Quick Answer

Yes, the University of Utah Hospital hires individuals with felony convictions on a case-by-case basis. As a public entity within Utah's only academic medical center, the hospital conducts mandatory pre-employment background checks for all positions and uses individualized assessment per EEOC guidelines. Employment is contingent upon satisfactory background clearance conducted after conditional offer.

Mandatory OIG Exclusion List check is federal requirement any individual on the Medicare Fraud Exclusion List faces permanent legal bar from employment. Mandatory pre-employment drug screening required for all new hires within 48 hours of conditional offer per Policy 5-114.

Greatest barriers: OIG exclusions (permanent bar), healthcare fraud/abuse convictions, patient abuse/neglect, recent theft/drug crimes. Best entry points: Environmental Services ($17-$22/hour), Dietary Aide ($16-$19/hour), Patient Transport ($17-$20/hour) with high hiring volume and non-licensed status creating more accessible pathways.

Table of Contents

1. Quick Answer

2. Felon-Friendly Scorecard

3. Eligibility Checklist

4. 🚨 Critical Regulatory Information

5. Company Overview

6. Hiring Policy Analysis

7. Background Check Process

8. Application Strategy

9. Tips for Applicants with Records

10. Benefits and Compensation

11. Frequently Asked Questions

12. Disclaimer

Felon-Friendly Scorecard

Eligibility Checklist

Before applying, assess these baseline requirements:

• Not on OIG Exclusion List: Check HHS-OIG LEIE database at https://exclusions.oig.hhs.gov/. Presence on list = permanent legal bar from employment.

  
  

• Pass Drug Screening: Mandatory within 48 hours of conditional offer per Policy 5-114. All hires and transfers to patient-sensitive positions tested.

  
  

• Complete Honesty: Must truthfully disclose all convictions except minor traffic violations. Dishonesty = automatic disqualification per Rule 5-130C.

  
  

• No Healthcare Fraud: Convictions for Medicare/Medicaid fraud, patient abuse, controlled substance diversion create absolute barriers.

  
  

• Physical Requirements: Many roles require lifting 25-50 lbs, standing entire shift, pushing equipment.

  
  

• Work Authorization: Must have legal U.S. work authorization. E-Verify system used.

🚨 Critical Regulatory Information

IMPORTANT: University of Utah Hospital operates within University of Utah Health, Utah's only academic medical center serving a five-state region. As both a public employer and healthcare provider receiving federal Medicare/Medicaid funding, the hospital must comply with stringent federal and state healthcare employment regulations creating unique barriers beyond standard background checks.

Federal Healthcare Employment Requirements

OIG Exclusion List (Federal Mandate): Hospital legally required to check all workers against HHS Office of Inspector General List of Excluded Individuals/Entities (LEIE). Anyone on this list is permanently barred from employment—no exceptions.

Check your status: https://exclusions.oig.hhs.gov/

FACIS Database: Fraud and Abuse Control Information System checks additional healthcare fraud sanctions and professional license revocations.

Medicare/Medicaid Regulations: Federal law prohibits employment of individuals excluded from federal healthcare programs. Violations result in civil monetary penalties for employer.

EEOC Individualized Assessment: Despite healthcare regulations, EEOC guidelines require individualized assessment. No blanket exclusions except OIG-mandated bars.

University of Utah Policy Framework

University Rule 5-130C: Governs criminal background checks for all University Hospitals and Clinics staff. All positions are "Covered Positions" requiring CBC.

Mandatory Disclosure: Applicants must truthfully disclose all convictions except minor traffic violations. Policy explicitly states dishonesty = disqualification.

Policy 5-114 Drug Testing: Mandatory pre-employment drug screening within 48 hours of conditional offer for all new hires and transfers to patient-sensitive positions.

FCRA Compliance: Written consent, pre-adverse action notice, dispute opportunity, adverse action notice required per Fair Credit Reporting Act.

