An Act To Establish a Secure Internet-based Background Check Center for Providers of Long-term Care, Child Care and In-home and Community-based Services
Maine Legislature, Session 127, LD 1439
Committee: Health and Human Services
Sponsors: BURNS
Amends: 22 MRSA §1717, 22 MRSA §1724, 22 MRSA §1812-G, 22 MRSA §1812-J, 22 MRSA §2137, 22 MRSA §2138, 22 MRSA §2149-A, 22 MRSA §7706, 22 MRSA §7851, 22 MRSA §8606, 22 MRSA §9005, 34-B MRSA §1225

Legislative Document 
No. 1439 
S.P. 541 
In Senate, June 1, 2015 
An Act To Establish a Secure Internet-based Background Check 
Center for Providers of Long-term Care, Child Care and In-home 
and Community-based Services 
Submitted by the Department of Health and Human Services pursuant to Joint Rule 204. 
Reference to the Committee on Health and Human Services suggested and ordered printed. 
HEATHER J.R. PRIEST 
Secretary of the Senate 
Presented by Senator BURNS of Washington. 
Be it enacted by the People of the State of Maine as follows: 
Sec. 1.  22 MRSA §1717, sub-§1, ¶¶A-1 to A-3 are enacted to read: 
A-1.  "Direct access" means access to the property, personally identifiable 
information, financial information or resources of an individual or physical access to 
an individual who is a Medicare or Medicaid beneficiary or other individual served 
by a provider subject to this chapter. 
A-2.  "Direct access personnel" means individuals employed in positions that have 
direct access. 
A-3.  "Direct care worker" means a worker who by virtue of employment has direct 
access to provide direct contact assistance with activities of daily living for 
individuals in homes, assisted living centers, residential care facilities, hospitals and 
other health care settings. "Direct care worker" does not include a certified nursing 
assistant employed in that person's capacity as a certified nursing assistant. 
Sec. 2.  22 MRSA §1717, sub-§1, ¶C, as amended by PL 2007, c. 324, §2, is 
further amended to read: 
C.  "Personal care agency" means a business entity or subsidiary of a business entity 
that is not otherwise licensed by the Division of Licensing and Regulatory Services 
and that hires and employs unlicensed assistive direct access personnel or individuals 
who work in direct contact with clients, patients or residents to provide assistance 
with activities of daily living and related tasks to individuals in the places in which 
they reside, either permanently or temporarily.  An individual who hires and employs 
unlicensed assistive direct access personnel or individuals who work in direct contact 
with clients, patients or residents to provide care for that individual is not a personal 
care agency, except when permitted by rule of the department. 
Sec. 3.  22 MRSA §1717, sub-§1, ¶D, as amended by PL 2007, c. 324, §2, is 
repealed. 
Sec. 4.  22 MRSA §1717, sub-§2, as amended by PL 2007, c. 324, §2, is further 
amended to read: 
2.  Registration of personal care agencies and placement agencies.  Beginning 
August 1, 1998, a personal care agency not otherwise licensed by the department shall 
register with the department.  Beginning January 1, 2008, a placement agency not 
otherwise licensed by the department shall register with the department. The department 
shall adopt rules establishing the annual registration fee, which must be at least between 
$25 and $250.  Rules adopted pursuant to this subsection are routine technical rules as 
defined in Title 5, chapter 375, subchapter 2-A. 
Sec. 5.  22 MRSA §1717, sub-§3, as amended by PL 2011, c. 257, §1, is repealed 
and the following enacted in its place: 
3.  Prohibited employment based on disqualifying offenses.  A personal care 
agency or a placement agency shall conduct a comprehensive background check for 
direct access personnel in accordance with state law and rules adopted by the department 
and is subject to the employment restrictions set out in section 1812-G and other 
applicable federal and state laws when hiring, employing or placing direct access 
personnel, including, but not limited to, a certified nursing assistant or a direct care 
worker. 
Sec. 6.  22 MRSA §1717, sub-§3-A is enacted to read: 
3-A.  Verification of listing on the registry.  Prior to hiring a certified nursing 
assistant or a direct care worker, a personal care agency or a placement agency shall 
check the Maine Registry of Certified Nursing Assistants and Direct Care Workers 
established pursuant to section 1812-G and verify that a certified nursing assistant or 
direct care worker listed on the registry has no disqualifying notations. 
