Quick Answer

Yes, Vanderbilt University Medical Center (VUMC) hires individuals with felony convictions for non-licensed support positions. As Nashville premier academic medical center and Middle Tennessee largest private employer with 28,000+ employees, VUMC conducts high-volume hiring creating opportunities for qualified candidates. However, healthcare employment heavily regulated with critical barriers. Mandatory OIG Exclusion List (LEIE) screening permanently bars individuals convicted of healthcare fraud, patient abuse, or felony controlled substance crimes from working at any Medicare/Medicaid billing facility including VUMC. VUMC requires disclosure of ALL criminal convictions (not just felonies) with individualized review for concerning findings. Mandatory pre-employment drug screening for clinical and many support positions. Tennessee does not have ban-the-box law for private employers.

Best entry points: Environmental Services ($14-$18/hr), Food Services ($14-$17/hr), Patient Transport ($15-$19/hr), Central Sterile Processing ($16-$20/hr) where clinical licensure not required. As nonprofit academic institution affiliated with Vanderbilt University, VUMC maintains high standards while providing individualized assessment for criminal history. Employment conditional upon passing comprehensive background check, OIG/SAM/FACIS screening, drug test, and position-specific requirements.

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 Overview

11. Frequently Asked Questions

12. Disclaimer

Felon-Friendly Scorecard

Eligibility Checklist

CRITICAL: Before applying to VUMC, verify eligibility and understand comprehensive disclosure requirements:

• Check OIG Exclusion List (LEIE) FIRST: Visit https://exclusions.oig.hhs.gov and search your name. If listed, you CANNOT work at VUMC or any Medicare/Medicaid billing facility—this is federal law. OIG exclusions result from healthcare fraud, patient abuse/neglect, felony controlled substance convictions, certain licensing actions. Exclusions last minimum 5 years, often longer. VUMC screens all workforce members against sanction databases monthly. If excluded, do not apply until exclusion ends and reinstatement obtained.

  
  

• Understand Full Disclosure Requirement: VUMC requires disclosure of ALL criminal convictions not just felonies, not just recent offenses. Must disclose misdemeanors, traffic offenses (DUI, reckless driving), old convictions, everything. Failure to disclose = automatic disqualification regardless of offense nature. VUMC conducts comprehensive verification. Be 100% honest and complete.

  
  

• Pass Mandatory Drug Screening: Drug screening required for clinical positions and many support roles. Tests for marijuana (illegal in Tennessee), cocaine, opiates, amphetamines, PCP, and others. Failed test = disqualification. Healthcare workers access medications and vulnerable patients sobriety non-negotiable. If currently using, do not apply until clean.

  
  

• Prepare for Individualized Review: VUMC policy provides opportunity to explain concerning findings. If criminal history identified, you will be contacted to "have an opportunity to provide documentation, context, mitigating circumstances, and any other information relevant." Prepare concise explanation, rehabilitation evidence, character references.

  
  

• No Patient Abuse/Healthcare Fraud: Any conviction involving abuse, neglect, or exploitation of patients, elderly, or vulnerable persons creates near-automatic barriers. Healthcare fraud (billing fraud, false claims) similarly problematic. Such convictions often result in OIG exclusion and state healthcare registry bars.

  
  

• Consider Position Applied For: Non-licensed support positions (EVS, Food Services, Transport) have lower barriers than clinical positions requiring Tennessee state licensing (CNA, LPN, RN) where state boards independently evaluate criminal history.

Critical Regulatory Information

IMPORTANT: VUMC operates under extensive federal healthcare regulations and maintains comprehensive background screening as academic medical institution.

OIG Exclusion List (LEIE) - Permanent Bar

Office of Inspector General maintains List of Excluded Individuals/Entities (LEIE) per Social Security Act Section 1128. Individuals on LEIE cannot participate in federal healthcare programs (Medicare, Medicaid, CHIP). Since VUMC bills these programs, cannot employ excluded individuals in ANY capacity clinical or non-clinical, direct patient care or support services. Mandatory exclusions (minimum 5 years) result from: Medicare/Medicaid fraud conviction; Patient abuse/neglect conviction; Felony healthcare fraud; Felony controlled substance conviction. VUMC screens all workforce members against sanction databases monthly discovered exclusion after hire results in immediate termination. Check https://exclusions.oig.hhs.gov BEFORE applying.

