the legal landscape for criminal records in employment is essential for Second Chance applicants. As a Connecticut state agency, UConn operates under strong statutory protections that favor rehabilitation and second chances. Connecticut's public policy explicitly encourages employers to hire qualified individuals with criminal records (C.G.S. § 46a-79), and state law restricts UConn's ability to deny employment based solely on criminal history.

EEOC Guidelines

The Equal Employment Opportunity Commission advises employers not to automatically refuse consideration of an applicant because of a criminal record. Under federal guidelines, UConn 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 federal law.

FCRA Requirements

UConn uses third-party vendor Security Service of Connecticut Inc. to conduct background checks and must comply with the Fair Credit Reporting Act (FCRA) adverse action procedures:

(1) Provide pre-adverse action notice with a copy of the report and summary of FCRA rights;

(2) Allow five business days to dispute inaccuracies or provide clarifying information; (3) Provide final adverse action notice if decision stands after review, specifying the evidence considered and reasons for the decision.

State-Specific Considerations

Connecticut has strong Fair Chance protections for state employment. Under C.G.S. § 46a-80, UConn cannot deny employment solely because of a prior conviction. The state may only deny employment if the applicant is found unsuitable after considering: (1) the nature of the crime and its relationship to the job, (2) information relating to the degree of rehabilitation, and (3) the time elapsed since conviction or release. Law enforcement positions (including UConn Police) are exempt from this protection.

Connecticut Clean Slate Law: As of October 2025, Connecticut's Clean Slate law has erased over 50,000 criminal records. Eligible misdemeanors are automatically erased 7 years after sentencing; Class D, E, and unclassified felonies (with sentences of 5 years or less) are erased after 10 years. Sex crimes and family violence offenses are not eligible. Erased records cannot be reported on background checks, and you are not required to disclose them.

Higher Education-Specific Considerations

As a public university, UConn has heightened safety concerns for its campus community of over 32,000 students. Positions involving direct contact with minors (such as certain teaching assistant roles, youth program coordinators) face additional scrutiny. UConn Health clinical positions are subject to federal Medicare/Medicaid exclusion requirements under 42 U.S.C. § 1320a-7, which mandatorily disqualifies individuals convicted of healthcare fraud, patient abuse/neglect, or felony controlled substance offenses. Long-term care positions require fingerprint-based FBI background checks and DPH clearance through the Applicant Background Check Management System (ABCMS).

Company Overview

The University of Connecticut (UConn) is Connecticut's flagship public research university and one of the top 25 public universities in the nation according to U.S. News & World Report. Founded in 1881 as the Storrs Agricultural School, UConn has grown into a comprehensive land-grant, sea-grant, and space-grant institution serving over 32,000 students across 14 schools and colleges. The university employs approximately 11,011 faculty and staff, with 5,422 at the main Storrs campus and regional locations, and 5,589 at UConn Health in Farmington.

UConn operates its main campus in Storrs along with four regional campuses in Avery Point, Hartford, Stamford, and Waterbury. UConn Health, a separate entity within the system, includes the Schools of Medicine and Dental Medicine, John Dempsey Hospital, UConn Medical Group, and clinical locations throughout Connecticut. The university had a total payroll of approximately $735 million in 2024, making it one of Connecticut's largest employers. Approximately 90% of UConn employees are covered by collective bargaining agreements.

Company Fast Facts

• Founded: 1881 (Storrs, Connecticut)

• Headquarters: Storrs, Connecticut

• Employees: 11,011 total (5,422 main/regional; 5,589 UConn Health)

• University Rank: Top 25 public university (U.S. News & World Report)

• Major Locations: Storrs (main), Avery Point, Hartford, Stamford, Waterbury, Farmington (UConn Health)

• Students: 33,554 total enrollment (Fall 2024)

• President: Dr. Radenka Maric

• Total Budget: $3.2 billion (FY2025)

• Union Representation: 92% of main campus employees; 88% of UConn Health employees

Hiring Policy Analysis

UConn operates under Connecticut's strong Fair Chance employment protections, which require individualized assessment of all applicants with criminal records rather than blanket exclusions. The university conducts background checks after extending a conditional offer, compliant with Connecticut's Ban-the-Box requirements. Criminal history information is evaluated by the Department of Human Resources Background Check Team in consultation with the Director of Faculty and Staff Labor Relations, using the statutory factors mandated by C.G.S. § 46a-80. The hiring process typically takes 2-4 weeks for non-healthcare positions, with background check results available within 48-72 hours of submission.