Utah State Employment Law

No Ban-the-Box: Utah lacks private-sector ban-the-box law. Public employers may ask about criminal history on applications.

Indefinite Reporting: Utah allows conviction reporting without time limits. However, individualized assessment weighs time elapsed.

Utah Expungement: Expunged records under Utah Code §77-40 should not appear on background checks and may be legally denied to employers.

Public Employer Status: As public state university entity, subject to Utah public employment laws and Utah Government Records Access and Management Act.

Healthcare Industry Standards

Patient Safety Priority: Violent crimes, patient abuse, controlled substance crimes heavily scrutinized due to vulnerable patient populations.

Licensed Position Barriers: RN, LPN, pharmacy, respiratory therapy positions require state professional licenses licensing boards conduct separate criminal reviews.

Drug-Free Workplace: Healthcare environment requires strict substance abuse policies. Failed drug test = disqualification.

Company Overview

University of Utah Hospital opened in 1965 as the primary teaching hospital for the University of Utah School of Medicine. Since then, it has grown into University of Utah Health (U of U Health), an integrated academic health system comprising five hospitals, 12 community health centers, and numerous specialty centers serving Utah, Idaho, Wyoming, Montana, Colorado, and Nevada.

As Utah's only academic medical center, U of U Health combines patient care with medical education and research. The system includes University of Utah Hospital (flagship acute care), Huntsman Cancer Hospital, Craig H. Neilsen Rehabilitation Hospital, University Neuropsychiatric Institute, and University Orthopaedic Center. Additionally, the system operates the John A. Moran Eye Center and numerous specialty institutes recognized nationally for oncology, cardiology, neurosciences, and orthopedics.

U of U Health serves as the training ground for most of Utah's physicians, nurses, pharmacists, and therapists through partnerships with University of Utah Schools of Medicine and Dentistry, and Colleges of Nursing, Pharmacy, and Health. The system employs more than 27,000 faculty, staff, and students, making it one of Utah's largest employers. In fiscal year 2025, U of U Health surpassed $500 million in research funding.

Company Fast Facts

Employees: 27,000+ faculty, staff, students across health system

Healthcare Professionals: 5,000+ including 1,400+ board-certified physicians

Facilities: 5 hospitals, 12 community health centers, multiple specialty centers

Founded: 1965 (University of Utah Hospital)

Location: Salt Lake City, Utah (Health Sciences Campus and Research Park)

Designation: Only Level 1 Trauma Center in Mountain West; Utah's only academic medical center

Service Area: Utah, Idaho, Wyoming, Montana, Colorado, Nevada (five-state region)

Research Funding: $500+ million annually (FY2025)

Employer Type: Public state university entity under University of Utah governance

Mission: Excellence in patient care, education, and research in service to the community

U of U Health has not made public second-chance hiring commitments but as public employer must comply with EEOC individualized assessment guidelines.

Hiring Policy Analysis

Official Policy

University Rule 5-130C states: "All University Hospital and Clinics staff" positions require criminal background checks for new hires, rehires (unless CBC conducted within 12 months), and transfers into covered positions. The policy requires background checks to include "criminal history searches" and may include "Office of Inspector General (OIG) Medicare Fraud Exclusion List" and other healthcare-specific databases. The rule establishes consultative process for evaluation when CBC reveals criminal background, "in accordance with University Policy 5-130 and the Fair Credit Reporting Act." While the hospital has not published specific second-chance hiring commitments, the individualized assessment process indicates case-by-case evaluation rather than blanket exclusions, except where federal law mandates exclusion (OIG list).