VUMC Full Disclosure Requirement

VUMC policy specifically requires disclosure of ALL criminal convictions, charges, and findings. Unlike employers limited by state law or FCRA time limits, VUMC asks about complete criminal history regardless of offense age, type, or disposition. Must disclose: All felony convictions regardless of age; All misdemeanor convictions; DUI, DWI, traffic offenses; Deferred adjudications, probation, diversion programs; Pending charges. Failure to disclose any item = automatic disqualification when discovered during verification. VUMC verifies disclosed information comprehensively dishonesty considered worse than the underlying offense.

Individualized Review Process

VUMC policy states: "In the event of any finding of potential concern, you will be contacted to have an opportunity to provide documentation, context, mitigating circumstances, and any other information relevant for the review to determine your fitness for the specific position." This individualized review considers: Nature and gravity of offense; Time elapsed since conviction; Relationship to position duties; Evidence of rehabilitation; Current circumstances. Prepare comprehensive rehabilitation documentation before applying.

Drug Screening Requirements

Drug screening required for students and staff in clinical service lines and many support positions. Tennessee classifies marijuana as illegal (no recreational or medical program)—marijuana positive = disqualification. Tests include cocaine, opiates, amphetamines, PCP, benzodiazepines. Healthcare workers access controlled substances and vulnerable patients. Failed drug test = disqualification. Random testing may occur post-hire in clinical areas.

Tennessee Employment Law

Tennessee does not have ban-the-box law for private employers VUMC can ask about criminal history on applications. Tennessee does not have statewide expungement for most felonies (limited diversion expungements available). FCRA 7-year limit applies to consumer reporting agency reports for non-conviction information, but VUMC direct disclosure requirement asks about all convictions regardless of age. Tennessee nursing board reviews criminal history for all licensed positions.

Company Overview

Vanderbilt University Medical Center (VUMC) is Nashville premier academic medical center and one of nation leading healthcare, research, and medical education institutions. Located in Nashville, Tennessee, VUMC operates at global crossroads of teaching, discovery, and patient care, attracting patients, researchers, and students from around the world. With 28,000+ employees (called "workforce members"), VUMC is Middle Tennessee largest private employer, providing employment opportunities across clinical care (nursing, allied health, physician specialties), research (basic science, clinical trials, translational research), graduate medical education (residency and fellowship programs), administration, information technology, facilities management, environmental services, food services, and support operations. VUMC has been named one of "America Best Large Employers" by Forbes multiple years running, reflecting commitment to employee experience alongside patient care excellence.

VUMC separated from Vanderbilt University in 2016, becoming independent nonprofit corporation while maintaining close academic affiliation. This separation created distinct employment systems VUMC and Vanderbilt University now operate separate HR processes, though partnerships continue in research and education. Medical center includes Vanderbilt University Hospital (adult acute care, Level I trauma center), Monroe Carell Jr. Children Hospital at Vanderbilt (one of nation leading pediatric hospitals), Vanderbilt Psychiatric Hospital (mental health and addiction services), Vanderbilt Stallworth Rehabilitation Hospital (physical rehabilitation), and expanding network of outpatient clinics, ambulatory surgery centers, urgent care facilities, and regional locations across Middle Tennessee including Lebanon, Tullahoma, Murfreesboro, and numerous community practices. VUMC consistently ranks among nation top hospitals by U.S. News & World Report with multiple specialty programs ranked in top 20-50 nationally including cancer, cardiology, orthopedics, and urology.

As academic medical center, VUMC trains future physicians, nurses, and healthcare professionals through Vanderbilt University School of Medicine (consistently ranked among nation top 20), School of Nursing (top 10 nationally), and numerous graduate and certificate programs. This educational mission brings significant federal research funding requiring strict compliance with federal regulations including healthcare exclusion screening. VUMC research enterprise generates over $700 million annually in sponsored research, contributing to medical breakthroughs and clinical innovations. Mission to "advance health and wellness through preeminent programs in patient care, education, and research" drives institutional culture emphasizing excellence, innovation, and integrity in all operations from groundbreaking research to environmental services supporting patient care environments.'

