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Professional / Personal References (Must Complete)

Persons who can furnish information about job performance or personal information about you.

OIG/LEIE Background Checks

POLICY

We comply with licensure requirements regarding criminal history record checks, the HHSC employee misconduct registry and the HHSC nurse aide registry for employees, subcontractors, and volunteers.

PROCEDURE

1. Inform the individual who applies for employment that the agency is required to conduct a background check which includes a search of the NAR and EMR.
2. Review the LEIE maintained by the United States Department of Health and Human Services, Office of Inspector General, and the LEIE maintained by the HHSC Office of Inspector General:
   • before hiring an applicant for employment or contracting with a potential subcontractor; and
   • at least monthly, for each employee and subcontractor.
3. Not employ an applicant for employment or contract with a potential subcontractor to perform any duties that may be paid for directly or indirectly through a contract if the applicant or potential subcontractor is listed on either LEIE described in TAC 49.304 (f) in paragraph (1) of this subsection;
4. Prohibit an employee or subcontractor listed on either LEIE described in TAC 49.304 (f) paragraph (1) of this subsection from performing any duties that may be paid for directly or indirectly through a contract; and
5. if an employee or subcontractor is listed on either LEIE described in TAC 49.304 (f) paragraph (1) of this subsection, immediately report to the HHSC Office of Inspector General, in accordance with the self-reporting protocol of the HHSC Office of Inspector General:
   • the identity of an excluded employee or subcontractor; and
   • the amount paid by the contractor to the employee or subcontractor for services provided under a contract.
6. Before an unlicensed volunteer’s first face-to-face contact with a client, the agency will conduct a search of the NAR and the EMR using the DADS Internet website to determine if an unlicensed applicant is listed in either registry as unemployable. Submit names of the person via the internet computer system to the NAR and EMR. The agency will not employ an unlicensed applicant who is listed as unemployable in either registry.
7. In addition to the initial verification of employability, the agency will search the NAR and the EMR to determine if the employee is listed as unemployable in either registry as follows:
   • for an employee most recently hired before September 1, 2009, by August 31, 2011, and at least every twelve months thereafter; and
   • for an employee most recently hired on or after September 1, 2009, at least every 12 months.
8. The agency will immediately discharge an unlicensed employee whose duties would or do include face-to-face contact with a client when the agency becomes aware that the employee is designated in the NAR or the EMR as unemployable.
9. A printed copy of the results of the initial nurse aide registry (NAR) and employee misconduct registry (EMR) obtained from the DADS will be placed on the employee personnel file. The yearly check will be noted on an agency spread sheet.