Quick Answer

Yes, the University of Rhode Island (URI) hires individuals with felony convictions. As Rhode Island's flagship public research university, URI is subject to state Ban the Box law (R.I.G.L. § 28-5-7), which prohibits criminal history questions on job applications and before the first interview. URI enrolls approximately 17,000 students across graduate and undergraduate programs at four campuses: the main campus in Kingston, W. Alton Jones Campus in West Greenwich (environmental education), Graduate School of Oceanography on Narragansett Bay, and Feinstein College of Continuing Education in Providence. As a state employer, URI employees are part of Rhode Island state payroll system with union membership options and comprehensive benefits. CRITICAL: Positions involving direct or unmonitored contact with minors require national BCI background check with fingerprinting; certain offenses listed in R.I.G.L. §§ 23-17-37, 11-37-8.1, and 11-37-8.3 are disqualifying for these roles. Best opportunities: Facilities, dining services, administrative support, and positions without minor contact.

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

13. Conclusion

14. Disclaimer

Felon-Friendly Scorecard

Eligibility Checklist

Before applying to URI, understand these requirements and protections:

Rhode Island Ban the Box Protection: Under R.I.G.L. § 28-5-7, URI cannot ask about criminal history on job applications or before the first interview. Initial screening based entirely on qualifications.

Minor Contact Role Requirements: Positions involving direct or unmonitored contact with children/minors require national BCI background check with fingerprinting through Rhode Island Attorney General's Office. Specific offenses listed in R.I.G.L. §§ 23-17-37, 11-37-8.1, and 11-37-8.3 are automatically disqualifying.

Expunged Records Protected: Under R.I. Gen. Laws § 12-1.3-4, if your record is legally expunged or sealed, it will not appear on BCI report. Arrests not resulting in conviction are not reported. You can state you have not been convicted.

Individualized Assessment for Non-Barred Offenses: For convictions not on the mandatory disqualification list, EEOC guidance requires individualized assessment using Green Factors (nature/gravity, time elapsed, job-relatedness). Evidence of rehabilitation must be considered.

State Employment Status: URI employees are part of Rhode Island state payroll. Classified staff (service, maintenance, dining, clerical, technical) and non-classified staff (faculty, professional, executive) have different union and benefit structures.

Drug Screening Possibility: Some positions may require drug testing. Be prepared for this possibility.

Critical Regulatory Information

URI operates under Rhode Island state employment laws, federal EEOC guidance, and specific background check requirements for positions involving minors. Understanding these frameworks is essential.

Rhode Island Ban the Box Law (R.I.G.L. § 28-5-7)

Rhode Island's Fair Employment Practices Act prohibits employers from asking about arrests, charges, or convictions on job applications or before the first interview. This applies to both public and private employers with four or more employees, including state universities. Employers may inquire about convictions at or after the first interview. Arrests that did not result in conviction cannot be asked at any time. Violations can be reported to the Rhode Island Commission for Human Rights.

National BCI Background Check for Minor Contact

Under Rhode Island law (R.I.G.L. § 16-2-18.1), any person seeking employment at educational institutions who will have direct or unmonitored contact with children/students must undergo national and state criminal background check initiated prior to or within one week of employment after receiving conditional offer. Background check includes: National FBI fingerprint-based check through Bureau of Criminal Identification (BCI); Rhode Island state BCI check; Sex offender registry check. For positions involving minors, URI's College of Education requires valid BCI from RI Attorney General's Office for all clinical placements and student teaching.

Disqualifying Offenses for Minor Contact Roles

Rhode Island law specifies "disqualifying information" for positions involving children under R.I.G.L. §§ 23-17-37, 11-37-8.1, 11-37-8.3, 11-9-1(b), 11-9-1(c), and 11-9-1.3. These include: Child molestation and sexual abuse offenses (11-37-8.1, 11-37-8.3); Offenses involving exploitation of children (11-9-1); Certain violent offenses against vulnerable persons. These are mandatory disqualifications—not subject to individualized assessment for roles with direct minor contact.

Expunged and Sealed Records Protection

Under R.I. Gen. Laws § 12-1.3-4, records that have been sealed or expunged by court order will not appear on BCI reports. Additionally, arrests that did not result in conviction (no true bill, no information filed, acquittal, dismissal) are not reflected in BCI reports. Individuals with expunged records can legally state they have not been convicted, except for positions in law enforcement, childcare, teaching, or coaching where disclosure may still be required.