Company Fast Facts

Employees: 28,000+ workforce members; Hospitals: Adult hospital, Children Hospital, Psychiatric Hospital, Rehabilitation Hospital;

Location: Nashville, Tennessee (main campus) plus regional facilities; Status: Independent nonprofit (separated from Vanderbilt University 2016);

Ranking: Top 20 U.S. News Best Hospitals; Multiple Top 50 specialty programs;

Research: Major NIH-funded research institution; Forbes: Named "America Best Large Employers" multiple years; Military Friendly: Yes;

Job Families: Nursing, Allied Health, Research, Support Services, Administration, IT, Facilities.

Hiring Policy Analysis

VUMC maintains comprehensive background screening for all positions reflecting academic medical center standards and federal healthcare compliance requirements. Policy requires disclosure of all criminal convictions with individualized review of concerning findings. Company screens OIG/SAM/FACIS exclusion databases, conducts criminal background verification, requires drug screening for applicable positions, verifies employment and education history.

High-volume healthcare employer creates significant hiring needs across all departments and facilities.

With 28,000+ workforce and typical healthcare industry turnover rates (particularly elevated in entry-level support positions averaging 25-40% annually), VUMC fills thousands of positions each year through continuous recruitment efforts. Environmental Services, Food Services, Patient Transport, Central Sterile Processing, Facilities Management experience particularly high turnover creating regular openings accessible to new applicants.

Academic medical center culture distinctively values giving qualified candidates fair opportunity while maintaining rigorous patient safety standards reflected in individualized review process where candidates can explain circumstances rather than facing automatic exclusion. VUMC talent acquisition team conducts virtual and in-person hiring events throughout year specifically designed to connect candidates with opportunities matching their qualifications.

Position-Specific Barriers

Available Positions and Pay

Pay data from 2024-2025 Glassdoor, Indeed, PayScale for VUMC and Nashville healthcare market. Ranges vary by experience, shift, department.

Career Path Examples

Support Services Track: EVS/Food Services ($14-$17/hr) → Senior EVS Technician/Lead ($16-$20/hr) → EVS Supervisor ($40K-$50K annually) → EVS Manager ($50K-$65K annually) → Director of Support Services ($70K-$90K annually).

Timeline: 5-8 years for supervisor level, 10+ years for director. This track allows meaningful career advancement without obtaining clinical licenses—progression based on demonstrated performance, leadership capability, and operational management skills rather than state board approval of criminal history. VUMC values promoting from within, and internal candidates with established positive employment records have advantages over external applicants.

Clinical Support Track: EVS → Patient Transport ($15-$19/hr) → Patient Care Attendant ($14-$18/hr) → CNA Certification (Tennessee Board of Nursing reviews criminal history for approval) → CNA ($15-$20/hr) → LPN School (12-18 month program, board approval required) → LPN ($22-$30/hr) → RN Bridge Program (ASN or BSN completion, 2-4 years) → RN ($28-$45/hr).

Timeline: 6-12 years depending on education pace and licensing approvals.

Critical consideration: Each licensed step (CNA, LPN, RN) requires Tennessee Board of Nursing approval of criminal history—separate from VUMC hiring decision. Tennessee nursing board has independent authority over license issuance with standards that may differ from employer hiring practices. Research specific board requirements and approval processes before investing significant time and resources in clinical education programs.

Background Check Process

What VUMC Checks: OIG/SAM/FACIS exclusion database screening (monthly ongoing); Criminal history verification (county, state, federal); Employment history verification; Education verification; Professional license verification (clinical positions); Drug screening (clinical and many support positions); Social media review (per VUMC policy mentions for some roles).

Timeline: 5-14 business days depending on position complexity and verification requirements.

Disqualifying Factors

Automatic Disqualification: OIG Exclusion (LEIE)—permanent bar until exclusion removed; Failed drug screening; Dishonesty on application/disclosure (failure to disclose convictions).

Near-Automatic: Healthcare fraud convictions; Patient abuse, neglect, or exploitation; Felony controlled substance convictions; Sexual offenses against patients or vulnerable persons.

