Source: http://regulations.delaware.gov/AdminCode/title16/Department%20of%20Health%20and%20Social%20Services/Division%20of%20Long%20Term%20Care%20Residents%20Protection/3110.shtml
Timestamp: 2018-02-19 07:52:58
Document Index: 197094598

Matched Legal Cases: ['§1145', '§7972', '§122', '§1145', '§1145', '§1145', '§483']

3110 Background Checks and Drug Testing for Programs and Home Care Agencies
The legal basis for these regulations is 16 Del.C. §§1145 and 1146 and 29 Del.C. §7972.
16 DE Reg. 978 (03/01/13)
The overall purpose of these regulations is to ensure the safety and well-being of individuals in the care of home care agencies licensed pursuant to 16 Del.C., Ch 11. To that end, persons selected for employment will be subject to pre-employment background checks and pre-employment drug testing.
“Agency” means all programs or home care agencies licensed pursuant to 16 Del.C. §122(3(m), or (3)(0), or (3)(x).
“Applicant” is a person seeking employment with an employer as defined in 16 Del.C. §1145(b)(1).
“BCC disclosures” means the data on an Applicant that is collected and generated by the BCC system.
“Criminal background check (CBC)” means the process conducted by the State Bureau of Identification of using an individual’s fingerprints to identify the person and to conduct both a State and a federal criminal background check.
“Division” or “DLTCRP” means the Division of Long Term Care Residents Protection, Department of Health and Social Services. The Division is responsible for background checks for programs and home health agencies.
“Facility” means a nursing facility or similar facility licensed pursuant to 16 Del.C. Chapter 11.
“Grandfathered employee” is a current employee who was employed by an agency prior to July 1, 2001, and thus was exempted from the requirement enacted at that time that all agency employees have a criminal background check.
Are employed by an employer as defined in 16 Del.C. §1145(b)(5);
Are employed by a temporary employment agency, home health or personal care agency, or any other entity to work for an agency in a facility or in a private residence as defined in 16 Del.C. §1145(b)(8);
4.1	All persons working for agencies are required to be on the Master List of the BCC. New Applicants must be processed through the BCC and will automatically be placed on the Master List if hired. Current employees, whether grandfathered or not, must be added to the Master List through the process directed by DLTCRP.
4.2	No employer is permitted to continue to employ a grandfathered employee who has not been assigned an SBI number (through fingerprinting or retrieval by DLTCRP of an SBI number previously assigned) and entered into the BCC within 120 days from the date of BCC implementation.
4.3	Non-grandfathered current employees must be entered into the BCC by September 30, 2013.
5.1.1	To provide the employer with refreshed information related to the criminal convictions of an employee in order to ensure the safety of the individuals served and;
5.2	The BCC automatically conducts a Rap-back on all employees listed on the Master List. The Rap-back process will provide DLTCRP with information regarding any new arrest or conviction in the state. DLTCRP will determine, at its discretion and depending of the nature of the alleged crime, whether or not to inform the employer of the arrest. DLTCRP will monitor the charge until there is a disposition. When the disposition is known, DLTCRP will inform the Employer of the outcome.
6.3	The original Grandfathered employee consent form shall accompany the employee to SBI for fingerprinting if so directed by DLTCRP because an SBI number is not already known by DLTCRP due to prior fingerprinting. A copy of the Grandfathered employee consent form shall be maintained in a discrete file which is readily accessible, without delay, upon request by an agent of DLTCRP.
6.4	A copy of the BCC consent form executed by an Applicant for employment and a copy of the Master List Retention form executed by an employee who seeks to continue inclusion on the Master List pursuant to 6.2 above shall be maintained in separate discrete files which are readily accessible, without delay, upon request by an agent of the Department.
8.0	Criminal History –
8.1	The SBI is authorized to furnish information pertaining to the identification and conviction data for any person to employers or prospective employers so long as the information is used solely for purposes of making an employment decision. 11 Del.C. 8513(c) and(c)(1) or any theft-related misdemeanor conviction within the past 18 months, or theft-related felony within the past 10 years.
8.2	Disqualifying convictions. No agency shall employ a person who has, within the past 15 years, been convicted of abusing, neglecting or mistreating a resident of a facility, or an adult who is impaired, or of a theft-related misdemeanor within the past 2 years, or of a theft-related felony within the past 10 years. See 11 Del.C. 8564 and 42 CFR §483.13(c)(1)(ii).
9.2	Evidence of all drug tests not transmitted through the BCC which have been represented to have been secured must be maintained in a discrete file and be available for inspection, without delay, upon request from an agent of DLTCRP.
10.0	Further Employer Responsibilities
10.1	An employer must ensure that all persons who perform services for the agency comply with the law.
10.2	The employer shall ensure that every application for employment executes the BCC consent form.
10.3	The employer shall ensure that copies of all BCC consent forms signed by Applicants are maintained in a discrete file which is immediately available, upon request, from any agent of the Department.
10.5	The employer must maintain an accurate Master List by promptly reflecting the termination of any person no longer working in the agency.
10.6	An employee whose employment is terminated may remain on the Master List to facilitate reemployment by the same or another agency up to 3 years beyond the date the individual was last fingerprinted. See 6.2 above. When that date is reached the employee will automatically be removed from the Master List without further action by the employer.
10.8	The employer is prohibited from sharing BCC disclosure information with other person, agency, or facility except when requested because the subject of the BCC disclosure will be working for that employer in a facility or in the personal private residence of the requesting party.
11.1	DHSS shall store written and electronically-recorded BCC disclosures in a secure manner, to provide for the confidentiality of records and to protect against any possible threats to the security or integrity of the information.
11.2	DHSS shall limit the use of BCC disclosures to the sole objective of assisting employers determining the suitability of an Applicant for employment.
11.3	DHSS shall not release to employers copies of actual electronic reports of criminal history records prepared by the Federal Bureau of Investigation.
11.4	The BCC is designed to allow participants to put information regarding their agency or organization on a dedicated page titled “Employment Information”. The page was designed to provide an additional resource to the public, and to provide a vehicle for the posting of available employment opportunities. DHSS retains the authority to block or edit material placed on the BCC which it deems false, misleading, or otherwise inappropriate.
11.5	The following procedure shall be established to permit the review of personal BCC disclosures by an Applicant:
11.5.1	An Applicant shall submit a request in writing to the Department for an on-site review of his BCC disclosures.
11.5.2	DLTCRP shall schedule an appointment at a mutually convenient time to enable the Applicant to review the BCC disclosures. Photo identification will be required at the time of the appointment.
11.5.3	The BCC disclosures shall be reviewed in the presence of a DLTCRP employee.
11.5.4	Written documentation of the date and time of the review and the names of those present shall be maintained by DLTCRP.
11.5.5	DLTCRP shall assist the Applicant who wishes to challenge the BCC disclosures by providing information about the source of the data and the way to pursue an appeal.
6 DE Reg. 1208 (3/1/03)
13 DE Reg. 1317 (04/01/10)