Individualized Assessment for Non-Disqualifying Offenses

For convictions not on the mandatory disqualification list, EEOC guidance requires individualized assessment. URI must consider Green Factors:

(1) Nature and gravity of offense;

(2) Time elapsed since conviction or sentence completion;

(3) Nature of job sought and relationship to offense. Evidence of rehabilitation must be considered. An applicant with non-disqualifying conviction may still be denied if determined that conduct impacts fitness and suitability for the position.

Company Overview

The University of Rhode Island (URI) is the principal public research university and the land grant and sea grant university for the state of Rhode Island. Chartered in 1888 as the state's agricultural school, URI has grown into a comprehensive research institution enrolling approximately 17,000 students across graduate and undergraduate programs. URI offers more than 100 bachelor's degrees (nursing is the most popular), as well as master's, doctoral, and professional degrees from nine colleges. The university is committed to creating transformative impact both locally and globally, redefining the role of a traditional flagship research institution. URI's mission emphasizes knowledge creation, education, and service to Rhode Island and beyond. The Graduate School transforms students into leaders through student-centered programs emphasizing access, success, and overall student experience.

URI operates four campuses across Rhode Island providing diverse educational and employment opportunities: The main campus in Kingston is the largest, housing most academic programs, administrative functions, residence halls, dining facilities, and the majority of staff positions. The W. Alton Jones Campus in West Greenwich offers environmental education programs in a scenic natural setting. The Graduate School of Oceanography on Narragansett Bay is a world-renowned marine research facility conducting cutting-edge ocean science research. The Alan Shawn Feinstein College of Continuing Education in Providence serves adult learners and professional development programs in Rhode Island's capital city. URI was ranked the No. 1 public university in New England and 35th-best public university nationally in Wall Street Journal rankings, demonstrating strong academic reputation that extends to employment opportunities.

As a state institution, URI employees are part of the Rhode Island state payroll system with access to comprehensive state employee benefits. Rhode Island launched a new Enterprise Resource Planning (ERP) system in November 2024 to streamline human resources, payroll, and finance systems for state employees including URI staff. Staff are categorized as classified (service and maintenance, dining, clerical and fiscal support, nurses, technical and para-professional staff) or non-classified (faculty, professional and executive administrative staff). Multiple union options exist including Professional Staff Association/NEA (PSA/NEA), Educational Support Professionals/NEARI (ESP-URI/NEARI), and

Professional/Technical/Administrative Association (PTAA). The university employs approximately 3,164 individuals according to 2024 state payroll data with highest salary at $1,425,769 and average annual salary of $75,955 (though entry-level positions are considerably lower). Median salary was $69,232 in 2024, with average salary increasing 10.4% from 2023 to 2024.

Company Fast Facts

• Founded: 1888 (as Rhode Island's agricultural school);

• Main Campus: Kingston, Rhode Island;

• Additional Campuses: Providence (Feinstein), Narragansett Bay (Oceanography), West Greenwich (W. Alton Jones); Students: ~17,000 graduate and undergraduate;

• Employees: ~3,164 (2024 state payroll);

• Status: Rhode Island's flagship public research university; Land Grant and Sea Grant institution;

• Colleges: Nine academic colleges; Ranking: #1 public university in New England, #35 nationally (Wall Street Journal);

• Unions: PSA/NEA, ESP/NEARI, and others;

• Benefits: State employee benefits including pension.

Hiring Policy Analysis

URI is an equal-opportunity employer. The university's policy states: "It is the policy of the University of Rhode Island to provide reasonable accommodation when requested by a qualified applicant or employee with a disability. Reasonable accommodation will be made to enable an individual with a disability to participate in the URI application process, and to enjoy benefits and privileges of employment equal to those available to other employees."

Rhode Island Ban the Box law governs initial hiring stages—criminal history cannot be asked on applications or before first interview. Position-specific requirements apply: roles with minor contact require national BCI background check with fingerprinting; certain offenses are automatically disqualifying under state law for these positions. For positions without minor contact, standard EEOC individualized assessment applies to any conviction history discovered.

Position-Specific Barriers

Available Positions and Pay

Salary data from Indeed, Glassdoor, Zippia, GovSalaries 2024-2025. URI average salary approximately $40,589-$66,602 depending on source. State employee benefits significantly enhance total compensation. All rates shown as hourly where available.

Career Path Examples

Facilities/Operations Track: Custodian/Facilities Worker ($15-$20/hr, building maintenance and cleaning, preparing classrooms and offices before people arrive, setting/resetting classroom configurations, helping professors with facility needs, floor work during summer preparing buildings for fall semester, shoveling or operating snow blowers in winter, general grounds maintenance) → Senior Custodian/Lead (team coordination, quality oversight, specialized tasks) → Facilities Supervisor (shift management, staff supervision, work scheduling) → Facilities Manager (department oversight, budget management, project coordination) → Director of Facilities. Classified staff positions with union membership through ESP-URI/NEARI or similar unions. State employee benefits including pension, comprehensive health insurance, generous PTO, and job security protections. This track provides accessible entry point for Second Chance applicants with career advancement potential without requiring minor contact in most positions.