Key Regulatory Constraints

Federal OIG Exclusion: Mandatory permanent bar for anyone on HHS-OIG LEIE—no discretion permitted

EEOC Guidelines: Individualized assessment required; must consider offense nature, time elapsed, job relevance

FCRA Requirements: Written consent, pre-adverse action procedures, dispute rights mandatory

Utah Law: Indefinite conviction reporting allowed but individualized assessment weighs time factors

Healthcare Standards: Patient safety, vulnerable populations, controlled substance access create heightened scrutiny

Professional Licensing: Licensed positions (RN, LPN, pharmacy) undergo separate state licensing board reviews

Factors in Hiring Decisions

OIG Exclusion Status: Presence on federal exclusion list = automatic permanent disqualification—no exceptions

Job Relevance: Healthcare fraud for billing positions; patient abuse for care roles; drug crimes for medication access

Time Elapsed: 7+ years significantly improves chances; recent offenses (3-5 years) create greater barriers

Pattern vs. Isolated: Single old offense more acceptable than pattern of criminal behavior

Rehabilitation Evidence: Stable employment, treatment completion, character references weigh positively

Position Sensitivity: Licensed/patient-care positions face highest scrutiny; environmental services/dietary have lower barriers

Honesty: Complete truthful disclosure required—dishonesty on application = automatic disqualification per policy

Drug Testing: Must pass mandatory screening within 48 hours of offer—failure = disqualification

Position-Specific Barriers

Available Positions and Pay

Pay data based on 2024-2025 Glassdoor, Indeed, and Salary.com reports for University of Utah Hospital.

Career Path Examples

Environmental Services: Environmental Services Tech ($17-$22/hr) → Lead EVS Tech ($20-$24/hr) → EVS Supervisor ($24-$30/hr) → Facilities Manager ($50K-$65K/yr)

Patient Care Support: Dietary Aide ($16-$19/hr) → Patient Transport ($17-$20/hr) → Unit Secretary ($18-$23/hr) → Administrative Coordinator ($45K-$55K/yr)

Clinical Track (requires licensing): Medical Assistant ($20-$23/hr) → CNA ($18-$23/hr) → LPN ($24-$30/hr) → RN ($34-$46/hr) → Nurse Manager ($85K-$110K/yr).

Note: Each level requires additional education and state licensing.

Technical Services: Laundry Worker ($16-$19/hr) → Equipment Tech ($20-$26/hr) → Biomedical Tech ($28-$35/hr) → Technical Services Manager ($60K-$75K/yr)

Background Check Process

What They Check

• Criminal History: County, state, federal searches via third-party consumer reporting agency (Certiphi)

  
  

• OIG Exclusion List: Mandatory federal HHS-OIG LEIE check—presence = permanent bar

  
  

• FACIS Database: Fraud and Abuse Control Information System for healthcare sanctions

  
  

• SAM Database: System for Award Management exclusions

  
  

• Drug Screening: Mandatory urine test within 48 hours of conditional offer per Policy 5-114

  
  

• Employment Verification: Previous employers contacted

  
  

• Education Verification: Degrees and certifications verified

  
  

• Professional License Verification: State licenses checked for licensed positions

  
  

• E-Verify: Work authorization verification

Lookback Period Summary

Timeline: Background checks typically complete in 5-10 business days after candidate completes Second Step Application Process providing personal information. Drug screening results within 24-48 hours. Complete hiring process 2-4 weeks from conditional offer to start date.

Disqualifying Factors

High Risk for Disqualification:

• Presence on OIG Exclusion List (permanent legal bar—no discretion)

  
  

• Healthcare fraud, Medicare/Medicaid fraud, patient billing fraud

  
  

• Patient abuse, neglect, exploitation of vulnerable adults or children

  
  

• Controlled substance crimes, drug trafficking, prescription fraud (especially for medication-access positions)

  
  

• Recent violent crimes (assault, domestic violence) within 5-7 years

  
  

• Sexual crimes or crimes against minors

  
  

• Dishonesty on application regarding criminal history

  
  

• Failed pre-employment drug screening

  
  

Lower Risk Convictions (Subject to Individualized Assessment):

• Old non-violent offenses (10+ years) with rehabilitation evidence

  
  

