Quick Answer

Yes, Yale-New Haven Health hires individuals with felony convictions for many positions. Yale-New Haven Health is Connecticut's largest and most comprehensive healthcare system, consisting of five hospitals, a physician foundation, and dozens of outpatient locations with approximately 29,500+ employees across Connecticut and Rhode Island. Employment decisions are conditional upon passing a background check and are subject to Fair Chance Hiring principles, EEOC guidelines, and Connecticut's Ban the Box law.

The law prohibits companies from having a blanket policy excluding all felons. Instead, they must conduct an individualized assessment of the conviction to determine if it is job-related and consistent with business necessity. YNHH's documented policy confirms they follow this approach with a Pre-Employment Review Committee.

Critical Healthcare Consideration: The greatest barriers are created by convictions subject to mandatory OIG exclusion including patient abuse or neglect (mandatory OIG exclusion from federal healthcare programs), healthcare fraud or theft (federal mandatory exclusion and handling of patient information/billing), and drug-related felonies (mandatory OIG exclusion for controlled substance convictions and access to medications). Recent offenses within the past 2-3 years face the highest scrutiny regardless of type.

Entry-level environmental services, food service, patient transport, and non-patient-facing administrative support offer the most accessible opportunities for Second Chance applicants due to high volume hiring needs, limited patient contact, and positions that don't require access to controlled substances or sensitive patient information.

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

Yes, Yale-New Haven Health hires individuals with felony convictions for many positions. Yale-New Haven Health is Connecticut's largest and most comprehensive healthcare system, consisting of five hospitals, a physician foundation, and dozens of outpatient locations with approximately 29,500+ employees across Connecticut and Rhode Island. Employment decisions are conditional upon passing a background check and are subject to Fair Chance Hiring principles, EEOC guidelines, and Connecticut's Ban the Box law.

The law prohibits companies from having a blanket policy excluding all felons. Instead, they must conduct an individualized assessment of the conviction to determine if it is job-related and consistent with business necessity. YNHH's documented policy confirms they follow this approach with a Pre-Employment Review Committee.

Critical Healthcare Consideration: The greatest barriers are created by convictions subject to mandatory OIG exclusion including patient abuse or neglect (mandatory OIG exclusion from federal healthcare programs), healthcare fraud or theft (federal mandatory exclusion and handling of patient information/billing), and drug-related felonies (mandatory OIG exclusion for controlled substance convictions and access to medications). Recent offenses within the past 2-3 years face the highest scrutiny regardless of type.

Entry-level environmental services, food service, patient transport, and non-patient-facing administrative support offer the most accessible opportunities for Second Chance applicants due to high volume hiring needs, limited patient contact, and positions that don't require access to controlled substances or sensitive patient information.

Eligibility Checklist

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

• OIG Exclusion Check: Must verify you are not on the OIG exclusion list at oig.hhs.gov/exclusions. Healthcare employers are legally prohibited from hiring excluded individuals for any position that could bill federal healthcare programs.

  
  

• No Blanket Exclusion: Must be aware that the company is not allowed to automatically exclude you solely for being a felon (for non-OIG-excluded offenses). EEOC guidelines and Connecticut law require individualized assessment.

  
  

• Job-Related Assessment: Must be prepared for the company to evaluate whether your felony is related to the job duties using the Green Factors (nature of crime, time elapsed, nature of job) through their Pre-Employment Review Committee.

  
  

• Physical Requirements: Must be able to perform physically demanding work including standing for extended periods, walking hospital corridors, lifting up to 50 pounds, pushing/pulling equipment, and working in various environments.

  
  

• Honesty is Paramount: Must be completely honest about your criminal record when asked (after conditional offer). YNHH policy explicitly states that material misrepresentation makes candidates ineligible for hire.

  
  

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

Critical Regulatory Information

Yale-New Haven Health operates under extensive federal and state healthcare regulations that directly impact hiring decisions for individuals with criminal records. Understanding these regulations is critical because certain convictions result in mandatory exclusion from employment in any capacity that could bill federal healthcare programs. However, Connecticut's Ban the Box law and YNHH's documented fair chance hiring practices provide significant protections for applicants with non-disqualifying records.