The department may adopt rules necessary to implement this subsection.  Rules adopted 
pursuant to this subsection are routine technical rules as defined in Title 5, chapter 375, 
subchapter 2-A. 
Sec. 7.  22 MRSA §1717, sub-§4, ¶B, as amended by PL 2007, c. 324, §2, is 
further amended to read: 
B.  A person who operates a personal care agency or placement agency in violation of 
the employment prohibitions in subsection 3 or 3-A commits a civil violation for 
which a fine of not less than $500 per day of operation in violation but not more than 
$10,000 per day may be adjudged, beginning on the first day that a violation occurs.  
Each day of violation constitutes a separate offense. 
Sec. 8.  22 MRSA §1724, first ¶, as reallocated by RR 2009, c. 2, §49, is 
amended to read: 
Beginning October 1, 2010, a facility or health care provider subject to the licensing 
or certification processes of chapter 405, 412 or 419 shall obtain, prior to hiring an 
individual who will work in direct contact with a consumer, criminal history record 
information on that individual, including, at a minimum, criminal history record 
information from the Department of Public Safety, State Bureau of Identification.  A 
facility or provider subject to licensing under chapter 419 shall conduct a comprehensive 
background check for direct access personnel.  The comprehensive background check 
must be conducted in accordance with state law and rules adopted by the department.  
The facility or health care provider shall pay for the comprehensive or criminal 
background check required by this section as applicable.  
Sec. 9.  22 MRSA §1812-G, sub-§6, as amended by PL 2009, c. 215, §1, is 
repealed and the following enacted in its place: 
6.  Registry notations.  An individual with a disqualifying offense, including a 
substantiated complaint or a disqualifying criminal conviction, may not work as a 
certified nursing assistant or a direct care worker, and an employer is subject to penalties 
for employing a disqualified or otherwise ineligible person in accordance with applicable 
federal or state laws. 
Sec. 10.  22 MRSA §1812-G, sub-§6-A is enacted to read: 
6-A.  Background check.  Certified nursing assistants and  direct care workers are 
subject to a background check as defined by rules adopted by the department and 
according to the following: 
A.  A training program for certified nursing assistants or direct care workers shall 
secure and pay for a background check on each individual who applies for 
enrollment. The individual's current name and all previous names are subject to the 
background check. A copy of the background check is given to the individual who, 
upon successful completion of the training, submits it with an application to be listed 
on the registry as a certified nursing assistant or a registered direct care worker. 
(1)  Prior to enrolling an individual, a training program for certified nursing 
assistants or direct care workers shall notify individuals that a background check 
will be conducted and that certain disqualifying offenses, including criminal 
convictions, may prohibit an individual from working as a certified nursing 
assistant or a direct care worker. 
B.  Pursuant to sections 1717, 1724, 2137, 2149-A, 7706, 8606 and 9005 and Title 
34-B, section 1225, licensed, certified or registered providers shall secure and pay for 
a background check prior to hiring an individual who will work in direct contact with 
clients, patients or residents, including a certified nursing assistant or a direct care 
worker. 
C.  The department may secure a background check on certified nursing assistants 
and registered direct care workers on the registry every 2 years. 
D.  A person or other legal entity that is not otherwise licensed by the department and 
that employs or places a certified nursing assistant or direct care worker to provide 
services allowing direct access shall secure and pay for a background check in 
accordance with state law or rules adopted by the department. 
Sec. 11.  22 MRSA §1812-J, sub-§1, ¶¶A-2 and A-3, as enacted by PL 2011, c. 
257, §3, are amended to read: 
A-2.  "Disqualifying criminal conviction offense" means a substantiation of abuse, 
neglect or exploitation or a criminal conviction identified in rules adopted by the 
department that prohibit employment as an unlicensed assistive person. 
A-3.  "Health care and direct care access services settings" means settings in which 
individuals receive services that require direct access by a certified nursing assistant 
or unlicensed assistive person is or other employee in providing direct care in that 
assistant's or person's capacity as a certified nursing assistant or an unlicensed 
assistive person and related services. 