• Misdemeanors unrelated to healthcare, patient safety, or job duties

  
  

• Single isolated incident with extensive time elapsed and clean record since

  
  

• Traffic offenses (except DUI for positions requiring driving)

Your Rights

FCRA Protections (Fair Credit Reporting Act)

Written Consent: Must provide written authorization before background check

Pre-Adverse Action Notice: If considering denial, must receive notice with copy of report and summary of rights

Opportunity to Dispute: Time to challenge inaccurate information before final decision

Adverse Action Notice: If denied, receive final notice with contact information for reporting agency

EEOC Guidelines (Equal Employment Opportunity Commission)

Individualized Assessment: Employer must conduct case-by-case evaluation, not blanket exclusions

Green Factors: Must consider nature/gravity of offense, time elapsed, nature of job sought

No Blanket Bans: Cannot automatically disqualify all felons except where federal law mandates (OIG exclusions)

Targeted Screening: Background check criteria must be targeted to specific job duties

Utah State Rights

Utah Expungement: Utah Code §77-40 allows expungement of eligible records; expunged records may be legally denied to private employers. Check eligibility with Utah Courts.

Public Employer Status: As public university entity, subject to Utah Government Records Access and Management Act transparency requirements.

Healthcare-Specific Rights

Professional Licensing Appeal: If denied state professional license (RN, LPN, pharmacy), may appeal to respective licensing board with rehabilitation evidence.

Application Strategy

Step-by-Step Process

1. Check OIG Exclusion Status First: Before applying, verify you are NOT on federal HHS-OIG List of Excluded Individuals/Entities at https://exclusions.oig.hhs.gov/. Presence on this list means permanent legal bar—application will be rejected automatically.

   
   

2. Target Non-Licensed Support Positions: Focus on Environmental Services, Dietary, Laundry, Patient Transport if you have criminal record. These positions have lower regulatory barriers, high turnover, and less intensive scrutiny than licensed clinical roles.

   
   

3. Apply at employment.utah.edu: University uses PeopleAdmin system for all positions. Search "University of Utah Health" or "University of Utah Hospitals & Clinics." Complete online application thoroughly.

   
   

4. Be Completely Honest: Application asks about convictions. Must truthfully disclose all convictions except minor traffic violations. Dishonesty = automatic disqualification per University Rule 5-130C. Better to disclose and explain than be caught lying.

   
   

5. Prepare for Drug Screening: If offered conditional employment, you have 48 hours to complete mandatory drug screening per Policy 5-114. Failure or refusal = automatic disqualification. Plan accordingly.

   
   

6. Complete Second Step Application Promptly: After conditional offer, email from Employment@noreply.utah.edu with subject "Conditional Offer - Action Required" requests personal information to initiate background check. Complete immediately—delays slow hiring process.

   
   

7. Gather Rehabilitation Evidence: If you have serious conviction, prepare documentation showing rehabilitation: stable employment history, treatment completion certificates, character references, volunteer work, education/training completion.

   
   

8. Pursue Utah Expungement: If eligible under Utah Code §77-40, pursue expungement before applying. Many offenses qualify after 5-7 years. Expunged records may be legally denied to employers, significantly improving chances.

Tips for Applicants with Records

1. Start with Environmental Services or Dietary: These departments have highest hiring volume, lowest barriers, non-licensed status. EVS Tech ($17-$22/hr) provides entry point to demonstrate reliability and advance internally.

   
   

2. Avoid Licensed Positions Initially: RN, LPN, pharmacy, respiratory therapy require state professional licenses with separate criminal background reviews by licensing boards. Start in support roles, build track record, then pursue licensing if eligible.

   
   

3. Never Apply If on OIG Exclusion List: Federal law creates absolute bar. Do not waste time applying—employers legally prohibited from hiring anyone on LEIE regardless of qualifications.

