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Career Advisor Here!
I have a student interested in the medical field and looking into a CNA or Medical Assistant program. However, he/she has current DUI's on record. My question is: Would this hurt his/her chances with gaining employment after training? Being more transparent: would a hiring manager turn an applicant down for having a DUI on record? Any feedback is appreciated!
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Courtney’s Answer
Hi there! I used to work as an advisor in a university-level (BSN) nursing program and we'd get questions like this a lot. There are a few levels here -
(1) Does the school/training program have any restrictions? Many schools ask questions about criminal charges/convictions on their applications and while they don't necessarily shut the door to entry, it may slow the process down. This is generally based on self-disclosure at the point of the application. Best point of contact - admissions office, admissions counselor
(2) Beyond the school/organization's policies, does the nursing program have any such restrictions? Many nursing programs require a background check before beginning clinical coursework, so it would pop up then. Best point of contact - nursing program advisor
(3) Nurses are licensed at the state-level, so the final level to explore would be the state licensing board. Someone in the nursing program *may* be able to give you guidance on this, but I would encourage due diligence to confirm any information shared. In the past, there have been situations where unscrupulous programs haven't disclosed all the details to students, only for the students to graduate and not be able to earn their license.
(4) Assuming the student is able to gain entry to a nursing program and get their license, you may still run into employer-level restrictions or preferences; however, this would likely be an employer-by-employer situation.
(1) Does the school/training program have any restrictions? Many schools ask questions about criminal charges/convictions on their applications and while they don't necessarily shut the door to entry, it may slow the process down. This is generally based on self-disclosure at the point of the application. Best point of contact - admissions office, admissions counselor
(2) Beyond the school/organization's policies, does the nursing program have any such restrictions? Many nursing programs require a background check before beginning clinical coursework, so it would pop up then. Best point of contact - nursing program advisor
(3) Nurses are licensed at the state-level, so the final level to explore would be the state licensing board. Someone in the nursing program *may* be able to give you guidance on this, but I would encourage due diligence to confirm any information shared. In the past, there have been situations where unscrupulous programs haven't disclosed all the details to students, only for the students to graduate and not be able to earn their license.
(4) Assuming the student is able to gain entry to a nursing program and get their license, you may still run into employer-level restrictions or preferences; however, this would likely be an employer-by-employer situation.
Thank you for taking the time to respond, it is much appreciated!
Nidia
Absolutely, happy to help!
Courtney Shaffer
Thank you for posting such thorough advice, Courtney! This is a great answer
Alexandra Carpenter, Admin
Updated
Steve’s Answer
People make mistakes and people have made mistakes and people will continue to make mistakes. There are hiring managers who realize this and overlook things like this if they see potential in the individual for the job they are applying for. I have helped former felons and inmates get very rewarding jobs when they were out of prison because they turned their life around, made very good decisions, and showed their value. There is someone who will hire this individual.
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Sikawayi’s Answer
Hello Nidia, as someone who formally worked in management, I would say that this would not be the time for transparency. There are a few things that will help your student the first is any interview he/she goes on don't answer questions not asked if your asked answer the question but don't go into detail there not asking you for, an example of that would be if they ask you would you take something that didn't belong to you the correct answer would be no, not yes have in the past I I don't do it anymore. Second if this question does come up after you get the job because they may need you to drive give full disclosure. Best of luck
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Esilda’s Answer
It's always good to be honest with an employer. We as human beings make mistakes and as far as a DUI that should not prevent anyone from getting hired. If a conviction occurred and jail time was served that may slow the process down but talk the employer about the situation because being honest is better then having to explain after the background check has been done.
I appreciate the response Esilda, thank you!
Nidia
Updated
Kruti’s Answer
Personally as a practice manager of a medical practice, I would not hold a DUI against a potential employee if the person was a good candidate for the position.