Position-Specific Barriers

Barrier levels are determined by campus safety requirements, access to students/patients/minors, fiduciary responsibilities, and federal healthcare regulations.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and Connecticut state employee data. Actual compensation varies by position classification, experience, and bargaining unit.

Career Path Examples

UConn emphasizes internal advancement and offers extensive professional development through training programs, tuition waivers, and the Connecticut state employee career ladder system. Promotions are governed by collective bargaining agreements and civil service classifications.

Administrative Track: Office Assistant ($15-18/hr) → Administrative Assistant ($18-22/hr) → Senior Administrative Assistant ($22-28/hr) → Office Manager ($50K-65K/yr). Advancement through civil service examination and reclassification requests.

Facilities Track: Custodian ($17-20/hr) → Head Custodian ($20-24/hr) → Maintenance Mechanic ($24-30/hr) → Facilities Supervisor ($55K-75K/yr). NP-2 union positions with seniority-based advancement.

Research Track: Research Assistant 1 ($18-22/hr) → Research Assistant 2 ($22-28/hr) → Research Associate ($28-38/hr) → Senior Research Associate ($65K-85K/yr). Advancement often requires additional education and demonstrated competency.

Background Check Process

Understanding UConn's background check process helps you prepare for what to expect. Background checks are conducted after a conditional offer is extended, meaning you'll have the opportunity to demonstrate your qualifications and make a positive impression before your criminal history is reviewed. The process is centrally administered by the Department of Human Resources using third-party vendor Security Service of Connecticut Inc. through the Swift Hire system.

What They Check: Social Security Number verification and past address trace; statewide criminal history search (where available); county criminal history check at all addresses; federal criminal history check; nationwide criminal history check; statewide and nationwide sex offender registry searches; international criminal history (where applicable); education verification for positions requiring specific credentials.

UConn Health Additional Checks: OIG/LEIE federal exclusion list; GSA debarment list; Connecticut DPH Nurse Aide Registry abuse findings; fingerprint-based FBI background check for long-term care positions through ABCMS system; health clearance through Occupational Medicine which may include drug testing.

Lookback Period: Connecticut's Clean Slate law limits what can be reported. Eligible misdemeanors are automatically erased after 7 years; eligible felonies (Class D, E, unclassified with ≤5 year sentences) after 10 years. Sex crimes and family violence are not eligible for erasure. Employment verification typically extends 3-7 years.

Timeline: Background check results for candidates with national address history are typically available within 48-72 hours. International checks take longer. The overall hiring process averages 2-4 weeks from conditional offer to start date. UConn Health positions with fingerprinting requirements may take additional time.

Process Flow: Application submitted → Interview(s) conducted → Conditional offer extended → Candidate accepts offer in PageUp → HR reviews for background check requirement → Swift Hire email sent to candidate → Candidate completes online authorization → Background check conducted → Results reviewed using C.G.S. § 46a-80 factors → Final hiring decision made → Pre-adverse or adverse action notice if applicable → Start date confirmed → New Employee Orientation.

Disqualifying Factors

Mandatory Disqualification (UConn Health Clinical/Long-Term Care): Conviction of healthcare fraud/Medicare-Medicaid program crimes; patient abuse or neglect; felony fraud/theft/embezzlement in healthcare context; felony controlled substance offenses (after 8/11/1996); OIG/federal exclusion list placement; substantiated abuse findings on nurse aide registries.

High Risk for Disqualification: Sexual offenses (campus safety); violent felonies (student/patient safety); recent theft/fraud/embezzlement (fiduciary positions); identity theft/data breach (IT and administrative positions); dishonesty or misstatement on background forms (automatic disqualifier for all positions).

Lower Risk (Subject to Individualized Assessment): Non-violent property offenses with demonstrated rehabilitation; older convictions (especially those eligible for Clean Slate erasure); offenses unrelated to job duties; DUI/DWI (case-by-case, especially for non-driving positions); drug possession with evidence of recovery.

Your Rights as Applicant

• C.G.S. § 46a-80 Protection: You have the right to an individualized assessment. UConn cannot deny employment solely because of a prior conviction. If denied, you must receive written notice specifying the evidence considered and reasons for denial.

  
  

• 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 and the right to dispute inaccuracies with the reporting agency.

  
  

• Pre-Adverse Action Notice: Before a final decision, you must receive notice with a copy of the background report and a summary of your rights. You have five business days to respond with clarifying information or dispute inaccuracies.