Sec. 12.  22 MRSA §1812-J, sub-§1, ¶B, as amended by PL 2011, c. 257, §3, is 
further amended to read: 
B.  "Registry" means the Maine Registry of Certified Nursing Assistants and Direct 
Care Workers, which is a list of certified nursing assistants, with notations if 
applicable, and a list of direct care workers registered for training, education or 
compliance purposes, or unlicensed assistive persons with notations and is 
established under section 1812-G. 
Sec. 13.  22 MRSA §1812-J, sub-§1, ¶D, as amended by PL 2011, c. 257, §3, is 
further amended to read: 
D.  "Unlicensed assistive person" or "direct care worker" means an unlicensed 
individual employed who by virtue of employment has direct access to provide 
hands-on and provides direct care or direct contact assistance with activities of daily 
living or other services to individuals in homes, assisted living programs, residential 
care facilities, hospitals and other health care and direct care access services settings. 
"Unlicensed assistive person" and "direct care worker" include includes but are is not 
limited to a direct support professional, residential care specialist, personal support 
specialist, mental health support specialist, mental health rehabilitation technician, 
behavior specialist, other qualified mental health professional, certified residential 
medication aide and registered medical assistant and other direct access workers or 
direct care workers as described in rules adopted by the department.  "Unlicensed 
assistive person" and "direct care worker" do does not include a certified nursing 
assistant employed in the capacity of a certified nursing assistant. 
Sec. 14.  22 MRSA §1812-J, sub-§1, ¶F is enacted to read: 
F.  "Direct care worker" means a worker employed to provide direct contact 
assistance with activities of daily living for individuals in homes, assisted living 
centers, residential care facilities, hospitals and other health care settings.  "Direct 
care worker" includes an unlicensed assistive person but does not include a certified 
nursing assistant employed in the capacity of a certified nursing assistant. 
Sec. 15.  22 MRSA §1812-J, sub-§2, as enacted by PL 2009, c. 215, §2, is 
amended to read: 
2.  Complaint investigation. The department may investigate complaints and 
allegations of abuse, neglect, exploitation or misappropriation of property of a client, 
patient or resident in a home or health care setting against unlicensed assistive persons 
employed or placed by a licensed, certified or registered agency or facility.   
Sec. 16.  22 MRSA §1812-J, sub-§4, as enacted by PL 2009, c. 215, §2, is 
amended to read: 
4.  Registry listing. The registry listing for department shall list an unlicensed 
assistive person employed as a direct care worker with a disqualifying offense notation 
and may register an unlicensed assistive person or direct care worker for training, 
education and compliance purposes.  Disqualifying notations must include but is are not 
limited to the following information: 
A.  Documentation of the department's investigation, including the nature of the 
allegation and the evidence that led the department to substantiate the allegation of 
abuse, neglect, exploitation or misappropriation of property; 
B.  The date of the hearing, if the unlicensed assistive person chose to appeal the 
department finding that the complaint was substantiated; and 
C.  The unlicensed assistive person's statement to the department disputing the 
allegation, if the unlicensed assistive person chose to submit one.; and 
D.  Notations indicating the listed unlicensed assistive person is not in compliance 
with training or educational requirements. 
Sec. 17.  22 MRSA §1812-J, sub-§7, as amended by PL 2011, c. 257, §8, is 
repealed and the following enacted in its place: 
7.  Prohibited employment based on disqualifying offenses.  An employer who 
employs an unlicensed assistive person to provide direct access services shall conduct a 
comprehensive background check in accordance with state law and rules adopted by the 
department and is subject to the employment restrictions set out in section 1812-G and 
other applicable federal and state laws.  The employer is subject to penalties for 
employing a disqualified or otherwise ineligible person in accordance with applicable 
federal or state laws. 
An employment ban based on a disqualifying offense is a lifetime employment ban. 
Sec. 18.  22 MRSA §2137, first ¶, as enacted by PL 2009, c. 621, §5, is amended 
to read: 
Beginning October 1, 2010, a temporary nurse agency shall obtain, prior to hiring, 
employing or placing an individual who will work in direct contact with a consumer, 
criminal history record information on that individual, including, or who has direct access 
to a consumer's property, personally identifiable information, financial information or 
resources, shall obtain a comprehensive background check in accordance with applicable 
federal and state laws.  The comprehensive background check must include, at a 
minimum, criminal history record information from the Department of Public Safety, 
State Bureau of Identification.  The temporary nurse agency shall pay for the criminal 
background check required by this section. 