   
   

4. Time Your Application: If your conviction is recent (3-5 years), consider waiting until 7+ years have elapsed. Time dramatically improves chances as individualized assessment weighs rehabilitation evidence more heavily.

   
   

5. Leverage University Hiring Volume: With 27,000+ employees, turnover in support positions creates constant openings. High-volume hiring means less intensive review per applicant in entry-level roles.

   
   

6. Emphasize Patient-Centered Values: Healthcare environment values compassion, reliability, patient service. Highlight any caregiving experience, customer service, or demonstrated commitment to helping others.

   
   

7. Use Career Ladder Opportunities: U of U Health promotes from within. Start in EVS or dietary, prove reliability for 1-2 years, then transfer to higher-paying positions like Patient Transport or Unit Secretary where your proven track record matters more than old record.

Benefits and Compensation

Entry-Level Pay: $16-$23/hour for support positions (Environmental Services, Dietary, Transport)

Clinical Pay: $24-$46/hour for licensed positions (LPN, RN, specialized techs)

Shift Differentials: Higher pay for night shifts, weekends, holidays

Overtime: Time-and-a-half for hours over 40/week

Benefits Package

Health Insurance: Medical, dental, vision coverage options

Retirement: Utah Retirement Systems (URS) pension plan for public employees; also 401(k) and 457(b) options

Paid Time Off: Vacation accrual starts immediately; 3 weeks vacation + 2 weeks sick leave per year for full-time

Tuition Benefits: University of Utah tuition reduction for employees and dependents

Professional Development: Extensive training programs; Nurse Residency; MA

Apprenticeship; career advancement support

Transit Pass: Reduced-cost UTA transit passes

Employee Assistance Program: Counseling, mental health support

Free Parking: Some locations offer parking benefits

Employee Perspectives

Pros: Excellent benefits package including strong public pension; tuition benefits for self and dependents; stable public employer; advancement opportunities; training and development focus; 3.9/5 Glassdoor rating; mission-driven healthcare environment; academic medical center prestige; diverse workforce; work-life balance better than some hospitals.

Cons: Public sector pay slightly lower than some private hospitals; bureaucratic processes; union vs. non-union divisions; parking challenges at main campus; rotating shifts for clinical staff; high patient acuity/complexity; occasional staffing challenges during high census.

Frequently Asked Questions

1. Does University of Utah Hospital hire people with felonies?

   Yes, University of Utah Hospital hires individuals with felony convictions on case-by-case basis using individualized assessment per EEOC guidelines and University Rule 5-130C. However, presence on federal HHS-OIG List of Excluded Individuals/Entities creates absolute permanent bar—no exceptions. Healthcare fraud, patient abuse, and controlled substance convictions create significant barriers, especially for licensed or patient-care positions. Best opportunities exist in non-licensed support roles like Environmental Services ($17-$22/hr), Dietary Aide ($16-$19/hr), and Laundry where criminal background creates fewer regulatory concerns. With 27,000+ employees across health system, hiring volume in support roles creates accessibility for qualified second-chance candidates.

   
   

2. What is the background check process at University of Utah Hospital?

   University conducts comprehensive background checks through third-party agency (Certiphi) for all new hires, rehires, and transfers per Rule 5-130C. Process includes criminal history searches (county/state/federal), mandatory OIG Exclusion List check, FACIS healthcare sanctions database, SAM exclusions, employment verification, education verification, professional license verification for licensed positions, and E-Verify work authorization. Additionally, mandatory pre-employment drug screening required within 48 hours of conditional offer per Policy 5-114. Background check conducted AFTER conditional offer per FCRA requirements. Results evaluated through consultative process using individualized assessment. Complete background clearance typically takes 5-10 business days.