High Scrutiny: Recent violent crimes (within 7 years); Theft from patients, elderly, healthcare settings; Financial crimes involving vulnerable persons; Multiple felonies; Drug trafficking.

Individualized Review: Old convictions (10+ years) with rehabilitation; Non-violent property crimes unrelated to healthcare; Drug possession (not trafficking) with treatment; DUI/DWI; Single incidents with strong rehabilitation evidence.

Your Rights as Applicant

FCRA: Written consent before background check; Pre-adverse action notice with report copy; 5 business days to dispute inaccuracies; Adverse action notice if denied; Right to free copy of report.

EEOC: Individualized assessment for non-excluded offenses; Green Factors evaluation; Cannot deny solely on conviction without job-relatedness analysis.

VUMC Individualized Review: Right to provide documentation, context, mitigating circumstances for concerning findings before final decision.

Tennessee: Limited expungement options; No ban-the-box for private employers; State licensing boards have independent authority over licensed positions.

Application Strategy

1. Check OIG Exclusion FIRST: Visit https://exclusions.oig.hhs.gov before applying. If listed, do not apply until exclusion ends and reinstatement obtained—saves time and avoids negative record.

   
   

2. Disclose EVERYTHING: VUMC requires full disclosure of all convictions. Prepare complete list including misdemeanors, traffic offenses, old cases. Failure to disclose = automatic disqualification when discovered. Honesty essential.

   
   

3. Target Non-Licensed Support Positions: Apply for EVS, Food Services, Central Sterile, Storekeeper where clinical licensure not required. These positions do not require Tennessee nursing board approval.

   
   

4. Prepare Individualized Review Documentation: Gather rehabilitation evidence before applying: stable employment history, education certificates, treatment completion documentation, character references from employers/community leaders. Ready to submit if contacted about concerning findings.

   
   

5. Pass Drug Test: Ensure completely drug-free before applying. Tennessee does not permit marijuana. Test typically within days of conditional offer. Cannot reschedule or delay.

   
   

6. Be Brief and Factual in Explanations: If asked about convictions, provide concise explanation: what happened, acceptance of responsibility, what changed, evidence of rehabilitation. Do not make excuses or minimize.

   
   

7. Research Specific Position Requirements: Some positions may have additional requirements (security clearance for certain research, driving record for transport). Understand position-specific requirements.

   
   

8. Apply During High-Volume Periods: Healthcare hiring peaks after holidays and during expansion. Watch vumc.org/careers for hiring events. Multiple applications across facilities increase opportunities.

Tips for Applicants with Records

1. Full Disclosure Non-Negotiable: VUMC asks about all convictions—honesty more important than having clean record. Discovered dishonesty = automatic rejection. Disclosed convictions get individualized review.

   
   

2. Academic Medical Center Culture: VUMC as academic institution values rehabilitation, second chances, individual circumstances. Individualized review process demonstrates commitment to fair assessment rather than blanket exclusions.

   
   

3. Start Support Services, Build Track Record: EVS/Food Services entry allows proving reliability. Internal advancement where record already known and employment history positive creates stronger position than external applications.

   
   

4. Licensed Positions Require Board Approval: CNA, LPN, RN require Tennessee Board of Nursing approval separate from VUMC hiring. Board standards may differ from employer. Research board requirements before pursuing clinical education.

   
   

5. Middle Tennessee Largest Private Employer: With 28,000+ employees and ongoing growth, VUMC hiring needs create continuous opportunities. Multiple facilities (Nashville main campus, Lebanon, Tullahoma, outpatient clinics) increase options.

Benefits Overview

Compensation: $13-$45/hour depending on position and experience; Competitive Nashville healthcare market pay; Shift differentials (evenings, nights, weekends); Overtime opportunities.

Health Insurance: Medical, dental, vision coverage; Multiple plan options; Family coverage; Prescription drug coverage; Mental health services.

Retirement: 403(b) retirement plan with employer match; Pension plan for eligible employees; Long-term savings options.

Education: Tuition assistance programs; Vanderbilt course access; Professional development; Certification support; Clinical ladder programs for nursing.

