Long-term Care Poses Preventable HR Risks
Create Lasting HR Success in Long-Term Care Facilities With:
- Smart hiring practices
- Accurate screening
- Strong attention to detail
- Exceptional communication skills
There is no doubt that long-term care is a challenging industry in which to work. High turnover, heavy regulation, complex scheduling, payroll requirements, and other factors make this a particularly difficult area for HR professionals. In this article, you’ll learn about a number of preventive solutions to aid in human resources for long-term care employees.
Employee issues in senior care facilities can be prevented with employee screening and smart hiring practices.
Smart Hiring Practices for Long-Term Care
Long-term care has always been a particularly challenging field of employment, both for the workers on the frontlines and for the HR professionals behind the scenes. Working in nursing homes, senior care centers, and other long-term care facilities can be difficult physically, mentally, and emotionally, and the financial rewards are lower than in many comparable fields. All of those factors have only been exacerbated during the COVID-19 pandemic. That adds up to a uniquely demanding situation for the human resources teams tasked with keeping those facilities fully staffed and functioning smoothly.
The risks that employees bring to nursing homes, assisted living and elder-care facilities can mean serious consequences. Many lawsuits have been filed against different companies for failing to screen employees using a thorough criminal background check.
Access to prescription drugs, prescription pads, and patient personal and confidential information can cause a real problem for nursing homes and assisted living facilities.
The nursing home owner’s best risk management tool is the careful selection and screening of employees. This starts with a robust Applicant Tracking System like myHIRE and properly screening your candidates.
For positions that carry more risk, consider running ongoing screening. It is important to remember you must also be consistent across the job class to stay compliant with Federal guidelines. Those who hold security clearances or professional certifications are all examples of job roles that can cause potential risk.
To properly screen these riskier positions, some screenings you may want to add to your plan include:
- Office of Inspector General (OIG)
- Multijurisdictional Criminal Database Search (MJD)
- Government Sanctions List
- County criminal searches
- Drug testing
Use FCRA Compliant Screening
Not all screening companies are created equal. All employee screening including continuous screening choices must comply with the federal Fair Credit Reporting Act (FCRA). Working with a reputable expert in employee screening means that you will perform all background checks and employee screenings with full compliance.
Be sure to follow federal and state laws regarding disclosure and authorization requirements and the adverse action process in the case that you choose to either not hire a candidate, or terminate an existing employee.
Is it legal to run background checks throughout a person’s employment? According to legal experts, you must be sure you say so clearly and conspicuously in the notice and consent beforehand.
Work with an FCRA-Compliant Screening Company
All screening companies work slightly differently. Working with a screening company when you have various departments and needs can often be complex. A screening company such as MyHRScreens can help you tailor your ordering and billing experience, to ensure FCRA compliance.
Some of the benefits of the customized MyHRScreens process include:
- Location-specific ordering options
- Consolidated billing subtotaled by department
- Consistent and transparent pricing
- Specializations in employment verifications of professional credentials
- Tailored screening to a hiring class of employees for FCRA compliance
- Industry-specific screening solutions designed for you make your job easier