   
   

3. How far back does the background check go at University of Utah Hospital what is the lookback period?

   Utah law allows indefinite criminal conviction reporting without time limits. However, individualized assessment process weighs time elapsed as major factor convictions 7+ years old with demonstrated rehabilitation are viewed significantly more favorably than recent offenses. FCRA limits arrests without conviction to 7 years. Properly expunged records under Utah Code §77-40 should not appear on background checks and may be legally denied to employers. Practical reality: old convictions (10+ years) with stable employment history since release create much fewer barriers than recent offenses, especially for non-licensed support positions with high hiring volume.

   
   

4. What types of convictions make hiring more difficult at University of Utah Hospital?

   Most challenging: Presence on OIG Exclusion List (permanent bar); healthcare fraud, Medicare/Medicaid fraud, patient billing fraud; patient abuse, neglect, exploitation of vulnerable populations; controlled substance crimes, drug trafficking, prescription fraud (absolute barriers for pharmacy, nursing, any medication-access positions); recent violent crimes (assault, domestic violence, weapons) within 5-7 years; sexual offenses or crimes against minors. However, old non-violent offenses 10+ years ago with rehabilitation evidence, stable employment, treatment completion are much more readily accepted, particularly for non-licensed support positions like Environmental Services or Dietary where regulatory barriers are lower.

   
   

5. What are the best entry-level roles at University of Utah Hospital for applicants with a record?

   Environmental Services Technician ($17-$22/hr) offers best entry point with housekeeping/cleaning duties, high turnover creating constant openings, non-licensed status, minimal patient contact, shift differentials. Dietary Aide ($16-$19/hr) provides food service work behind scenes. Laundry/Linen Worker ($16-$19/hr) offers industrial laundry duties with minimal interaction. Patient Transport ($17-$20/hr) requires more patient contact but non-licensed. These positions avoid licensed professional barriers, have high hiring volume, allow proving reliability, and create pathways to advancement into Unit Secretary, Equipment Tech, or Administrative Coordinator roles after 1-2 years of demonstrated performance.

   
   

6. Does University of Utah Hospital drug test, and what kind of test do they use?

   Yes, University of Utah Hospital requires mandatory pre-employment drug screening for ALL new hires and transfers into patient-sensitive positions per Policy 5-114. Urine drug test must be completed within 48 hours of receiving conditional job offer—very tight deadline. Test screens for common substances including marijuana, cocaine, opiates, amphetamines, PCP. Failure or refusal to test results in automatic disqualification. There are NO exceptions—this is strict policy for healthcare environment. If you cannot pass drug screening, do not apply or accept conditional offer. Policy exists to protect vulnerable patients in healthcare setting.

   
   

7. When during the hiring process will University of Utah Hospital ask about criminal history?

   Utah lacks private-sector ban-the-box law, so public employers including University may ask about criminal history on initial application. Actual background check conducted AFTER conditional job offer per FCRA requirements. University Rule 5-130C explicitly requires applicants to "truthfully disclose all convictions" except minor traffic violations—dishonesty on application results in automatic disqualification even if underlying offense might be acceptable. Better strategy: answer honestly if asked, provide brief explanation focusing on rehabilitation, then demonstrate qualifications. Lying discovered during background check = immediate rejection with no opportunity for individualized assessment.

   
   

8. Can someone advance to management at University of Utah Hospital if they have a felony?

   Yes, advancement to management possible for employees demonstrating consistent reliability, strong performance, rehabilitation evidence over time. U of U Health values internal promotion and offers extensive professional development including leadership training. Realistic path: start Environmental Services Tech, prove reliability 1-2 years, advance to Lead EVS Tech, then EVS Supervisor, potentially Facilities Manager. Similarly: Dietary Aide → Unit Secretary → Administrative Coordinator → Department Manager. Management positions undergo thorough background review, so maintaining clean record post-hire and building strong internal reputation critical. Your demonstrated work history matters more than old conviction for internal promotions.