  
  

• Erasure Rights: You are not required to disclose erased records. Under Connecticut's Clean Slate law and erasure statutes, erased convictions cannot be reported on background checks and need not be disclosed.

  
  

• Dispute Rights: You can dispute inaccurate information on background reports directly with Security Service of Connecticut Inc. Check your own records through Connecticut's Judicial Branch website beforehand.

Application Strategy

1. Target Entry-Level Administrative and Support Positions: Focus on administrative assistant, custodial, dining services, and facilities positions which have the highest volume hiring and lowest barriers. These roles offer the best opportunity to establish yourself. Avoid positions involving direct patient care at UConn Health or direct contact with minors initially if your record includes relevant offenses.

   
   

2. Apply Through Official Channels: Submit applications through jobs.uconn.edu (main campus/regional) or jobs.uchc.edu (UConn Health). Positions are also posted on Indeed, LinkedIn, and state of Connecticut job board. Check regularly as support positions are posted frequently.

   
   

3. Know Your Erasure Rights: If your conviction has been erased under Connecticut's Clean Slate law, pardon, or other erasure statute, you are not required to disclose it. Research whether your offense qualifies—misdemeanors may be erased after 7 years, certain felonies after 10 years.

   
   

4. Focus on Qualifications First: Since background checks occur after a conditional offer, concentrate entirely on demonstrating your qualifications during the interview process. Your skills, experience, and professional demeanor are what secure the offer.

   
   

5. Be Completely Honest When Asked: Never make any misstatement on background check authorization forms. Dishonesty is an automatic disqualifier and grounds for termination if discovered later. Wait until the appropriate stage (after conditional offer) to address your record.

   
   

6. Prepare Your Rehabilitation Narrative: Have a brief, honest explanation ready that addresses C.G.S. § 46a-80 factors: acknowledge the offense without excuses, describe rehabilitation efforts, and explain the time that has passed. Gather documentation of positive changes—education, training, stable work history, community involvement, character references.

   
   

7. Consider Regional Campuses: Apply to positions at Avery Point, Hartford, Stamford, and Waterbury regional campuses in addition to Storrs. These smaller locations may have less competition and faster hiring timelines.

   
   

8. Respond Promptly to Pre-Adverse Action: If you receive a pre-adverse action notice, respond within five business days with rehabilitation documentation and any clarifying information. This is your opportunity to present mitigating factors before a final decision is made.

Tips for Applicants with Records

1. Connecticut Has Strong Legal Protections: Unlike private employers, UConn as a state agency cannot deny you employment solely because of a conviction. C.G.S. § 46a-80 requires individualized assessment. Use this protection—don't self-disqualify before applying.

   
   

2. Run Your Own Background Check First: Know exactly what will appear before UConn sees it. Order your own criminal background check from a consumer reporting agency. Check Connecticut Judicial Branch records. Dispute any errors or outdated information in advance.

   
   

3. Check Clean Slate Eligibility: Visit portal.ct.gov/cleanslate to check if your conviction has been automatically erased or is eligible for erasure. If erased, it cannot be reported and you don't need to disclose it. Over 50,000 Connecticut records have been erased as of October 2025.

   
   

4. Consider an Absolute Pardon: If your offense isn't eligible for Clean Slate automatic erasure, consider applying to the Connecticut Board of Pardons and Paroles. A full (absolute) pardon results in complete erasure of the conviction. Waiting period is 3 years for misdemeanors, 5 years for felonies after conviction.

   
   

5. Avoid UConn Health Clinical Roles Initially: If your record includes healthcare fraud, patient-related offenses, or felony drug convictions, focus on non-clinical positions at main campus or regional locations. Federal healthcare disqualifiers are mandatory and cannot be waived.

   
   

6. Highlight Stability and Reliability: University employers value stability. Emphasize consistent work history, stable housing, reliable transportation, and any educational achievements. Even informal work demonstrates dependability.

   
   

7. Leverage Workforce Development Resources: Connecticut has reentry resources including the Department of Labor's CTHires system, local American Job Centers, and community organizations like Career Resources Inc. These can help with resume preparation, interview skills, and job placement.

   
   

8. Be Patient with State Hiring: State employment processes can be slower than private sector. Don't be discouraged if you don't hear back immediately. Follow up professionally with HR after 2-3 weeks if no response.

Benefits Overview

UConn offers comprehensive state employee benefits, which are among the best available in Connecticut. Benefits eligibility and specific provisions vary by position classification, bargaining unit, and employment status. Most benefits require at least 50% employment in a non-temporary position.

