Background checks play an important role in safeguarding the workplace and maintaining a high standard of care when hiring a Certified Nursing Assistant (CNA). CNA professionals work closely with vulnerable populations, such as the elderly, children, and individuals with disabilities.
As such, performing a comprehensive CNA background check is necessary for verifying candidates’ qualifications, confirming their suitability for the role, and complying with state and federal regulations. In this guide, we will cover the CNA background check requirements, the types of screenings involved, and how to handle CNA disqualifying offenses.
What is a CNA Background Check?
A CNA background check reviews a candidate’s history through various public and private sources. Employers, particularly those in healthcare settings like hospitals, nursing homes, and home health care agencies, use these checks to assess a candidate’s fitness for a caregiving role. This helps ensure the safety of patients and the integrity of the workplace.
The background check may include verifying criminal history, professional licensure, employment history, education, and more. Depending on the regulations in place, certain checks may be required to fulfill state or federal standards for hiring CNAs.
Why Are CNA Background Checks Required?
Employers are legally obligated to carry out background checks on CNA candidates for various reasons. The most important of these is to protect patients and healthcare staff from potential harm. In addition, these checks help maintain compliance with regulatory standards and protect the organization’s reputation.
Some of the primary reasons for conducting CNA background checks include:
- Confirming Employment Eligibility: A background check verifies if the candidate has the necessary training and licensure to work as a CNA. Without this verification, employers may inadvertently hire someone who does not meet the necessary qualifications.
- Patient Safety: CNAs interact directly with patients, often assisting them with daily activities like bathing, feeding, and moving around. It is crucial to confirm that candidates do not have a history of criminal activity that could put patients at risk.
- Regulatory Compliance: State and federal regulations often require healthcare providers to complete background checks as part of the hiring process. For example, hospitals and nursing homes that receive federal funding must comply with laws set by the Centers for Medicare & Medicaid Services (CMS) and other regulatory bodies.
- Reputation and Trust: Conducting background checks helps protect an organization’s reputation. Hiring staff without verifying their credentials or criminal history can lead to lawsuits, financial penalties, and a loss of trust among patients and their families.
CNA Background Check Requirements
The requirements for CNA background checks vary depending on the state and the employer’s policies. In general, most healthcare employers will require the following checks:
- Criminal History Check: This check reviews the candidate’s criminal record to identify any past convictions, particularly those that could pose a risk to patient safety.
- Licensure Verification: Employers will verify that the candidate holds a valid CNA license, typically issued by the state’s nursing board or another regulatory body. This ensures that the individual has completed the necessary training and certification to work as a CNA.
- Employment History Verification: Employers will verify the candidate’s previous work experience, checking references and confirming job titles and dates of employment. This helps employers understand the candidate’s work history and any past performance issues.
- Education Verification: Many states require CNAs to have completed specific educational programs. A background check will confirm whether the candidate’s educational history aligns with the position requirements.
- Healthcare Sanctions Check: Some employers are required to verify whether a candidate has been excluded from working in healthcare settings due to previous violations, such as fraud or neglect.
- Drug Testing and Medical Screening: Some employers may require candidates to undergo drug testing or a physical examination to ensure they are fit for the job.
Each of these checks helps ensure that the candidate meets the standards required for the CNA role, with a focus on both professional qualifications and the ability to provide safe and compassionate care to patients.
Criminal History Checks
The criminal history check is one of the most important components of a CNA background check. CNAs are responsible for the well-being of vulnerable individuals, which means their backgrounds must be thoroughly examined. Criminal records may show past convictions for crimes such as theft, assault, or other offenses that could jeopardize patient safety.
Employers will typically conduct state and federal criminal background checks to ensure that there are no relevant criminal convictions. These checks may involve searching through various databases, such as the Public Access to Court Electronic Records (PACER) and state-specific criminal databases.
In addition, healthcare employers will often check the Sex Offender Registry to determine if a candidate has any history of sexual offenses. Candidates who appear on this registry may be disqualified from employment in a healthcare role.
CNA Disqualifying Offenses List
Certain criminal offenses may automatically disqualify a candidate from being hired as a CNA. These disqualifying offenses vary by state and employer, but common examples include:
- Felony Convictions: Felonies, particularly those related to violence, fraud, or patient abuse, are typically disqualifying for CNA positions.
- History of Patient Abuse or Neglect: CNAs who have been previously convicted of patient abuse, neglect, or fraud will most likely be disqualified from working in healthcare settings.
- Sexual Offenses: Sexual assault or related crimes are serious disqualifying offenses for CNAs, especially when working with vulnerable patients.