Sec. 19.  22 MRSA §2138, as amended by PL 2011, c. 257, §16, is repealed and 
the following enacted in its place: 
§2138.  Prohibited employment based on disqualifying offenses 
A temporary nurse agency shall conduct a comprehensive background check for 
direct access personnel, as defined in section 1717, subsection 1, paragraph A-2, in 
accordance with state law and rules adopted by the department and is subject to the 
employment restrictions set out in section 1812-G and other applicable federal and state 
laws when hiring, employing or placing direct access personnel, including a certified 
nursing assistant or a direct care worker. 
The department may adopt rules necessary to implement this section.  Rules adopted 
pursuant to this section are routine technical rules as defined in Title 5, chapter 375, 
subchapter 2-A. 
Sec. 20.  22 MRSA §2149-A, sub-§2, as amended by PL 2011, c. 257, §17, is 
repealed and the following enacted in its place: 
2.  Prohibited employment based on disqualifying offenses.  A home health care 
provider shall conduct a comprehensive background check for direct access personnel, as 
defined in section 1717, subsection 1, paragraph A-2, in accordance with state law and 
rules adopted by the department and is subject to the employment restrictions set out in 
section 1812-G and other applicable federal and state laws when hiring, employing or 
placing direct access personnel, including a certified nursing assistant or a direct care 
worker. 
The department may adopt rules necessary to implement this subsection.  Rules adopted 
pursuant to this subsection are routine technical rules as defined in Title 5, chapter 375, 
subchapter 2-A. 
Sec. 21.  22 MRSA §7706, first ¶, as reallocated by RR 2009, c. 2, §61, is 
amended to read: 
Beginning October 1, 2010, a facility or health care provider subject to the licensing 
or certification processes of chapter 1663, a nursery school subject to chapter 1675 or a 
hospice provider subject to chapter 1681 shall obtain, prior to hiring an individual who 
will work in direct contact with a consumer, criminal history record information on that 
individual, including, or who has direct access to a consumer's property, personally 
identifiable information, financial information or resources, shall obtain a comprehensive 
background check in accordance with applicable federal and state laws.  The 
comprehensive background check must include, at a minimum, criminal history record 
information from the Department of Public Safety, State Bureau of Identification.  The 
entity seeking to employ the individual shall pay for the criminal background check 
required by this section. 
Sec. 22.  22 MRSA §7851, sub-§4, as enacted by PL 2003, c. 634, §6, is amended 
to read: 
4.  Prohibited employment based on disqualifying offenses.  A licensed assisted 
housing program may not hire as unlicensed assistive personnel as defined in section 
1717, subsection 1, paragraph D an individual who is prohibited from employment as a 
certified nursing assistant pursuant to section 1812-G, subsection 6 or 7 shall conduct a 
comprehensive background check for direct access personnel, as defined in section 1717, 
subsection 1, paragraph A-2, in accordance with state law and rules adopted by the 
department and is subject to the employment restrictions set out in section 1812-G and 
other applicable federal and state laws when hiring, employing or placing direct access 
personnel, including a certified nursing assistant or a direct care worker. 
The department may adopt rules necessary to implement this subsection.  Rules adopted 
pursuant to this subsection are routine technical rules as defined in Title 5, chapter 375, 
subchapter 2-A. 
Sec. 23.  22 MRSA §8606, as amended by PL 2011, c. 257, §18, is repealed and 
the following enacted in its place: 
§8606.  Prohibited employment based on disqualifying offenses 
1.  Prohibited employment based on disqualifying offenses.  An adult day care 
program shall conduct a comprehensive background check for direct access personnel, as 
defined in section 1717, subsection 1, paragraph A-2, in accordance with state law and 
rules adopted by the department and is subject to the employment restrictions set out in 
section 1812-G and other applicable federal and state laws when hiring, employing or 
placing direct access personnel, including, but not limited to, a certified nursing assistant 
or a direct care worker. 
The department may adopt rules necessary to implement this section.  Rules adopted 
pursuant to this subsection are routine technical rules as defined in Title 5, chapter 375, 
subchapter 2-A. 