EEOC Guidelines

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

(1) Nature and gravity of the offense;

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

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

FCRA Requirements

YNHH uses HireRight as their third-party background check vendor 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 reasonable time (7 days per YNHH policy) to dispute inaccuracies;

(3) Provide final adverse action notice if decision stands after review. The hiring department must hold the position open during the dispute period.

State-Specific Considerations

Connecticut's Ban the Box law (effective January 2017) prohibits employers from asking about criminal history on initial employment applications. YNHH explicitly follows this practice their policy states they do not ask about arrests or convictions on applications and inquire about criminal convictions only after extending a conditional offer of employment. Employers must also consider pardoned and erased records as if they never occurred. If an employer rejects an applicant based on criminal history, they must provide written notice stating the evidence and reasons for rejection.

Healthcare-Specific Considerations

The Office of Inspector General (OIG) maintains the List of Excluded Individuals/Entities (LEIE). Mandatory exclusions apply to: Medicare/Medicaid fraud convictions; patient abuse or neglect; felony convictions for healthcare-related fraud, theft, or financial misconduct; and felony convictions for unlawful manufacture, distribution, prescription, or dispensing of controlled substances. Exclusion periods range from 5 years (first offense) to permanent (third offense). Healthcare employers who hire excluded individuals face civil monetary penalties up to $10,000 per item/service and loss of federal program participation. YNHH must verify all employees against the LEIE before hire and periodically during employment.

Company Overview

Yale-New Haven Health is Connecticut's largest and most comprehensive healthcare system, founded in 1826 as the General Hospital Society of Connecticut, now consisting of five acute-care hospitals, a physician foundation, and dozens of outpatient locations serving from Westchester County, New York, to Westerly, Rhode Island. Headquartered in New Haven, Connecticut, the system operates as a nonprofit health system affiliated with Yale University and Yale School of Medicine, providing comprehensive, integrated, family-focused care in more than 100 medical specialties. The organization employs approximately ~29,500-31,000 workers across facilities in Connecticut and Rhode Island with five hospitals and 20+ urgent care locations.

As the second-largest employer in Connecticut, Yale-New Haven Health System has been recognized as one of the nation's top employers by AARP, Working Mother, Essence, and Family Digest magazines. Yale New Haven Hospital alone is a 1,541-bed tertiary medical center ranked among the best hospitals in the United States by U.S. News & World Report and the #1 children's hospital in Connecticut. The system has been expanding, recently receiving approval to acquire three hospitals from Prospect Medical Holdings, which would add approximately 4,400 employees.

Organization Fast Facts

• Founded: 1826 (New Haven, Connecticut)

• Headquarters: New Haven, Connecticut

• Employees: ~29,500-31,000

• Industry Rank: Largest healthcare system in Connecticut; #4 largest hospital in the U.S. (Yale New Haven Hospital)

• Operations: Connecticut and Rhode Island with five hospitals and 20+ urgent care locations

• Structure: Independent nonprofit (affiliated with Yale University)

• CEO/President: Christopher M. O'Connor (President and CEO)

• Business Model: Nonprofit academic medical center and health system

• Recognition: U.S. News & World Report Best Hospitals; Joint Commission Accredited; Magnet-designated nursing; Top Employer USA

Hiring Policy Analysis

Yale-New Haven Health follows a documented fair chance hiring approach. Their policy explicitly states: 'A record of criminal or motor vehicle conviction does not preclude employment.' The organization does not ask about arrests or convictions on employment applications and inquires about criminal history only after extending a conditional offer. When background check results require review, the candidate's application is referred to a Pre-Employment Review Committee for individualized assessment. This committee considers factors including the nature of the offense and its relationship to the position, the degree of rehabilitation demonstrated, and the length of time elapsed since conviction. YNHH uses HireRight as their third-party background check vendor and provides candidates with adverse action notices and dispute rights as required by FCRA. Employee testimonials indicate that the organization does hire people with criminal backgrounds when they are honest about their history, though experiences vary by position and hiring manager.