Paid Time Off: Vacation, sick leave, paid holidays; Paid parental leave; Personal days.

Career Development: Internal advancement opportunities; Training programs; Leadership development; Transfer between departments and facilities.

Employee Perspectives

Pros: Academic medical center prestige; Comprehensive benefits package; Tuition assistance for education; Career advancement opportunities; Job stability as largest private employer; Research and innovation environment; Multiple facilities for transfers; Forbes "Best Large Employers" recognition.

Cons: Comprehensive background screening; Full disclosure requirement for all convictions; Mandatory drug testing; High-stress healthcare environment; Academic standards expectations; Entry-level pay competitive but not highest in Nashville market.

Frequently Asked Questions

1. Does VUMC hire people with felonies?

   Yes, VUMC hires individuals with felonies for non-licensed support positions subject to passing background check, OIG exclusion screening, drug test, and individualized review. Critical exception: OIG Exclusion List creates permanent bar—if listed, cannot work at VUMC. VUMC requires disclosure of ALL convictions (not just felonies) and provides individualized review for concerning findings. Old convictions (10+ years) unrelated to healthcare, patient safety, or fraud evaluated based on circumstances, rehabilitation evidence, and position requirements.

   
   

2. What is the background check process?

   VUMC conducts comprehensive healthcare background screening: OIG/SAM/FACIS exclusion databases (monthly ongoing); criminal history verification; employment/education verification; drug screening for clinical and many support positions; professional license verification for clinical roles; social media review for some positions. VUMC requires full disclosure of all convictions on application/disclosure forms before background check conducted. Timeline 5-14 days depending on position.

   
   

3. How far back does the background check go?

   VUMC requires disclosure of ALL criminal convictions regardless of age. Unlike employers following FCRA 7-year guidelines, VUMC asks about complete history including old convictions, misdemeanors, traffic offenses. OIG exclusions remain until formally removed (minimum 5 years). Individualized review considers time elapsed as factor, but all convictions must be disclosed. Failure to disclose = automatic disqualification.

   
   

4. What types of convictions make hiring difficult?

   Automatic bars: OIG Exclusion; Failed drug test; Dishonesty (failure to disclose). Near-automatic: Patient abuse/neglect; Healthcare fraud; Felony drug convictions; Sexual offenses against vulnerable persons. High scrutiny: Recent violent crimes; Theft from patients/elderly; Financial crimes against vulnerable; Drug trafficking. Individual review: Old convictions with rehabilitation; Non-violent property crimes; Drug possession with treatment; DUI.

   
   

5. What are the best entry-level roles for applicants with records?

   Environmental Services (EVS) ($14-$18/hr) most accessible—hospital housekeeping requires OIG clearance, drug test, and full disclosure but not clinical license. Food Services ($14-$17/hr) patient meals and cafeteria. Storekeeper/Receiving ($15-$19/hr) supply management. Central Sterile Processing ($16-$20/hr) instrument sterilization with training. Patient Transporter ($15-$19/hr) involves patient contact but no license.

   
   

6. Does VUMC drug test?

   Yes, drug screening required for clinical positions and many support roles. Tennessee classifies marijuana as illegal—positive test = disqualification even with out-of-state medical card. Tests for cocaine, opiates, amphetamines, PCP, benzodiazepines. Failed test = disqualification with no retest. Random testing may occur post-hire. Prescription medications must be disclosed with valid documentation.

   
   

7. When does VUMC ask about criminal history?

   Tennessee does not have ban-the-box law for private employers. VUMC requires disclosure of all criminal convictions on application/disclosure forms. Full disclosure expected before background check conducted. Dishonesty or omission discovered during verification = automatic disqualification regardless of underlying offense nature.

   
   

8. Can someone advance to clinical positions with a felony?

   Possible but requires Tennessee licensing board approval. Path: Start non-clinical (EVS/Food Services) → Prove reliability → Obtain CNA certification (Tennessee Board of Nursing reviews history) → Work as CNA → Pursue LPN/RN education → Board approval for nursing license. Tennessee nursing board has independent authority—standards may differ from VUMC hiring. Research board requirements before investing in clinical education.

