Inadequate due diligence and negligent hiring practices in the home health sector harms not only an organization, but its patients, as well. Indeed, poor hiring can be cited as a contributing factor in the rise of lawsuits, medical malpractice claims and multi-million dollar settlements.
Employers in the home health care industry need to obtain a thorough understanding of a prospective employee’s history, particularly if that person will have access to patients, medications and confidential information. Moreover, liability for negligent hiring and retention can occur if the home health care organization fails to conduct a comprehensive background check on employees.
Pre-employment screening is one of the best risk-management defenses against workplace violence, abuse and theft, especially when it comes to hiring reliable and trustworthy workers. Not only is it possible for an employee to steal prescription medications or abuse a patient, but a malevolent employee with access to critical system information could potentially inflict serious financial damage to a home health care organization. Used effectively, a pre-employment screening program can assist home health care organizations to mitigate risk.
Criminal background checks can reveal whether a prospective employee has engaged in a violent crime or has been convicted of abuse or theft. Home health care organizations can also use the screening process to determine whether an applicant has been honest through the initial application process. Supplying false information on an employment employment application may indicate a potential hiring risk, and can be a justifiable cause for termination.
Home health organizations should investigate a candidate thoroughly, and carefully evaluate the information received. Companies should ensure that the information used to select or deny an individual candidate is based on established facts relevant to the position. When conducting background checks, companies must adhere to the Fair Credit Reporting Act (FCRA).
The employer must obtain written authorization from the applicant that allows the company to perform a background check, obtain past education or employment references, obtain professional license reports, and so on. Additionally, if a background-check report produces negative or adverse information, the applicant, under FCRA guidelines, has a right to dispute the report.