Healthcare providers need to meet several federal and state compliance requirements in order to reduce legal risks, fraud and the protect their patients and their information.
Recruiting and hiring the right healthcare employee can add different levels of risk to your company. Performing a comprehensive background check and verifying licenses on all candidates, employees, volunteers, and contractors can be an effective way to reveal potential risks or concerns that ultimately affect your company.
Here are our top 5 risk-reducing tips for healthcare background screening:
1. Obtain Written Consent – Disclosure & Authorization
The Fair Credit Reporting Act (FCRA) requires employers to have written permission from candidates or employees to perform a background check. This requires a disclosure and authorization form and should be a stand alone document that's separate from your employment application.
2. Conduct a Comprehensive Background Check
Build a background screening criteria for potential candidates based on specific requirements for the position or contract. Creating these guidelines for conducting a comprehensive background check will help you and your company obtain relevant and accurate information, speeding up the hiring process.
3. Validate and Verify Education and Licenses
When the position requires degrees or licenses, Validate a potential candidate’s claims by directly contacting the educational or licensing institutions that they have provided. This will provide the most reliable information and contain current information
4. Utilize Health Care Exclusion
Identify individuals who have been sanctioned or are excluded from participation in federal health care programs, such as Medicare or Medicaid. Search the List of Excluded Individuals/Entities (LEIE) of the U.S. Department of Health and Human Services (HHS) Office of the Inspector General (OIG) and the General Services Administration (GSA).
5. Follow the Rules for Adverse Actions
As an employer, there are certain additional legal obligations when you intend to take any “adverse action” based in whole or in part on the information resulting from a background check. The term adverse action in the employment screening process may mean any denial of employment or any other decision for employment purposes that adversely affects any current or prospective employee. The Federal Trade Commission (FTC) has issued guidance to help employers better understand the FCRA requirements.