Applicants Must Authorize the Hard Copy of a Disclosure/Release Form

1. Notice of Investigation. Applicants shall be provided with notice of the facility’s policy and practice of conducting background investigations before a candidate is hired.

• Applicants must authorize the hard copy of a disclosure/release form.
• Facilities should post signs in areas where employment applications are accepted which make clear that the facility has a policy of conducting background investigations for all applicants.

1. Contingent Job Offer.

1. New hires: A qualified individual deemed to be the best candidate for a position may be extended an offer of employment contingent upon, at a minimum, the completion of a signed authorization for the procurement of an investigative consumer report for employment purposes and a satisfactory report.

1. Candidates previously employed by an affiliated facility: A new report will be initiated after a contingent job offer has been made to include a previous employment check from the affiliated facility which previously employed the candidate and other items consistent with the levels later described. It may not be assumed that a thorough investigation was completed by the previous affiliated employer when the candidate was originally hired or that the information disclosed in the original background investigation report will never change over time.

1. Rehires: If eligible for rehire, a background investigation report will be obtained in accordance with the position level later described. An applicant not eligible for rehire will be considered on a case by case basis and must be approved for employment by the facility Human Resources Department. The approval shall be noted on the Personnel Action Request (PAR) form.

1. Staffing Agencies, Independent Contractors: Contracts or service agreements must be entered into with all third parties providing temporary or contract employees. The contracts or agreements must address:

Criminal Search (7 years or up to 5 criminal searches)

Level II (All professionals, including caregivers, as well as finance personnel, and department managers) –

Criminal Search (7 years or up to 5 criminal searches)

Criminal Search (7 years or up to 5 criminal searches)

1. Hiring/Rehiring Ineligible Persons. No affiliated employer shall employ and no staffing agency shall refer to an affiliated facility any Ineligible Person defined as any individual or entity who is currently excluded, suspended, debarred or otherwise ineligible to participate in the Federal health care programs; or has been convicted of a criminal offense related to the provision of health care items or services and has not been reinstated in the Federal health care programs after a period of exclusion, suspension, debarment, or ineligibility.

1. Analysis of Background Investigation. The facility Human Resources Department shall notify the Hiring Manager if a discrepancy arises between the applicant’s disclosed credentials and the verified information or if the applicant is disqualified for the position based upon the results of the background investigation.

1. Derogatory information of the following nature as the result of a background investigation may become the basis to no longer consider an applicant qualified for a position:

1. Conviction of a felony offense; misdemeanor offense, if job related.

1. Termination from a previous job related to criminal conduct or sexual

1. Inclusion on the list of Ineligible Persons.
2. Providing a false statement on the application or resume.
3. A documented financial problem or issue, if job related.
4. A documented traffic violation, if job related.

1. The facility Human Resources Department will provide an applicant with the source of credit reporting, as required by the Fair Credit Reporting Act or notify an employee if a decision is made to withdraw a contingent job offer based on derogatory information.

1. Vendor. Selection is optional to affiliated facilities for background investigation reporting.

12/2002