- Substance Abuse Violations: Some states disqualify individuals who have been convicted of substance abuse violations, particularly when drugs or alcohol were involved in the offense.
How to Conduct a CNA Background Check
Employers need to follow a systematic approach when conducting a CNA background check to ensure they gather all necessary information while staying compliant with legal requirements. The process can be done in-house or by partnering with a background check provider, like Checkr, to streamline it. Here is a step-by-step guide to conducting a background check on CNA candidates.
Step 1: Obtain Written Consent
The first step in performing a CNA background check is to obtain written consent from the candidate. This is a legal requirement under the Fair Credit Reporting Act (FCRA), which mandates that employers must inform candidates of their intent to run a background check and obtain their consent before proceeding. This ensures that candidates are aware of the screening process and gives them the opportunity to address any concerns.
Step 2: Verify Candidate’s Licensure and Certification
One of the most important parts of a CNA background check is verifying the candidate’s licensure and certification. Employers must check the state licensing authority to confirm that the candidate holds a valid and active CNA certification. The verification process also includes checking whether the candidate has completed the necessary training and passed the required exam to qualify for licensure.
Step 3: Conduct Criminal Background Checks
A criminal background check is a mandatory part of the CNA background check process. CNAs work closely with vulnerable populations, and criminal offenses may indicate a potential risk to patient safety. Depending on state regulations, the criminal background check may be conducted at the county, state, or federal level.
Step 4: Verify Education and Employment History
Education and employment history verification helps employers confirm that the candidate has the necessary qualifications and experience. Employers should contact the educational institutions listed on the candidate’s resume to verify the completion of a CNA training program.
Verifying work history can be especially important to ensure that the candidate has experience in caregiving settings. Previous experience working in hospitals, nursing homes, or home health settings can indicate the candidate’s ability to handle the demands of a CNA role.
Step 5: Check for Healthcare Sanctions
Many employers are required to check for healthcare sanctions, especially if they participate in government-funded healthcare programs such as Medicare or Medicaid. Healthcare sanctions checks ensure that the candidate has not been excluded or debarred from participating in these programs due to violations like fraud or patient abuse.
The Office of Inspector General (OIG) maintains a list of individuals who have been excluded from federal healthcare programs. Employers must consult this list to confirm that candidates have not been sanctioned or excluded. In some cases, employers may also need to check additional databases, such as the Fraud and Abuse Control Information Systems (FACIS), for more comprehensive information.
Step 6: Conduct Drug Testing (When Applicable)
Drug testing is another important aspect of a CNA background check, especially in facilities that require employees to have a clear drug-free record. CNAs must be mentally and physically fit to perform their duties, and drug use can impair their ability to care for patients properly.
Employers may require drug tests at the time of hiring, and in some cases, ongoing testing may be required as part of the employment contract. Drug testing typically includes screening for illicit substances like marijuana, cocaine, and opioids, as well as prescription drugs that could interfere with job performance.
Step 7: Verify Driving Record (If Applicable)
If the CNA position requires the candidate to drive, either for patient transportation or other work-related duties, a driving record check should be conducted. Employers should confirm that the candidate has a valid driver’s license and check for any history of traffic violations, accidents, or suspensions.
Driving history is especially important for CNAs working in home health care settings, as they may be responsible for transporting patients to appointments or other locations. A clean driving record will help employers ensure the safety of their staff and patients.
Step 8: Assess the Results and Make a Decision
Once the background checks are complete, employers should assess the results carefully. Any criminal convictions, unresolved issues with licensure, or other red flags should be considered in the decision-making process. It is also important to adhere to the Equal Employment Opportunity Commission (EEOC) guidelines, which prohibit discrimination based on race, gender, disability, and other protected characteristics.
Employers should also follow the Fair Credit Reporting Act (FCRA) requirements if they use a background check company. The FCRA mandates that candidates be notified of the results and have an opportunity to dispute any negative findings.
Step 9: Finalize the Hiring Process
If the background check results are satisfactory, the employer can proceed with making a job offer to the candidate. If any concerns arise from the background check, the employer must carefully evaluate the situation and consider whether the candidate’s qualifications outweigh any potential risks.
Once a candidate has been hired, employers must continue to follow the appropriate regulatory requirements for ongoing background checks and monitoring throughout the employee’s tenure.
How Voyager Home Health Care Can Help
At Voyager Home Health Care, we understand the importance of thorough CNA background checks to maintain a safe and qualified caregiving team. Our experienced team can guide you through the background check process, helping you hire qualified CNAs who meet all regulatory requirements.
Reach out to us today to learn how we can assist you in the hiring process and help you provide the best possible care for your patients.