Compensation: Pay ranges from $15-20/hr for entry-level support positions to $35-55/hr for clinical healthcare roles. Average employee salary is approximately $70,000/year. Annual salary adjustments negotiated through collective bargaining agreements.

Retirement Plans: State Employees Retirement System (SERS) Hybrid Plan for employees hired after 7/1/17 (8% employee contribution plus 2% additional); 10-year vesting for pension benefits. Optional 403(b) and 457 deferred compensation plans through Empower. Alternate Retirement Program (ARP) available for certain positions.

Health Benefits: Choice of medical plans through Blue Cross Blue Shield network with low or no cost for in-network care. Prescription drug coverage through CVS/Caremark ($0-40 copays). Dental and vision coverage available. Benefits begin upon hire for eligible positions.

Time Off: 12 paid state holidays annually. Vacation accrual varies by bargaining unit and length of service. Sick leave accrual. Personal leave days. Family and Medical Leave Act (FMLA) protections.

Additional Benefits: Tuition waiver for employees and dependent children at UConn and Connecticut State Universities (significant value). Basic life insurance at no cost. Employee Assistance Program (EAP) with confidential counseling. Flexible spending accounts for healthcare and dependent care. Pre-tax parking and transportation benefits.

Employee Perspectives

Pros: Excellent health insurance options; outstanding retirement benefits; tuition waiver valued at tens of thousands; job stability; strong union representation; work-life balance; mission-driven work environment.

Cons: State bureaucracy can slow processes; salaries may lag private sector in some areas; advancement can be slower due to civil service classifications; benefits require longer tenure to fully vest.

Frequently Asked Questions

1. Does UConn hire people with felonies?

   Yes. As a Connecticut state agency, UConn is bound by C.G.S. § 46a-80, which prohibits denying employment solely because of a prior conviction. The university must conduct an individualized assessment considering the nature of the offense, rehabilitation evidence, and time elapsed. Best opportunities exist in administrative, facilities, dining, and support roles at Storrs and regional campuses. UConn Health clinical positions face stricter federal healthcare disqualifiers that are mandatory, but non-clinical positions at UConn Health also follow state law protections.

   
   

2. What is the background check process at UConn?

   Background checks are conducted after a conditional offer through the Swift Hire system operated by Security Service of Connecticut Inc. You'll receive an email requesting electronic authorization. Checks include SSN verification, address history, county/state/federal criminal records, and sex offender registry searches. UConn Health positions include additional OIG exclusion checks and may require fingerprinting for long-term care roles. Results typically available within 48-72 hours for domestic addresses.

   
   

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

   Connecticut's Clean Slate law significantly limits what can be reported. Eligible misdemeanors are automatically erased after 7 years; Class D, E, and unclassified felonies (with sentences ≤5 years) after 10 years. Sex crimes and family violence are not eligible for erasure. Erased records cannot be reported. For non-erased convictions, there is no statutory time limit, but older offenses with demonstrated rehabilitation receive more favorable assessment under C.G.S. § 46a-80. Employment verification typically covers 3-7 years.

   
   

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

   Highest barriers: Sexual offenses (campus safety); violent felonies; healthcare fraud, patient abuse, or felony drug offenses (mandatory federal disqualifiers for UConn Health clinical roles). High barriers: Theft, fraud, embezzlement, identity theft (fiduciary/data positions); any offense involving minors (positions with student contact). Moderate barriers: Recent DUI/DWI; drug offenses without rehabilitation evidence. Lower barriers: Non-violent property offenses; older convictions unrelated to job duties; offenses eligible for Clean Slate erasure.

   
   

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

   Administrative Assistant ($16-25/hr): Clerical support with standard background check. Custodian/Maintenance ($17-24/hr): Facilities positions with union representation and consistent hiring. Dining Services ($15-20/hr): Food service at Storrs campus with higher turnover creating opportunities. Program Assistant ($20-30/hr): Academic program support. Groundskeeper ($17-22/hr): Outdoor maintenance. These positions benefit from Connecticut's strong state employment protections and offer pathways to advancement.

   
   

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

   Drug testing requirements vary by position. Most administrative and support positions at the main campus do not require pre-employment drug testing. UConn Health positions typically require health clearance through Occupational Medicine, which may include drug screening. Clinical placement positions require 12-panel drug screens. Important: Despite Connecticut's marijuana legalization, UConn continues testing for marijuana due to federal funding requirements and clinical site agreements. A positive marijuana result (including medical marijuana) can disqualify candidates from healthcare and clinical positions.