Administrative Track: Clerk/Administrative Assistant ($18-$24/hr, data entry, filing, departmental support, student records) → Senior Administrative Assistant → Coordinator ($23-$32/hr, program coordination, departmental operations) → Assistant Director → Director. Multiple union options depending on position classification. Career advancement within state employment system with excellent benefits and job security.

Background Check Process

Rhode Island Ban the Box protects initial stages: Application submitted online through jobs.uri.edu (NO criminal history questions per R.I.G.L. § 28-5-7); Initial screening based on qualifications; First interview scheduled; At or after first interview, employer may ask about convictions.

For positions with minor contact: National BCI background check with fingerprinting required through RI Attorney General's Office (4 Howard Avenue, Cranston); State BCI check ($5); National FBI fingerprint check ($45); Sex offender registry check. Interview process described as "easy" by Indeed reviewers, typically taking about two weeks.

Disqualifying Factors

• Automatically Disqualifying (Minor Contact Roles): Offenses listed in R.I.G.L. §§ 23-17-37, 11-37-8.1, 11-37-8.3, 11-9-1(b), 11-9-1(c), 11-9-1.3 including: Child molestation/sexual abuse; Exploitation of children; Certain violent offenses against minors. These are mandatory bars—not subject to individualized assessment.

  
  

• Not Reported on BCI: Arrests not resulting in conviction (no true bill, no information, acquittal, dismissal); Federal arrests and out-of-state arrests (state BCI only); Records sealed or expunged by court order.

  
  

• Subject to Individualized Assessment: For positions without minor contact, and for non-disqualifying offenses in minor contact positions: EEOC Green Factors apply. Time elapsed and rehabilitation evidence considered.

Your Rights as Applicant

1. Rhode Island Ban the Box (R.I.G.L. § 28-5-7): Cannot be asked about criminal history on application or before first interview; Arrests without conviction cannot be asked at any time; File complaint with RI Commission for Human Rights if violated.

   
   

2. Expungement Protection (R.I. Gen. Laws § 12-1.3-4): Expunged/sealed records not reported on BCI; Can state you have not been convicted if expunged; Exception: Positions in law enforcement, childcare, teaching, coaching may still require disclosure.

   
   

3. FCRA Rights: Written consent required before background check; Pre-adverse action notice with report copy; Opportunity to dispute inaccuracies; Final adverse action notice.

   
   

4. State Employment Rights: Union representation available; Due process protections; State employee appeal rights.

Application Strategy

1. Apply Online at jobs.uri.edu: All applications must be submitted online. If you don't have computer access, visit Office of Human Resources at Kingston Campus, 80 Lower College Road, 8:30am-4:30pm.

   
   

2. Focus on Qualifications First: Rhode Island Ban the Box means criminal history cannot be asked until after first interview. Use this protection to demonstrate your qualifications and fit.

   
   

3. Target Non-Minor Contact Positions: If your record includes offenses that may be disqualifying for minor contact roles, focus on facilities, dining services, maintenance, administrative support, and other positions without direct student contact.

   
   

4. Prepare for Post-Interview Disclosure: If asked about convictions at or after first interview, be brief and honest. Focus on rehabilitation and what you've learned.

   
   

5. Check Expungement Eligibility: Rhode Island allows expungement of certain records. Expunged records will not appear on BCI. Pursue expungement before applying if eligible.

   
   

6. Document Rehabilitation: Prepare evidence of rehabilitation: stable employment, education, program completion, community involvement, character references.

   
   

7. Understand Position Requirements: Review job postings carefully for BCI requirements. Positions stating "direct contact with children/students" will require national fingerprint-based BCI.

   
   

8. Leverage State Employment Benefits: URI offers state employee benefits including pension, union membership, PTO, health insurance—significant total compensation value beyond hourly rate.

Tips for Applicants with Records

1. Rhode Island Provides Strong Protection: Ban the Box law is among strongest in nation. Initial screening entirely based on qualifications—use this to your advantage.

   
   

2. State Employment Offers Stability: URI positions are Rhode Island state jobs with pension, union options, job security, and comprehensive benefits. Worth pursuing for long-term career.

   
   

3. Multiple Campuses = More Opportunities: Four campuses (Kingston, Providence, Narragansett, West Greenwich) create diverse position options across locations.

