Abstract
Few career fields are as dynamic as healthcare. Even non-clinical employees and volunteer staff may encounter risks or assume responsibilities unforeseeable in other career fields. Clinical workers in particular must respond to life and death workplace challenges with competence and compassion. Employee reliability is the single most important health system input. Reliability begins with thorough employment background screening. As they minimize risks from “bad hires,” background investigations must also comply with federal, state, and local laws as well as industry standards and best practices. Although predicting the likelihood of future malfeasance by any single employee is impossible, effective backgrounding enhances quality of care, decreases risks, and lowers costs. Managing the vetting process with competence requires a solid working knowledge of all lawful steps needed to ensure full, due-diligence compliant background investigations. If a screening process is transparent and impartial with fair group outcomes, due diligence is satisfied.
Recommended Citation
John I. Winn and Kevin H. Govern,
Due Diligence and Legal Obligations of Employment Screening in Healthcare Organizations,
87 U. Cin. L. Rev.
1
(2018)
Available at: https://scholarship.law.uc.edu/uclr/vol87/iss1/1