   
   

9. How long does the hiring process take?

   Standard: Application with full disclosure → Phone screening → Interview (1-2 weeks) → Conditional offer → Background check/drug test/verification (5-14 days) → Individualized review if needed → Final decision → Onboarding. Total 3-5 weeks for non-licensed positions. Licensed positions requiring state verification may take longer.

   
   

10. What can applicants do to improve chances?

    Check OIG status at https://exclusions.oig.hhs.gov FIRST; Disclose ALL convictions completely and honestly (dishonesty worse than conviction); Target non-licensed support positions; Prepare rehabilitation documentation before applying; Ensure completely drug-free; Provide concise, factual explanations if asked about history; Apply to multiple VUMC facilities (Nashville, Lebanon, Tullahoma); Consider timing during expansion periods.

Alternative Second Chance Healthcare Employers in Nashville

Conclusion

Vanderbilt University Medical Center offers legitimate Second Chance opportunities in non-licensed support positions for candidates not excluded from federal healthcare programs. As Middle Tennessee largest private employer with 28,000+ workforce and academic medical center mission, VUMC combines high-volume hiring needs with individualized assessment approach reflecting institutional commitment to fair opportunity.

Critical first step: Check OIG Exclusion List (LEIE) at https://exclusions.oig.hhs.gov BEFORE applying. If listed, cannot work at any Medicare/Medicaid billing facility including VUMC—this is federal law. Healthcare fraud, patient abuse, felony controlled substance convictions often result in OIG exclusion requiring waiting until exclusion period ends before any healthcare employment possible.

Key difference from many employers: VUMC requires disclosure of ALL criminal convictions regardless of age, including misdemeanors and traffic offenses. This full disclosure requirement means honesty absolutely essential—discovered dishonesty results in automatic disqualification regardless of underlying offense. However, VUMC provides individualized review opportunity allowing candidates to explain circumstances, provide rehabilitation evidence, and receive fair assessment rather than automatic rejection.

Best paths for Second Chance applicants: Environmental Services (EVS) ($14-$18/hr) offers highest accessibility—hospital housekeeping and sanitization work requires OIG clearance and drug test but not clinical license, involves limited direct patient contact, and experiences high turnover creating continuous openings. Food Services ($14-$17/hr) involves patient meal preparation and cafeteria operations with food safety training. Storekeeper/Receiving ($15-$19/hr) manages medical supplies and inventory. Central Sterile Processing ($16-$20/hr) sterilizes surgical instruments requiring attention to detail and technical training but no clinical license. Patient Transport ($15-$19/hr) involves more patient contact but remains accessible non-licensed position. These entry-level positions allow demonstrating reliability, work ethic, and institutional knowledge for potential internal advancement where criminal record already known and positive employment history established.

Success factors: Verify not OIG-excluded at https://exclusions.oig.hhs.gov before applying—this single step determines whether healthcare employment possible; Disclose all convictions completely and honestly following VUMC full disclosure requirement—discovered dishonesty creates worse outcome than actual conviction; Prepare comprehensive rehabilitation documentation before applying including stable employment history, education certificates, treatment program completions, character references from employers or community leaders; Ensure completely drug-free for mandatory testing (marijuana illegal in Tennessee regardless of other states medical programs); Target non-licensed support positions initially where clinical licensure not required; Provide concise, factual, non-defensive explanations if asked about criminal history during individualized review; Understand licensed clinical positions (CNA, LPN, RN) require Tennessee Board of Nursing approval separate from VUMC hiring decision with potentially different standards.

Apply Now at vumc.org/careers or vumc.wd1.myworkdayjobs.com

Disclaimer

This guide provides general information and should not be considered legal advice. Healthcare employment regulations complexconsult attorneys for case-specific guidance. OIG exclusion creates federal bar beyond VUMC discretion. VUMC specific policies may change. Tennessee licensing board requirements apply to clinical positions. Salary data from 2024-2025 Glassdoor/Indeed reports may vary by position, experience, department. Individual outcomes depend on criminal history specifics, OIG status, drug test results, disclosure completeness, position requirements. VUMC and Vanderbilt names used for informational purposes. FelonFriendlyJobsNow.com makes no warranties about employment outcomes.