Having a good healthcare background check process in place is essential, not only to protect your patients and reputation but also to ensure the safety of your employees. It is also essential to ensure that you do not hire someone with a history of fraud or abuse of funds. Whether your employees are doctors, nurses, or other healthcare workers, you should ensure that they have no record of misconduct or misuse of their role. This will help to ensure that your patients receive quality health care services from qualified professionals.
Performing drug testing as part of healthcare background checks is an important hiring process component. It can protect the safety of your employees and your work while reducing the cost of drug use in the workplace.
Drug testing as part of healthcare background checks can be conducted in a number of ways. The amount of drug taken, the frequency of drug use, and the method of drug ingestion can all affect the test results. Some of the most common methods include urine, saliva, and blood.
Drug screening can also be performed on employees who are alleged to have caused workplace accidents. These tests are often performed after an accident has occurred and a person has been cited or injured.
Drug testing can also be performed on employees who have been referred by a doctor or a law enforcement officer. These tests are performed as a part of an insurance compliance program.
You should develop a drug policy to ensure that your employees are free from drugs that could endanger patients. This policy should specify the tests to be conducted, how records are handled, and the consequences of positive tests.
Several drug screening tests include urine, saliva, blood, and hair. Each type tests a different group of substances. The type of test you choose will depend on the job you are hiring for. Some more common drugs tested include cocaine, amphetamines, and opiates.
Verifying Employment and Educational History
A background check to verify employment and educational history is an important part of the hiring process. This simple step helps you avoid hiring an employee with a criminal record or one who did not complete a particular job. Performing a check on an employee’s history can also help you identify problematic workplace incidents.
Most companies will attempt to verify an applicant’s employment history at least three times. This may include contacting the candidate’s previous or current employers to verify the information. In addition, the company may request copies of W-2s and paystubs. This will help speed up the screening process.
While the most efficient method for performing this task is to call the companies listed on the applicant’s resume, most employers will utilize a third-party verification company. These companies will usually charge $30 to $75 per inquiry. They will also verify the authenticity of documents and provide a report.
In addition to checking the name and address of the applicant, a background check may also include verifications of other information, such as his employment, education, and driving record. In some cases, the information may be redacted for privacy reasons.
An education background check will verify the names, dates, and locations of any schools attended and the degree or certificate earned. In some cases, a background check will also confirm the order of credentials. This is especially important for a candidate with multiple degrees.
Identifying Employees Who Have Engaged in Fraud or Abuse of Funds
Identifying employees who have engaged in fraud or abuse of funds through healthcare background checks can be tedious, especially for larger enterprises. Fortunately, there are several options for employers to consider. For instance, several insurance companies partner with advocacy organizations and state agencies to improve healthcare quality and decrease healthcare fraud. Similarly, the government has a role to play in preventing such scams. There is even a Medicare-Medicaid Anti-Fraud and Abuse Amendment, passed by Congress in 1977.
The Department of Health and Human Services (HHS) does its share of background checks on a State by State basis. The Office of Inspector General (OIG) is responsible for conducting audits and investigations and imposing civil money penalties for misconduct involving Federal health care programs. However, the State and local jurisdictions are responsible for the more mundane duties. In the absence of such state-sponsored healthcare fraud detection programs, employers can do their part by having policies to prevent hiring sanctioned employees.
It is important to note that a healthcare background check begins the journey. Employers should have a system to monitor and correct any relevant Federal healthcare legislation violations. While it is certainly not as glamorous as it sounds, healthcare fraud puts patients at risk and increases out-of-pocket costs and premiums for patients.
Protecting Patients and Reputation
Performing healthcare background checks can help identify if an applicant can provide the highest level of care. These checks can also identify gaps in an applicant’s history and other problems that could prevent the applicant from being hired. In addition, they can help you protect the patients you care for.
The healthcare industry is highly regulated, and a background check can help you find care providers who are licensed and capable of providing the highest level of care. Federal mandates and other rules affect the healthcare industry, and you need to be aware of them.
Many types of criminal offenses could raise red flags on Level 2 background checks. Drug abuse and theft are two examples. In addition, other crimes may also raise red flags.
One of the most common red flags is a person’s past convictions for crimes against persons. Healthcare workers must be aware of these rules and follow them when handling PHI. They must also avoid sharing patient information with family members and friends. This is a practice that is no longer considered acceptable.
In addition to criminal offenses, employers should also be aware of a person’s drug habits. To ensure that a person is a good match for your organization, you should conduct a drug screening.