Tuesday, April 20 2021
In a drug and alcohol rehabilitation setting, the focus is on the client—on the patients who come in for treatment.
But what about addiction treatment staff? While most facilities operate with a screening protocol, not all background check programs are created equal.
And in rehab centers, where many employees have access to vulnerable patients (and prescription medications), comprehensive screening is vital.
Why Screen Texas Drug and Alcohol Rehabilitation Employees?
The vast majority of drug and alcohol rehabilitation centers employ wonderful people—including many team members who have successfully transformed their own lives after addiction.
While this means certain highly-skilled candidates—including those with a knack for relating to patients—may have a history or drug or alcohol abuse themselves, administrators can still properly screen candidates.
Why is this so important?
Here’s the thing: Addiction treatment clients are often in a vulnerable emotional position, and they deserve the very best care.
Additionally, some patients may be taking prescription medication, and all staff members should be well-equipped to handle this.
What’s more, it’s imperative that team members are honest and have the proper licensure.
This is why screening is so important.
But again, above all else, staff need to be able to relate to patients. So, a common question is how far back HR managers should look when making a hiring decision—especially when they’re considering well-qualified team members who have overcome their own drug and alcohol-related challenges.
What Should an Addiction Treatment Pre-Employment Background Check Include?
In this industry, it’s worth noting that some applicants’ pasts may feature arrests or convictions that would normally raise a red flag. Drug charges, or a record of drunk driving, would pose serious problems in most other industries.
In addiction treatment, however, the important thing is that the candidate has clearly demonstrated they are on a new and improved path. Hiring managers can work directly with a background screening provider to build a custom program that can pinpoint which types of convictions are acceptable, and which ones are deal-breakers.
But what should the background check include?
The following elements are key:
This check pulls from millions of criminal records in all 50 states, plus Washington D.C. and U.S. territories like Puerto Rico. It generally goes back seven years.
This search quickly identifies those who have been convicted of a sex crime. It’s worth noting that these individuals shouldn’t be considered for employment in a rehabilitation facility.
Reference checks help the hiring manager explore the applicant’s character. These checks are usually very insightful, especially if the candidate has overcome a lot in their past.
It’s important to make sure applicants haven’t misrepresented who they are. These checks are also a solid way to gauge the candidate’s credentials and overall qualifications.
Since addiction treatment centers are designed to help patients overcome their addictions, it’s imperative that employees refrain from abusing drugs and alcohol.
Let Redstar Backgrounds Screen Your Drug and Alcohol Rehabilitation Staff
Are you ready to develop a custom screening program for your addiction treatment staff?
Redstar Backgrounds is here to assist you. We will gladly help San Antonio drug and alcohol rehabilitation centers develop a thorough, custom treatment program. Please reach out today for your free consultation.
Interested in working with our subsidiary to screen your staff for drug use? Order your kit from DrugScreenKits.com today.
Monday, April 12 2021
Retirement communities, nursing homes, assisted living facilities—while the specifics may vary, the need for pre-employment screening remains consistent.
This is because team member background checks can help to prevent theft, fraud, and elder abuse in retirement centers and assisted living homes.
Pre-Employment Screening for Texas Elder Care Facilities
Both federal and state laws require elder care organizations to conduct background checks before hiring new staff.
Far too often, however, these institutions fall short.
Why is this?
The truth is that in many cases of abuse or neglect in care facilities, the perpetrator—after being caught—is found to have a history of criminal activity. And while 98% of nursing homes claim to complete background checks before taking on new staff, studies reveal that over 90% of these facilities employ at least one person who has been convicted of a crime.
Moreover, researchers have found that almost 50% of nursing homes have taken on five or more people who have been convicted of a crime. The employer’s background check protocol is inherently flawed in this way, as an effective program would have identified the candidate’s criminal history and prevented this individual from being hired in the first place.
This begs an important question: While government officials require elder care facilities to perform stringent pre-screening, are these institutions really listening?
Federal law prohibits nursing homes and retirement communities from hiring people who have been violent or neglectful toward residents for “direct access” positions, or roles in which employees interact with residents.
But the law doesn’t require any specific type of background check. And the consequences can be dire.
Why Do Comprehensive Nursing Home Background Checks Matter?
Picture this: A loved one has recently moved to a nursing home. They might grapple with dementia or a physical impairment, and struggle to remain independent.
Naturally, they’ve come to a facility for some extra support.
And in this way, nursing home residents are vulnerable. Those facing serious illnesses and cognitive difficulties are especially susceptible to assault and theft, which is why background checks—while invaluable in all industries—are especially paramount in elder care.
Accordingly, nursing homes and assisted living facilities must hire honest staff. It’s essential that they screen for candidates they can trust, who have residents’ best interests at heart.
With that, any quality elder care background check should check national and state databases for crimes involving:
Without taking the above measures, facilities risk ruining their reputation and putting their residents at risk. To this end, a thorough screening program should also include reference and motor vehicle records (MVR) checks, along with social security number verification, to truly screen for staff with integrity.
This is where an experienced background check provider may come in.
Background Screening for Texas Retirement Communities
Redstar Backgrounds has helped retirement communities, nursing homes, and other Texas elder care facilities protect the people trusted in their care for many years.
Whether you are located in San Antonio or Austin, Corpus Christi or Houston—or elsewhere in Texas—our seasoned team members will help your business create a custom, comprehensive pre-employment screening program.
Fair. Accurate. Compliant.
Once you have a program in place, you can rest assured you are only hiring the most trustworthy, compassionate people. Your residents will be safer than ever, and those clients’ loved ones will enjoy the peace of mind a safe and caring facility can bring.
So, why not contact us for a free consultation on how to protect your residents, your business, and your overall community? We look forward to hearing from you.