Employees have the potential to make or break an organization’s public reputation. More than that, they can impact the safety of clients, other staff, and the public, and have people questioning the capability, strength, and integrity of the organization. Patients may be hesitant to visit a doctor if that practice recently had a case of an abusive nurse on staff, or you may think twice about sending your child to a daycare that recently fired a worker for violent behavior.
Unfortunately, situations like this happen across industries, including those that work with vulnerable populations. To reduce the likelihood of repeat abusive behavior, many states have databases to track individuals. Cases like the Indianapolis woman charged with willful neglect and abuse of an adult after neglecting and exploiting her own father or the father who witnessed a daycare worker abusing his child through the daycare's live video feed are examples of the types of behaviors that could lead to abuse registry inclusion.
Hiring for positions that involve working with healthcare patients, children, the elderly, and other vulnerable populations deserves careful consideration and screening to ensure candidates are safe for their role. Failing to screen for roles that effectively serve vulnerable populations may inadvertently put people at risk. An Abuse Registry Search is often required by law and can provide an additional layer of safety for staff and those served, preserving your organization’s reputation.
Organizations that work with certain populations may be responsible for confirming that their staff members do not have a documented history of abusive behavior, which requires an Abuse Registry Search. Understanding what this search does and doesn’t include is an important step for remaining compliant.
The amount of information recorded, how long the state keeps those records, and even the requirement to run an Abuse Registry Search on job roles vary from state to state.
Medical professionals, volunteers, coaches, nannies, and childcare workers are just a few of the roles that may call for an Abuse Registry Search. Because of their interactions with vulnerable individuals, institutions like childcare centers, healthcare clinics, and elderly care facilities often need a way to confirm that their staff members are vetted on a stricter scale than employees in other industries, both upon hiring and continuously throughout their careers.
A commonly asked question about thoroughly screening a candidate that arises is, “Can’t the criminal background check do that?” The simple answer is no, not always.
There are two main differences between criminal history and abuse registries, starting with the type of information disclosed.
Opting for criminal history searches and an Abuse Registry Search could make all the difference when determining the right candidate for your organization.
Aside from legal compliance requirements, there are other benefits of adding an Abuse Registry Search to your screening packages:
It’s simpler than you would think to ensure the employees who work with children, medical patients, the elderly, and other vulnerable populations have no history of abusive behavior. Verified Credentials’ Abuse Registry Search combs through a database of Departments of Health by state to identify persons with documented abusive behaviors against adults or children. With an average turnaround time of less than 1 day, you can quickly ensure candidates are qualified for the role.
Check state abuse registries to reduce potential risk to the people you want to protect most. Contact us now to get started.