   
   

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

   UConn does not ask about criminal history on initial applications, compliant with Connecticut's Ban-the-Box requirements. Criminal history is only addressed after a conditional offer has been extended and accepted. You'll then be asked to authorize a background check through the Swift Hire system. This timing allows you to be evaluated on your qualifications first, before your criminal history is considered. If you have erased records under Clean Slate or pardon, you are not required to disclose them at any point.

   
   

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

   Yes, advancement is possible. Once employed, UConn does not conduct additional background checks for internal promotions or reclassifications. Existing employees are not subject to new background checks when moving to different positions. Advancement follows civil service classification systems and collective bargaining agreements based on qualifications, performance, and seniority. Supervisory and management positions are achievable through demonstrating competency and reliability. However, positions requiring new licensure or those with heightened security requirements may involve additional vetting.

   
   

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

   The overall hiring process typically takes 2-4 weeks from conditional offer to start date for most positions. Background check results are usually available within 48-72 hours after authorization is submitted for candidates with domestic address history. International checks take longer. UConn Health positions requiring fingerprinting through the ABCMS system may add 1-2 weeks. State hiring processes can be slower than private sector due to civil service requirements and approval chains. New Employee Orientation is required before starting work.

   
   

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

    (1) Check if your conviction has been erased under Clean Slate—erased records need not be disclosed.

    (2) Run your own background check first to know what will appear and dispute any errors.

    (3) Target administrative, facilities, and support positions at main campus and regional locations rather than clinical healthcare roles.

    (4) Prepare rehabilitation documentation—education, training, work history, character references—to address C.G.S. § 46a-80 factors.

    (5) Apply to multiple locations including regional campuses.

    (6) Be completely honest on all forms—dishonesty is an automatic disqualifier. (7) Respond promptly to pre-adverse action notices with mitigating information. (8) Consider seeking a pardon if your offense isn't eligible for automatic erasure.

Alternative Second Chance Employers

If UConn doesn't work out, consider these Connecticut employers known for fair chance hiring practices:

Conclusion

The University of Connecticut offers genuine opportunities for individuals with criminal records, particularly in administrative, facilities, dining, and support positions at the main Storrs campus and regional locations. As a Connecticut state agency, UConn is bound by some of the strongest Fair Chance employment protections in the nation under C.G.S. § 46a-80, which prohibits denying employment solely because of a prior conviction and requires individualized assessment considering rehabilitation and time elapsed.

The work environment offers stability, excellent benefits, and mission-driven purpose serving Connecticut's flagship university. State employee benefits include outstanding health insurance, generous retirement plans, tuition waivers for employees and dependents, and strong union representation. Career advancement is possible through civil service classifications without additional background checks for internal moves.

Key Success Factors: Check Clean Slate erasure eligibility before applying; target non-clinical positions at main campus and regional locations; prepare rehabilitation documentation addressing the statutory factors; be completely honest when asked; respond promptly to any pre-adverse action notice.

Biggest Barriers: UConn Health clinical positions face mandatory federal healthcare disqualifiers that cannot be waived; sexual and violent offenses face intense scrutiny due to campus safety concerns for 32,000+ students; dishonesty on background forms is an automatic disqualifier; law enforcement positions are exempt from C.G.S. § 46a-80 protections.

Connecticut's Clean Slate law has already erased over 50,000 criminal records, and many more erasures are expected. If your conviction qualifies for automatic erasure, it cannot be reported and you are not required to disclose it. UConn's commitment to state law protections, combined with Connecticut's progressive criminal record reform, creates meaningful pathways to stable, well-compensated employment for individuals with criminal histories who demonstrate rehabilitation and suitability for the position.

Disclaimer

This guide provides general information and should not be considered legal advice. Hiring policies vary by position, department, and individual circumstances. While we strive for accuracy using publicly available sources including UConn Human Resources, Connecticut General Statutes, employee reviews (Glassdoor, Indeed), and salary databases (PayScale, state payroll records), employment policies may change without notice. Always verify current practices directly with UConn Human Resources.

Inclusion in this guide does not guarantee employment. Background check requirements, Clean Slate eligibility, and expungement procedures should be confirmed with legal professionals. UConn Health clinical positions are subject to federal regulations that may override state protections. Consult with an employment attorney or legal aid organization such as Greater Hartford Legal Aid or Connecticut Legal Services for specific advice about your situation.

Apply Now: https://jobs.uconn.edu