Position-Specific Barriers

Barrier levels in healthcare are determined by patient contact level, access to medications and controlled substances, access to protected health information (PHI), financial responsibilities, and OIG exclusion requirements.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, ZipRecruiter, and company postings. Actual compensation varies by location, shift, experience, and department. YNHH pays above-average for support roles compared to industry standards.

Career Path Examples

Yale-New Haven Health emphasizes internal career development and offers multiple pathways for advancement, supported by tuition reimbursement and professional development programs.

Environmental Services Track: Environmental Services Aide ($18-$22/hr) → Lead Housekeeper ($22-$25/hr) → Environmental Services Supervisor ($25-$30/hr) → Department Manager ($27-$34/hr). Progression typically requires 2-3 years at each level with demonstrated leadership.

Food Services Track: Dietary Aide ($15-$17/hr) → Food Service Associate ($20-$23/hr) → Lead Cook ($23-$26/hr) → Food Services Supervisor ($26-$30/hr). Culinary certifications and food safety training support advancement.

Patient Support Track: Patient Transporter ($23-$26/hr) → Lead Transporter ($26-$29/hr) → Patient Services Coordinator ($28-$32/hr) → Support Services Manager ($27-$36/hr). Strong customer service and reliability drive progression.

Background Check Process

Understanding Yale-New Haven Health's background check process helps you prepare mentally and practically for what to expect. The organization conducts background checks after extending a conditional job offer, which means you'll have the opportunity to interview and demonstrate your qualifications before your criminal history is reviewed. YNHH uses HireRight for background screening and has a documented Pre-Employment Review Committee process for cases requiring individualized assessment.

What They Check: Criminal history (felonies and misdemeanors) at county, state, and federal levels; Sex offender registry search; Identity verification through SSN trace and address history; Employment history verification; Education verification; OIG/LEIE exclusion list search (mandatory for all healthcare positions); Drug screening for applicable positions.

Lookback Period: Standard 7-year lookback for most criminal history per FCRA guidelines. OIG exclusions have no time limit—mandatory exclusions last minimum 5 years with potential for permanent exclusion. Connecticut follows FCRA standards without additional state-specific time limitations for criminal checks.

Timeline: Background checks typically take 1-2 weeks to complete. Employee reports indicate the entire hiring process from application to start date generally ranges from 2-4 weeks depending on position complexity and volume of applicants. OIG verification is ongoing throughout employment.

Process Flow: Application submitted → Interview conducted → Conditional offer extended → Background check authorization signed → HireRight conducts check including OIG verification → Results reviewed (Pre-Employment Review Committee if needed) → Final hiring decision made → Pre-adverse or adverse action notice if applicable (7-day dispute window) → Start date confirmed.

Disqualifying Factors

Automatic Disqualification (OIG Mandatory Exclusion): Patient abuse or neglect convictions (mandatory OIG exclusion); Healthcare fraud including Medicare/Medicaid fraud (mandatory exclusion); Felony convictions for controlled substance manufacture, distribution, or dispensing (mandatory exclusion); Violent felonies including assault, battery, or weapons charges; Sexual offenses; Theft, fraud, or embezzlement particularly involving healthcare or vulnerable populations.

Lower Risk (Individualized Assessment): Non-violent offenses older than 7 years unrelated to healthcare; Minor drug possession (especially marijuana, though substance-related offenses face extra scrutiny); Traffic violations for non-driving positions; Offenses that have been pardoned or erased under Connecticut law. All assessments are individualized per EEOC guidelines and Connecticut law.

Your Rights as Applicant

• Connecticut Ban the Box: Criminal history cannot be asked on initial applications. YNHH explicitly follows this practice and only inquires after conditional offer.

  
  

• 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.

  
  

• Pre-Adverse Action Notice: Before a final decision, you must receive notice with a copy of the report and a summary of your rights. YNHH policy requires 7-day dispute window.

