With some public and private companies needing to perform background checks on personnel before hiring or placing employees in sensitive positions or giving security clearances, there is a need for products that can help with the screening process.
In the case of a healthcare facility wanting to screen a potential job applicant or maintain background checks on its workers, it is important to comply with the Centers for Medicaid and Medicare (CMS) background checking regulations.
These regulations state that all direct patient access employees, according to Section 6201 of the Patient Protection and Affordable Care Act (ACA), are to be subjected to pre-employment background checks. Those states that are part of the National Background Check Program will be required to perform fingerprint checks as part of the criminal background screening.
With the job applicant or worker’s consent, a medical company is able to ensure healthcare employees are clean, have no criminal record, with the use of a hosted, secure product suite: RapBack Protect. This product, which maintains compliance with continual legislative changes, does screening against criminal, licensing, and registry data sources.
By simply following the four steps of RapBack Protect process (as listed in the next paragraph), a medical facility can be set to begin background checks online in a central, web-based platform, where job applicants and employees can be investigated and monitored and clean records verified.
1. To initiate a criminal history check, one can use the Registry Analyzer to do the prescreening process to check registry search results for applicants’ offenses. This is ideal before paying fees for conducting any healthcare background screenings. Otherwise, the Applicant and Employee Manager can be used to request fingerprint-based criminal histories or to track applicant profiles and history of employment to help decision-makers from hiring applicants with a criminal history.
2. To help speed up the health worker background check, users can utilize the Employment Eligibility Manager to view non-public criminal history rap sheets for applicants. This can be useful for making employment eligibility determinations.
3. To manage and verify the status of job applicants and workers, the Applicant and Employee Manager can be used to create profiles, track employment history and record information about them. This also will automatically display historical data on all employed personnel, to update the employment status, monitor or show people that are flagged, and print the employment verification report.
4. To provide healthcare exchange of information with over 200 national and state-level public registries and able to receive notifications from state police departments and the FBI of any change in status of an applicant’s history rap sheets, the RapBack Monitor is used.
RapBack Protect product suite, with its four steps, shows how it is a great product and the ideal solution for healthcare background screening and health worker background checks.
Companies must also ensure the background check they are performing is legal. One must not go just with any organization or use any system to do a thorough screening and gain information of someone’s criminal history. Employers must first review the criteria set forth in Public Law 92-544 (enacted in 1972) and Public Law 108–173 (enacted in 2003), which permit states to conduct background checks for hiring decisions and obtain criminal records in the hiring process.
Also the guidelines issued by the Equal Employment Opportunity Commission (EEOC) should not be overlooked either as they ensure the screening process does not discriminate or violate the law.