Duly Health and Care: Hiring, Background Check & Employment Verification FAQs

Duly Health and Care announced its new name on September 15, 2021, when DuPage Medical Group rebranded. In that announcement the company described itself as one of the largest independent, multi-specialty, physician-directed medical groups in the nation and said the name honors a legacy of more than 50 years. The announcement was datelined Downers Grove, Illinois, and Duly's corporate mailing address is also in Downers Grove.

Duly's website says it has more than 1,000 providers, more than 10 immediate care centers that welcome walk-ins 365 days a year, and more than 25 lab locations. Patients can book in-person visits, video appointments, or immediate care, and existing patients use the MyChart portal to view test results and request prescription refills. At the time of its 2021 announcement the group reported more than 7,000 team members in over 150 locations.

Duly's careers page says it recruits team members who are experts and also people from outside the health care industry. Roles at a multi-specialty group typically include physicians and other providers, clinical support staff, lab and immediate care teams, and administrative and corporate functions. Its ambulatory surgery centers follow a different path: the careers page says Duly partners with Surgery Partners to staff those centers and that Surgery Partners handles hiring for those roles.

The careers page also discloses that Duly uses artificial intelligence tools in some portions of its recruiting, hiring, and candidate review process, and states that all employment decisions are made by a person.

Company culture and employee programs:

Duly's careers page frames its mission as helping humans flourish and says it offers leading compensation and benefits, an enduring commitment to work and life balance, and innovative perks. It also says Duly invests in helping team members develop their talents. Specific benefits vary by role, location, and employment status, so candidates are encouraged to confirm details during the hiring process.

Yes. Employers in the health care industry, including Duly Health and Care, are legally permitted to run pre-employment background checks, provided they follow the FCRA and applicable Illinois law. The Fair Credit Reporting Act sets requirements around candidate consent, disclosure, and adverse action procedures. Health care employers may also have additional obligations tied to patient safety and professional licensing.

Duly Health and Care is generally reported to conduct background checks as part of hiring, though it has not published its screening policy in detail. That would be consistent with health care employers whose staff work with patients, medications, and sensitive health information. The scope of a check may vary by role, such as provider, clinical, lab, or administrative positions, and by location.

The Duly Health and Care hiring process typically begins with an online application through its Employment Opportunities page. Candidates may then interview with recruiters and hiring managers, and clinical candidates may be asked to verify licenses and credentials. Duly states that it uses AI tools in some portions of recruiting and candidate review but that all employment decisions are made by a person. Candidates who receive a conditional offer are usually asked to consent to a background check before starting. Surgery center roles are hired through Surgery Partners, so those steps may differ.

A Duly Health and Care background check often takes a few business days, though timing depends on the searches ordered and the records involved. Clinical roles may take longer when license and credential verification is added. Candidates who want to understand typical timelines in more detail can review background check turnaround times.

The specific components of a background check are determined by the employer. For a role at a health care organization like Duly Health and Care, a check may include some or all of the following:

Candidates should review the disclosure and consent forms provided during hiring to see which searches apply to their role.

Duly Health and Care has not published a drug-testing policy, and whether a screen applies generally depends on the role and location. Some clinical and patient-facing positions at health care employers may require a drug screen after a conditional offer, while many administrative roles may not. Candidates should ask the recruiter what applies to their position.

The lookback period for a background check depends on the type of search and the laws of the state or country where the candidate lives or worked. In the United States, the FCRA generally limits consumer reporting agencies from reporting most negative information older than seven years, with certain exceptions for higher-salary positions and specific record types such as convictions. Some states have stricter limits. Candidates with records in multiple jurisdictions may see different lookback windows applied to different searches within the same report.

Duly Health and Care has not published a blanket policy on felony records, and decisions are typically made case by case. Health care roles can involve patient safety, controlled substances, and professional licenses, which may affect how a conviction is weighed. Illinois's Job Opportunities for Qualified Applicants Act generally bars employers from asking about criminal history until an applicant has been selected for an interview or, if there is no interview, until after a conditional offer, with exceptions where federal or state law requires excluding certain convictions. Many other states and cities have enacted "ban-the-box" laws. Candidates are encouraged to answer questions honestly.

Candidates applying to Duly Health and Care will typically be asked for written consent before a background check begins. They should be ready to provide their full legal name, date of birth, Social Security number, and address history, and clinical candidates may need license numbers and training details. Accurate information helps searches run in the correct jurisdictions and can prevent delays.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, employers must obtain written consent before running a background check, provide a copy of the report and a summary of rights if they intend to take adverse action based on the results, and allow the candidate an opportunity to dispute inaccurate information before a final decision is made. For a detailed overview of how the FCRA applies to background checks, visit Fair Credit Reporting Act (FCRA).

Providers typically face license, credential, and training verification in addition to standard criminal and identity searches. Duly's website describes more than 1,000 providers across primary care and specialty care, and the exact checks may vary by specialty and role. Candidates should be prepared to supply license numbers and training history, and to review the disclosure form that lists the searches ordered.

Surgery Partners handles hiring for roles at Duly's ambulatory surgery centers, according to the Duly careers page. Duly says it partners with Surgery Partners to staff those centers, and candidates browse and apply through Surgery Partners' own openings. Because a different employer runs that hiring, the background check steps for surgery center roles may differ from those for other Duly positions.

Running a personal background check with Checkr lets you preview what Duly Health and Care may see and help you identify potential inaccuracies before they affect your job application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To showcase verified credentials proactively, build a free Checkr Profile you can share with recruiters, hiring managers, or potential employers.

Check your report status in the Candidate Portal. Or, visit the Checkr Help Center for FAQs, dispute steps, and to contact support.

The resources and information provided here are for educational and informational purposes only and do not constitute legal advice. Always consult your own counsel for up-to-date legal advice and guidance related to your practices, needs, and compliance with applicable laws.