  
  

• Pardoned/Erased Records: Connecticut law requires employers to treat pardoned and erased records as if they never occurred. Such records cannot be used against you.

Application Strategy

1. Verify OIG Exclusion Status First: Before investing time in applications, check the OIG exclusion list at oig.hhs.gov/exclusions. If you're excluded, healthcare employment is not currently possible. If you're not excluded, proceed with confidence.

   
   

2. Target Non-Clinical Support Roles: Focus on environmental services, food service, dietary aide, laundry services, and other non-patient-facing support roles which have the lowest barriers and highest volume hiring needs. These roles offer the best opportunity to get your foot in the door. Avoid nursing, pharmacy, patient care associate, and any position requiring medication access or direct patient care initially.

   
   

3. Apply Online: Submit your application through https://www.ynhhs.org/careers or https://jobs.ynhhs.org. YNHH participates in hiring events and partners with workforce development programs in the New Haven area. Consider connecting with local reentry programs that may have relationships with the health system. Current employees can provide referrals.

   
   

4. Leverage Ban the Box Protection: Connecticut law and YNHH policy allow you to interview and demonstrate qualifications before criminal history is discussed. Focus on showcasing your skills and reliability during the interview.

   
   

5. Be Completely Honest After Conditional Offer: Never lie about your criminal history. YNHH explicitly states that material misrepresentation makes candidates ineligible for hire and can result in termination if discovered later.

   
   

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

   
   

7. Document Rehabilitation: Gather evidence of positive changes since your conviction: completion of treatment programs, educational certificates, vocational training, stable housing, community involvement, and references.

   
   

8. Research Expungement: Connecticut allows expungement of certain convictions including cases dismissed, nolled, acquitted, or pardoned. Expunged records cannot be legally considered by employers. Contact Connecticut Legal Services or your local public defender's office for assistance with expungement eligibility.

Tips for Applicants with Records

1. Healthcare Offers Strong Compensation: Healthcare support positions pay above average. Environmental services ($18-$22/hr) and food service ($20-$23/hr) at YNHH pay better than comparable retail or hospitality positions. Benefits are comprehensive.

   
   

2. Start Entry-Level, Advance Within: Many successful careers at Yale-New Haven Health begin in environmental services and food service roles. Prove reliability by showing up on time, working hard, and being a team player. Many supervisors and managers started in entry-level positions. The organization's tuition reimbursement program supports employees pursuing healthcare certifications and degrees.

   
   

3. Understand OIG Requirements: Research OIG exclusion requirements thoroughly before applying. If you have any healthcare-related conviction, controlled substance felony, or patient-related offense, verify your exclusion status at oig.hhs.gov/exclusions before investing time in applications. For non-disqualifying offenses, healthcare offers strong pay and benefits.

   
   

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

   
   

5. Drug Testing Awareness: If you have substance issues, address them before applying. Drug testing policies vary by position. Reports indicate some positions do not require pre-employment drug testing, while safety-sensitive and patient-care positions do. DOT-regulated positions require federal testing standards.

   
   

6. Network Through Current Employees: Current Yale-New Haven Health employees can provide referrals. YNHH has an employee referral program offering $1,000 for referrals who remain employed for six months. A personal referral can help your application stand out.

   
   

7. Be Flexible on Shifts and Locations: Willingness to work nights, weekends, holidays, or less desirable shifts increases your chances. Healthcare operates 24/7. Evening and night shifts (differentials typically $2-$4/hr extra) are often easier to obtain and may have less competition. YNHH has five hospitals plus numerous outpatient locations—flexibility expands opportunities.

   
   

8. Use Tuition Reimbursement Strategically: Once hired, leverage the $5,200/year tuition reimbursement to build healthcare credentials and expand your career options within the system.

Benefits Overview

Yale-New Haven Health offers a competitive benefits package. The organization has been recognized as a top employer and invests significantly in comprehensive benefits packages.