   
   

4. Classified vs Non-Classified Matters: Classified positions (service, maintenance, dining, clerical, technical) have union protections. Understand the category of position you're seeking.

   
   

5. BCI Shows Only Rhode Island Convictions: State BCI does not show federal or out-of-state arrests. National fingerprint check required only for minor contact positions.

Benefits Overview

• Compensation: State employee salary scales; Average $19.51/hr (Zippia); Ranges from $14-$65+/hr depending on position; Annual pay raises.

• Retirement: Rhode Island state pension system; Defined benefit retirement plan; Long-term financial security.

• Health Insurance: Comprehensive medical, dental, vision coverage; State employee health plans.

• Paid Time Off: Generous PTO, vacation, sick time, compensation time; State holidays.

• Union Membership: PSA/NEA, ESP/NEARI, PTAA options depending on position; Collective bargaining; Workplace protections.

• Work-Life Balance: Highly rated by employees; Flexible scheduling in many positions; Academic calendar considerations.

• Education: Tuition benefits; Access to URI courses and programs; Professional development.

Employee Perspectives

Pros: Amazing benefits; Lots of PTO/vacation/sick/comp time; Union membership; Annual pay raises; Work-life balance; State employment stability; Management works well with employees; Good place for career; Interview process described as easy (about two weeks).

Cons: Some positions have academic year schedules; Classified positions may have lower starting pay than private sector; Advancement may be slower than private sector; Some departments better than others.

Frequently Asked Questions

1. Does URI hire people with felonies?

   Yes, URI hires individuals with felony convictions. As Rhode Island's flagship public university, URI is subject to state Ban the Box law (R.I.G.L. § 28-5-7), which prohibits criminal history questions on applications and before first interview. However, positions involving direct or unmonitored contact with minors require national BCI background check, and certain offenses listed in R.I.G.L. §§ 23-17-37, 11-37-8.1, 11-37-8.3 are automatically disqualifying for these roles.

   
   

2. What is the background check process at URI?

   Rhode Island Ban the Box protects initial stages—no criminal history on application or before first interview. After interview, employer may inquire about convictions. For positions with minor contact: National BCI fingerprint-based background check required through RI Attorney General's Office; State BCI ($5); National FBI check ($45); Sex offender registry check. Non-minor contact positions may only require state BCI. FCRA adverse action process applies.

   
   

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

   Rhode Island BCI has no fixed lookback period for convictions—they can be reported indefinitely. However, arrests not resulting in conviction are not reported. Expunged/sealed records by court order are not reported. Time elapsed is critical factor in EEOC individualized assessment—older convictions evaluated more favorably.

   
   

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

   Automatically disqualifying for minor contact positions: Offenses listed in R.I.G.L. §§ 23-17-37, 11-37-8.1, 11-37-8.3, 11-9-1 including child molestation, sexual abuse, exploitation of children, certain violent offenses. For non-minor contact positions: EEOC individualized assessment applies; no blanket exclusions. Recent violent or theft offenses face heightened scrutiny.

   
   

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

   Facilities/Custodial ($15-$20/hr)—building maintenance, cleaning, grounds; Dining Services/Cook's Helper ($15-$17/hr)—food preparation, service; Guest Service Agent ($14-$16/hr)—entry-level service; Administrative Clerk ($18-$22/hr)—office support. Target positions without direct minor contact. Classified staff positions offer union membership and state benefits.

   
   

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

   Some positions may require drug testing. Specific testing requirements vary by position and department. State employment policies apply. Check individual job postings for drug testing requirements.

   
   

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

   Under Rhode Island's Ban the Box law (R.I.G.L. § 28-5-7), URI cannot ask about criminal history on job application or before first interview. Questions about convictions may only be asked at or after first interview. Arrests without conviction cannot be asked at any time. BCI check conducted after conditional offer for applicable positions.

   
   

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

   Yes, advancement is possible, particularly in non-minor contact areas. Career paths from Custodian → Supervisor → Manager → Director exist in facilities and operations. Administrative tracks offer similar advancement. State employment provides job security and advancement through civil service system. Criminal history from initial hire already known.

   
   

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

   Interview process takes approximately two weeks according to Indeed reviewers and is described as "easy." State BCI by mail takes approximately 14 days; faster in person. National fingerprint-based FBI check may take longer depending on complexity. Overall timeline varies by position type and background complexity.

   
   

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

    Apply online at jobs.uri.edu; Focus application on qualifications (criminal history protected until interview); Target non-minor contact positions if record includes serious offenses; Pursue expungement if eligible (expunged records not reported); Document rehabilitation thoroughly; Prepare brief, honest explanation for post-interview disclosure; Understand position-specific BCI requirements; Consider multiple campus locations for more opportunities.