   
   

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

   Background checks typically complete 5-10 business days after candidate provides personal information through Second Step Application Process. Drug screening results return within 24-48 hours. Complete hiring timeline from conditional offer to start date: 2-4 weeks. Process can move faster during high-volume hiring periods for support positions. Delays occur if candidate slow to complete Second Step Application or drug screening. Proactive applicants who respond immediately to conditional offer, complete screening promptly, and provide accurate information experience fastest timeline.

   
   

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

    First, verify you are NOT on OIG Exclusion List (https://exclusions.oig.hhs.gov/)—presence = automatic rejection. Target Environmental Services, Dietary, or Laundry positions rather than licensed clinical roles. Be completely honest about criminal history—dishonesty = disqualification per policy. Prepare to pass drug screening within 48 hours of offer. Run your own Utah background check to know what employers will see and correct errors. Pursue Utah expungement if eligible under §77-40—many offenses qualify after 5-7 years. Gather rehabilitation evidence: stable employment history, treatment certificates, character references. If conviction recent (3-5 years), consider waiting until 7+ years elapsed for dramatically better chances. Emphasize patient-centered values, reliability, caregiving experience. Leverage university's high hiring volume in support positions where less intensive per-applicant scrutiny occurs.

Alternative Employers

If University of Utah Hospital isn't the right fit, consider these alternative Utah healthcare and public employers:

Conclusion

University of Utah Hospital, as part of U of U Health, offers genuine second-chance opportunities as Utah's largest public academic health system with 27,000+ employees. While healthcare regulations create significant barriers—particularly mandatory OIG Exclusion List checks, stringent drug testing, and heightened scrutiny for patient-facing positions—the system's massive size and constant turnover in support positions create accessible entry points for qualified candidates with criminal records.

Key Success Factors: Target non-licensed support positions (Environmental Services $17-$22/hr, Dietary Aide $16-$19/hr, Laundry) where regulatory barriers are lowest and hiring volume is highest. First, verify you are NOT on federal OIG Exclusion List—presence creates absolute permanent bar. Be completely honest about criminal history per University Rule 5-130C—dishonesty equals automatic disqualification. Pass mandatory drug screening within 48 hours of conditional offer. Pursue Utah expungement under §77-40 if eligible. Leverage rehabilitation evidence: stable employment, treatment completion, character references.

Biggest Barriers: OIG Exclusion List presence (permanent bar); healthcare fraud, Medicare/Medicaid fraud, patient billing fraud; patient abuse or neglect; controlled substance crimes (especially for medication-access positions); recent violent offenses within 5-7 years; failed drug screening; dishonesty on application. However, old non-violent convictions (10+ years) with demonstrated rehabilitation and stable employment history create much fewer barriers, particularly for high-volume support positions.

The University Advantage: Public employer status provides strong benefits including Utah Retirement Systems pension, tuition reduction for employees and dependents, 3 weeks vacation plus 2 weeks sick leave, and extensive professional development. Academic medical center environment offers career advancement through internal promotion—start in EVS or dietary, prove reliability for 1-2 years, then advance to higher-paying positions where your demonstrated track record matters more than old conviction. With mission-driven healthcare focused on patient care, education, and research, U of U Health provides meaningful work helping Utah communities.

Apply Now at employment.utah.edu (search "University of Utah Health" or "University of Utah Hospitals & Clinics")

Disclaimer

This guide provides general information based on publicly available sources and should not be considered legal advice. Hiring policies and background check requirements may change. Always verify current requirements directly with University of Utah Hospital Human Resources. Salary data based on 2024-2025 Glassdoor, Indeed, and Salary.com reports actual compensation varies by experience, position, shift, and department. Individual hiring outcomes depend on specific circumstances including conviction details, time elapsed, rehabilitation evidence, position applied for, and current regulatory requirements. Utah employment law and expungement eligibility should be verified with legal counsel. University of Utah, University of Utah Hospital, U of U Health names used for informational purposes. FelonFriendlyJobsNow.com makes no warranties about employment outcomes and recommends consulting employment attorneys for case-specific advice.