Compensation: Entry-level positions start at $15-$22/hr depending on role. Above-average pay for housekeeping ($20-$23/hr) and food service ($20-$23/hr) compared to industry standards. Annual raises reported by majority of employees. Overtime frequently available.

401(k) and Retirement: 401(k) retirement savings plan with employer match. Reports indicate 5-year tenure triggers enhanced matching. Both full-time and part-time employees eligible after meeting service requirements.

Health Benefits: Medical, dental, and vision insurance for full-time employees and eligible part-time employees. Health advocate services at no extra cost. Multiple plan options available.

Time Off: 21-30 days of paid vacation reported by employees based on tenure. Paid sick leave per Connecticut requirements. Paid holidays with premium pay for those who work holidays.

Additional Benefits: Life insurance ($50,000 for hourly employees at no cost); Short and long-term disability; Employee Assistance Program (EAP); Employee discount programs; On-site childcare at four locations (Bridgeport, Greenwich, New Haven, Orange).

Education Benefits: Tuition Reimbursement Program: Full-time employees eligible for up to $5,200/year; part-time up to $3,500/year. Eligible immediately upon hire. Covers associate, bachelor's, and master's degrees, approved trade schools, GED programs, and job-required certificates. Uses EdAssist for program administration.

Employee Perspectives

Pros: Good benefits package including healthcare and retirement; tuition reimbursement for career advancement; job stability with large employer; multiple locations offering flexibility; overtime availability; above-average pay for support roles; career development opportunities.

Cons: Parking can be expensive and inconvenient at some locations (shuttle required); some employees report management inconsistencies; large organization can feel impersonal; physical demands of healthcare support roles; staffing shortages in some departments; competitive and high-pressure environment.

Frequently Asked Questions

1. Does Yale-New Haven Health hire people with felonies?

   Yes, Yale-New Haven Health hires individuals with felony convictions for many positions, particularly non-clinical support roles. Their policy explicitly states that 'a record of criminal or motor vehicle conviction does not preclude employment.' However, certain convictions result in mandatory OIG exclusion from healthcare employment, including patient abuse, healthcare fraud, and drug trafficking. Best opportunities are in environmental services ($18-$22/hr), food service ($20-$23/hr), and patient transport ($23-$26/hr).

   
   

2. What is the background check process at Yale-New Haven Health?

   YNHH uses HireRight for background checks conducted after a conditional offer is extended. The check includes SSN trace, county/state/federal criminal history, sex offender registry, employment and education verification, and mandatory OIG/LEIE exclusion screening. Results requiring review go to a Pre-Employment Review Committee for individualized assessment considering offense nature, rehabilitation evidence, and time elapsed.

   
   

3. How far back does the background check go at Yale-New Haven Health—what is the lookback period?

   Standard 7-year lookback applies for most criminal history per FCRA guidelines. However, OIG exclusions have no time limit—mandatory exclusions last a minimum of 5 years and can be permanent. Connecticut follows FCRA standards without additional state limitations. Serious offenses may be considered beyond 7 years for positions involving vulnerable populations.

   
   

4. What types of convictions make hiring more difficult at Yale-New Haven Health?

   Convictions triggering mandatory OIG exclusion create absolute barriers: patient abuse/neglect, healthcare fraud, and drug trafficking/manufacturing felonies. For non-excluded offenses, violent crimes, theft, fraud, and sexual offenses face highest scrutiny. Recent offenses (within 2-3 years) are more difficult regardless of type. Non-violent, unrelated offenses older than 7 years have lowest impact.

   
   

5. What are the best entry-level roles at Yale-New Haven Health for applicants with a record?

   Environmental Services Aide ($18-$22/hr), Dietary Aide ($15-$17/hr), Food Service Associate ($20-$23/hr), Housekeeper/Porter ($20-$23/hr), and Laundry Worker positions offer lowest barriers. These roles have minimal patient contact, no medication access, and no financial responsibilities. Patient Transporter ($23-$26/hr) is moderately accessible with supervised patient contact.