Alternative Second

Conclusion

The University of Rhode Island offers Second Chance employment opportunity as Rhode Island's flagship public research university with approximately 3,164 employees across four campuses. URI is subject to Rhode Island's strong Ban the Box law (R.I.G.L. § 28-5-7), which prohibits criminal history questions on applications and before the first interview—providing meaningful protection during initial hiring stages.

Critical protections for Second Chance applicants: Rhode Island Ban the Box (R.I.G.L. § 28-5-7) prohibits criminal history questions on job applications and before the first interview, applying to both public and private employers with four or more employees including state universities; Expunged and sealed records under R.I. Gen. Laws § 12-1.3-4 are not reported on BCI reports—arrests not resulting in conviction (including no true bill, no information filed, acquittal, or dismissal) are also excluded from BCI reports; EEOC individualized assessment using Green Factors

(nature/gravity of offense, time elapsed, job-relatedness) required for any conviction-based employment decisions involving non-disqualifying offenses; Evidence of rehabilitation must be considered in determination of fitness and suitability. Critical requirements to understand: Positions involving direct or unmonitored contact with minors require national BCI fingerprint-based background check through Rhode Island Attorney General's Office; Specific offenses listed in R.I.G.L. §§ 23-17-37, 11-37-8.1, 11-37-8.3, 11-9-1(b), 11-9-1(c), and 11-9-1.3 are automatically disqualifying for minor contact roles—these are mandatory bars not subject to individualized assessment.

Best path for Second Chance applicants: Target positions without minor contact including facilities/custodial (building maintenance, cleaning, grounds work), dining services (food preparation, kitchen support, service), maintenance and trades, and administrative support roles where direct student contact is limited or monitored. Apply online at jobs.uri.edu focusing entirely on qualifications during initial application stage since Rhode Island Ban the Box law protects this phase. Pursue expungement if eligible under Rhode Island law—expunged and sealed records will not appear on BCI reports. Prepare for honest, brief disclosure at interview stage if asked about convictions. Document comprehensive rehabilitation evidence including stable employment history, education completed, program certificates, community involvement, and character references. Carefully review position-specific BCI requirements stated in job postings before applying—positions noting "direct contact with children/students" will require national fingerprint-based BCI with disqualifying offense restrictions. Consider all four campus locations (Kingston, Providence, Narragansett, West Greenwich) for maximum range of opportunities matching your qualifications and circumstances.

Key success factors: Leverage Rhode Island Ban the Box protection; Understand distinction between minor contact and non-minor contact positions; Pursue expungement if eligible; Prepare comprehensive rehabilitation documentation; Target classified staff positions for union protections; Understand state employment benefits significantly enhance total compensation; Consider long-term career potential in stable state employment.

Understanding the opportunity: URI state employment provides exceptional benefits that significantly enhance total compensation beyond hourly rates. State pension system provides defined benefit retirement security. Union membership options (PSA/NEA, ESP/NEARI, PTAA) offer collective bargaining power and workplace protections. Generous PTO including vacation, sick time, compensation time, and state holidays creates work-life balance highly rated by employees. Comprehensive health insurance coverage protects employees and families. Annual pay raises provide predictable salary growth. Even entry-level positions ($14-$20/hr) come with benefits package that would cost thousands in the private sector. URI's four campuses across Rhode Island create diverse opportunities in different locations and work environments. Interview process is described as "easy" taking approximately two weeks. For those who navigate the hiring process successfully by leveraging Rhode Island Ban the Box protections and targeting appropriate positions, state employment offers stable, rewarding career path with genuine advancement potential in facilities, administration, and other non-minor contact areas.

Apply Now at jobs.uri.edu | Contact: URIHR@UCS.URI.EDU or (401) 874-4088

Disclaimer

This guide provides general information and should not be considered legal advice. Rhode Island Ban the Box law (R.I.G.L. § 28-5-7) governs criminal history inquiries. Positions involving minors require national BCI background check with certain offenses automatically disqualifying under R.I.G.L. §§ 23-17-37, 11-37-8.1, 11-37-8.3. Expunged records protected under R.I. Gen. Laws § 12-1.3-4 except for law enforcement, childcare, teaching, or coaching positions. Salary data from Indeed, Glassdoor, Zippia, GovSalaries 2024-2025 may vary by position, classification, and experience. Individual outcomes depend on criminal history specifics, position requirements, BCI results, and university decisions. University of Rhode Island name used for informational purposes. FelonFriendlyJobsNow.com makes no warranties about employment outcomes.