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Tuesday, May 30 2023
Texas Background Checks for Healthcare and Assisted Living Groups

Patients want to rely on healthcare workers they trust. The same thing applies to assisted living groups—residents depend on the team members who serve them each day.


This makes healthcare background checks especially critical. Subject to federal and Texas state law, healthcare is an industry with stringent training requirements and crucial ethical considerations.


As a result, background checks aren’t the exception in healthcare—they’re the rule. This article will describe how healthcare organizations and assisted living groups can use background checks to promote safety and quality care.


What Disqualifies Candidates from Working in Healthcare?

Medical patients and assisted living residents are vulnerable. This makes protecting these people’s safety a top priority. Texans should note that the following factors will disqualify people from working in healthcare in our state:

  • Criminal offenses

Many criminal convictions are a red flag for applicants who hope to work in healthcare. Employers must disqualify candidates who have been convicted of violent crimes, sexual offenses, or fraud. Drug-related crimes should also be disqualifiers, as they pose a risk to patient safety.

  • Professional misconduct

Everyone makes mistakes—but a history of professional misconduct goes far beyond that. If a candidate has a history of malpractice or ethical violations, employers shouldn’t hire them. These behaviors reflect a lack of integrity that could compromise the organization’s standard of care. 

  • License or certification revocation

If a candidate has had their medical license or certification revoked (or even suspended), employers should resist the urge to offer them a job. These things don’t happen out of nowhere, and you wouldn’t want to hire someone with poor judgment. 

  • Substance abuse issues

People grappling with drug or alcohol abuse deserve compassion. That doesn’t mean they should work in healthcare, however. Candidates with active substance abuse problems may be disqualified due to impaired judgment and compromised patient safety.


Healthcare sanctions are another factor to consider.


What Are Healthcare Sanctions in Texas?

Healthcare sanctions are punitive measures against workers who fail to meet the industry’s high standard of care. Regulatory bodies like the Texas Medical Board, the Texas Board of Nursing, and the Texas Department of Aging and Disability Services impose them to protect the general public.


Sanctions may include:

  • Disciplinary actions
  • Fines
  • License suspensions or revocations

These sanctions are designed to keep people with a history of misconduct out of the medical and assisted living fields. Employers should be diligent about identifying sanctions during the hiring process.


What Should a Healthcare Background Check Include?

Here in Texas, we recommend that healthcare and assisted living employers conduct thorough pre-employment screenings. These should encompass:

  • Criminal background checks

Employers should pay especially close attention to violent or drug-related crimes, sexual offenses, and fraud.

  • License and certification verification checks

Most people are honest, but employers should still confirm the validity of an applicant’s license or certification.

  • Education and credential verification checks

This is an effective way to check the authenticity of an applicant’s degrees and other credentials they claim to have.

  • Employment history and reference checks

By verifying the candidate’s employment history, healthcare organizations can assess their past conduct and performance.

  • Sanction screening

We can’t emphasize enough how important sanction screening is. This process will shed light on any disciplinary actions taken against the candidate.

  • Drug testing

Drug testing is an effective screening tool. If an applicant has substance abuse issues, it’s unlikely they’ll be able to serve patients or residents to the extent that they should. 


Healthcare organizations and assisted living groups are expected to maintain a high standard of care. By making background checks an essential part of their hiring process, employers can go the extra mile in protecting the communities they serve.


Texas Healthcare Organizations’ Trusted Screening Partner

At Redstar Backgrounds and, our team will help you through every step of the pre-employment screening process. Work with us, and we’ll tailor a healthcare background check program to the exact position you’re looking to fill.


Please contact us for details, or to set up a free consultation. For more information on our healthcare and assisted living screening services here in Texas, visit our website or follow us on Facebook, Twitter, and LinkedIn.

Posted by: AT 02:01 pm   |  Permalink   |  Email
Wednesday, May 24 2023
Background Checks in Florida: 3 Key Factors to Consider

A background check is a critical part of the hiring process.


Even if a candidate seems like an amazing fit, you’ll want to do your due diligence in screening them. This article will explain why background checks matter and outline three important factors to consider.


Why Conduct Background Checks in Florida?

There are 2.8 million small businesses in Florida. These companies make up 99.8% of all companies in the state!


Now, Florida is home to 22 million residents. And while there are plenty of people available to work, employers need to be cautious. Completing background checks will ensure your company hires only the most qualified, trustworthy candidates.


This is just one of the many reasons to make pre-employment screening a part of your hiring process. Now let’s discuss some considerations when conducting a background check.


3 Things to Look for in a Background Check

So you’ve decided to start running background checks on your job applicants.


What should you look for in a pre-screening solution?


We recommend that you focus on three key factors:

  1. Accurate information

Some candidates stretch the truth in a cover letter or application. Others flat-out lie on their resumes. A comprehensive background check will verify the applicant’s information. The right solution will avoid mistakes like:

  • Mistaken identity
  • Incorrect Social Security number
  • Data mix-ups

The more experienced the background check provider, the better off you’ll be.

  1. Comprehensive search

Employers should look at more than just the applicant’s resume. The most cutting-edge background check solutions consider a combination of the following:

  • Criminal background check

You’ll almost certainly want to look at the applicant’s criminal history—both in Florida and nationwide. A successful background check provider will go over local, state, and federal court records.

  • Motor Vehicle Records (MVR) search

You can verify an applicant’s driving history with the Florida Highway Safety and Motor Vehicles (FLHSMV). Note that a minor offense like a single speeding ticket shouldn’t affect your hiring decision.

  • Credit history search

Employers in Florida can also evaluate an applicant’s credit history by conducting a search through financial institutions like banks and credit unions.

  • Education and license verification

Many screening providers will perform a deep-dive on an applicant’s education history. They may also confirm that the candidate’s licenses and certifications are current and accurate. 

  1. Compliance with regulations

Your background check program must follow federal and Florida state laws. The goal here is to protect the applicant’s confidentiality and prevent problematic hiring practices. Keep the following laws in mind:

  • Fair Credit Reporting Act (FCRA)

This law makes employers get the job applicant’s consent before conducting a background check. It also gives candidates the right to dispute their screening results if they believe they are inaccurate.

  • Ban the Box Laws

While Florida doesn’t have a state law that prohibits employers from asking applicants about their criminal history, certain Florida cities and counties do. Learn more about Ban the Box laws here.

  • American with Disabilities Act (ADA)

Businesses with over 15 employees cannot discriminate based on a candidate’s disability. This law also forbids employers from using applicants’ medical information against them.


If you turn down a job applicant based on information you find in a background check, you’ll need to send a formal letter justifying your decision. This process is known as pre-adverse action. Employers must also give the candidate a copy of the background check and any other documents involved in the screening process. 


A Trusted Screening Partner for Florida Businesses

Are you ready to make background screening a pillar of your hiring process?


At Redstar Backgrounds and, our team will help you through every step. Our services are comprehensive, compliant, and perfect for employers in Florida. Whether you live in Tampa or Orlando, Miami or Jacksonville, or Tallahassee or Sarasota, we have your needs covered.


Please contact us for details, or to set up a free consultation. For more information on our screening services, follow us on Facebook, Twitter, and LinkedIn.

Posted by: AT 03:23 pm   |  Permalink   |  Email


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    Redstar Backgrounds, Inc.
    1828 N Webb Road Suite 1
    Grand Island, Nebraska 68803
    Client Support - 888.813.4788
    800.236.6394 (fax)