   
   

6. Does Yale-New Haven Health drug test, and what kind of test do they use?

   Drug testing policies vary by position. Employee reports indicate that some non-clinical positions may not require pre-employment drug screening. However, patient care roles, safety-sensitive positions, and DOT-regulated jobs do require testing. Post-accident and reasonable suspicion testing applies across all positions.

   
   

7. When during the hiring process will Yale-New Haven Health ask about criminal history?

   Yale-New Haven Health follows Connecticut's Ban the Box law and explicitly does not ask about criminal history on employment applications. Criminal history inquiry occurs only after a conditional offer of employment has been extended. This allows applicants to demonstrate qualifications and interview successfully before background checks are conducted.

   
   

8. Can someone advance to management at Yale-New Haven Health if they have a felony?

   Yes, advancement to management is possible with a criminal record, though background scrutiny increases for supervisory roles. The organization promotes from within and offers tuition reimbursement ($5,200/year) to support career development. Success requires demonstrated reliability, strong performance, and appropriate time passage since offense. Management positions may have additional background check requirements.

   
   

9. How long does the hiring and background check process take at Yale-New Haven Health?

   Background checks typically take 1-2 weeks. The overall hiring process from application to start date ranges from 2-4 weeks depending on position and applicant volume. If background results require Pre-Employment Review Committee assessment, add 1-2 additional weeks. Positions must be held open for 7-day dispute period if adverse action is considered.

   
   

10. What can applicants do to improve their chances of getting hired at Yale-New Haven Health?

    Target non-clinical support roles (environmental services, food service, patient transport) initially. Verify you're not on the OIG exclusion list before applying. Be completely honest after conditional offer—material misrepresentation is automatic disqualification. Prepare documentation of rehabilitation. Leverage Connecticut's Ban the Box protection to interview first. Consider shift flexibility (nights/weekends have less competition). Research expungement eligibility for qualifying offenses.

Alternative Second Chance Employers

If Yale-New Haven Health doesn't work out, consider these employers known for fair chance hiring practices:

Conclusion

Yale-New Haven Health offers genuine opportunities for individuals with criminal records, particularly in entry-level environmental services, food service, and patient support roles. As Connecticut's largest healthcare system with nearly 30,000 employees and five hospitals, the organization provides a realistic pathway to stable employment. Healthcare offers strong wages and benefits for support positions, though regulatory requirements create unique considerations for applicants with records.

The work is physically demanding with extended standing, walking hospital corridors, and working in a fast-paced environment where patient safety is paramount. However, the compensation is competitive, with entry-level support roles paying $17-$26/hr, well above minimum wage. The benefits package includes comprehensive medical/dental/vision, 401(k) with match, and generous tuition reimbursement up to $5,200/year. Career advancement is real, with many supervisors and managers having started in entry-level positions.

Key Success Factors: Verify OIG exclusion status before applying. Target non-clinical support roles initially. Be completely honest about your record after conditional offer. Prepare a brief narrative about rehabilitation. Demonstrate reliability through consistent attendance. Be flexible on shifts and locations. Use tuition reimbursement to build healthcare credentials and expand career options.

Biggest Barriers: OIG-excluded offenses (patient abuse, healthcare fraud, drug trafficking), violent felonies, and theft-related crimes create the greatest challenges due to federal healthcare regulations and patient safety requirements. Clinical roles, pharmacy positions, and management face higher scrutiny than entry-level roles. However, for non-excluded offenses, individualized assessment means your specific circumstances matter.

For those ready to commit to hard work and without OIG-excluded offenses, Yale-New Haven Health can be a stepping stone to long-term career stability in healthcare. Start with environmental services or food service, prove your reliability, and use tuition reimbursement and internal advancement opportunities to grow your career.

Disclaimer

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

Inclusion in this guide does not guarantee employment. OIG exclusion requirements, background check laws, expungement procedures, and fair chance hiring requirements vary by situation and should be confirmed with legal professionals. Consult with an employment attorney or legal aid organization for specific legal advice about your situation.

Apply Now: https://www.ynhhs.org/careers