Screening
Procedure for Nursing Jobs
-- RNs, LPNs,
GNAs, CNAs,
CMAs
Criminal Background
All Hands Nursing
and Health Services, Inc. understands and values the need for the safety of
the life and property of patients and residents at client facilities.
Accordingly, it is committed to selecting, retaining and placing safe,
reliable and productive workers in client facilities, especially when the
client requires criminal background checks of caregivers placed in its
facilities.
Definitions
|
1: |
“Criminal
background checks” means the performance of both a
State of Maryland criminal history check and a national criminal
history check..
|
|
2: |
“Criminal background
information” means information provided by
the criminal background checks regarding your criminal
arrests, charges, and convictions, and other dispositions of
criminal
charges. The Agency will consider only criminal arrests or charges
resulting in convictions in evaluating your eligibility to be placed
in a client facility.
|
|
3 |
Reasonable suspicion
or reasonable belief is the conclusion that a
person of average intelligence and understanding is likely to reach
when presented with the set of circumstances and/or evidence
currently available. |
Our Criminal Background Check Policy
1. The Agency will conduct criminal background checks on all job
candidates. The Agency may also use a third party administrator to conduct
criminal background checks, especially when a client requires criminal
background check of its employees and/or nursing personnel the agency places
in its facilities. This process is conducted to verify the accuracy of the
information provided by the candidate in the Employment Background
Authorization form, and determine his/her suitability for employment.
2. The Agency will ensure that all background checks are held in
compliance with applicable federal and state statutes, such as the Fair
Credit Reporting Act.
3. All criminal background screens are to be conducted post-offer
(contingency offer). However, as part of Title VII of the Civil Rights Act,
this information cannot be used as a basis for denying employment, unless it
is determined to be job-related, either by the Agency or by a client.
Procedures for Criminal Background Check
1. Each potential caregiver, as well as non-nursing workers, will be
required to disclose any prior criminal convictions when they complete
employment applications and/or the Employment Background Authorization form
acknowledging that they understand that the Agency will reserve the right to
do an in-depth criminal background check on them.
2. If a client requires criminal background checks for caregivers
placed in its facilities, the Agency must contract with a professional third
party administrator to perform a comprehensive criminal background check on
the applicable caregiver covering misdemeanors and felonies at the State and
Federal levels before they can be initially placed to work in the client’s
facility.
3. The Agency will only place caregivers with clear criminal
backgrounds results in a client’s facility.
4. When a client, an Agency worker, or another concerned citizen
makes the Agency aware of a possible criminal conviction of an Agency
caregiver, after he or she has been retained or placed in a client’s
facility, the Director or other designated management representative will
investigate the information.
5. When there is reasonable indication that the caregiver has a
criminal conviction, which was either not disclosed or detected in an
earlier screening, or which was as a result of a new offense, the worker
will be informed about it, and if he/she does not voluntarily resign from
his or her duties, the Agency will perform a full-fledged criminal
background check.
6. Where the criminal background check is triggered by a reasonable
suspicion that the caregiver has a criminal conviction, which was either not
disclosed or not detected earlier or which was as a result of a new offense,
as long as there is no objection by the client, the caregiver will not be
suspended or discharged from work until the results of the background check
are received, and a decision, based on all available evidence is made by
Agency management.
7. Where the criminal background check is triggered by reasonable
suspicion, and the results are favorable, indicating no criminal conviction,
the caregiver will be allowed to remain at work.
8. Where the criminal background check is triggered by reasonable
suspicion, and the results are unfavorable, indicating a criminal conviction
that is job-related, the caregiver will be recalled from the client’s
facility and discharged from work.
9. Where the criminal background check is triggered by reasonable
suspicion, and the results indicate a criminal conviction that in the
opinion of the Agency, is not job-related, the client will be informed and
the caregiver will be allowed to remain at work, if there is no objection
from the client.
What to Do If
You Can Meet Our Requirements
We have openings available for dedicated nursing professionals
who want to work in leading health care facilities in Maryland.
Apply Today!
Nurses
- Registered Nurse (RN) | See Requirements for RNs
- Licensed Practical Nurse (LPN) | See Requirements for LPNS
Nurses Aides
- Geriatric Nursing
Assistant (GNA) | See Requirements for GNAs
- Certified Nursing Assistant (CNA) | See Requirements for
CNAs
- Certified Medical
Assistant (CMA) | See Requirements for CMAs