Sec. 24.  22 MRSA §9005, as enacted by PL 2011, c. 444, §1, is repealed and the 
following enacted in its place: 
§9005.  Prohibited employment based on disqualifying offenses 
1.  Prohibited employment based on disqualifying offenses.  A veterans' adult day 
health care program shall conduct a comprehensive background check for direct access 
personnel, as defined in section 1717, subsection 1, paragraph A-2, in accordance with 
state law and rules adopted by the department and is subject to the employment 
restrictions set out in section 1812-G and other applicable federal and state laws when 
hiring, employing or placing direct access personnel, including, but not limited to, a 
certified nursing assistant or a direct care worker. 
The department may adopt rules necessary to implement this section.  Rules adopted 
pursuant to this subsection are routine technical rules as defined in Title 5, chapter 375, 
subchapter 2-A. 
Sec. 25.  22 MRSA c. 1691 is enacted to read: 
CHAPTER 1691 
MAINE BACKGROUND CHECK CENTER ACT 
§9051.  Short title 
This chapter may be known and cited as "the Maine Background Check Center Act." 
§9052.  Background Check Center 
In order to promote and protect the health and safety of children and adults in need of 
support and care, the Background Check Center is established within the department to 
operate an Internet-based system that employers use to access criminal records and other 
background information to determine the eligibility of individuals to work in direct access 
positions with vulnerable Maine citizens including children, elderly persons, dependent 
adults and persons with disabilities. The online system is maintained by the Background 
Check Center in coordination with the Department of Public Safety, State Bureau of 
Identification and with other state and federal agencies. 
§9053.  Definitions 
As used in this chapter, unless the context otherwise indicates, the following terms 
have the following meanings. 
1.  Adult day care program.  "Adult day care program" means an adult day care 
program licensed pursuant to chapter 1663 or 1679. 
2.  Assisted housing program  "Assisted housing program" means a program or 
facility licensed pursuant to chapter 1663. 
3.  Background check.  "Background check" means the collection of personally 
identifiable information and data for comparison with criminal record repositories and 
registry databases that are relevant to an individual's identity and background, including 
monitoring for future offenses through a rap back monitoring program. 
4.  Background Check Center.  "Background Check Center" means the entity 
established under section 9052 to operate the Internet-based system maintained by the 
department pursuant to section 9054 that is designed to integrate and analyze data streams 
from various sources and is used by providers when conducting background checks on 
potential or current direct access workers. 
5.  Background check report.  "Background check report" means a comprehensive 
report generated by the Background Check Center based on a search and analysis of data 
stored in federal and state criminal record repositories, registry databases or agencies, 
including, but not limited to, the Federal Bureau of Investigation; the Department of 
Public Safety, State Bureau of Identification; abuse and neglect, sex offender and 
employment-related registries; professional licensing authorities; and Medicare and 
Medicaid exclusion databases. The background check report informs a provider when an 
offense appears in an individual's record that may disqualify the individual from 
employment as a direct access worker. 
6.  Bureau.  "Bureau" means the Department of Public Safety, State Bureau of 
Identification. 
7.  Child care facility.  "Child care facility" means a child care facility licensed 
pursuant to chapters 1661 and 1673. 
8.  Child placing agency.  "Child placing agency" means a child placing agency 
licensed pursuant to chapter 1663. 
9.  Children's residential care facility.  "Children's residential care facility" means a 
children's home licensed pursuant to chapter 1663. 
10.  Contingent offer of employment.  "Contingent offer of employment" means an 
offer of employment as a direct access worker that is based upon receipt of a final 
nondisqualifying background check report and that may be withdrawn if a disqualifying 
final background check report is issued. 
11.  Criminal charge without disposition. "Criminal charge without disposition" 
means a charge that appears on an individual's criminal history record that has not been 
finally disposed at the time the criminal record is reviewed. 
12.  Direct access.  "Direct access" means access to the property, personally 
identifiable information, financial information and resources of an individual or physical 
access to an individual who is a Medicare or Medicaid beneficiary or other protected 
individual served by a provider subject to this chapter. 
13.  Direct access employment.  "Direct access employment" or "employment" 
means any activity involving direct access services including employment for wages, 
contracting for temporary staff or use of unsupervised volunteers or students who perform 
functions similar to those performed by direct access workers. 
14.  Direct access worker.  "Direct access worker" means an individual who by 
virtue of employment has direct access to a Medicare or Medicaid beneficiary or other 
protected individual served by a provider subject to this chapter.  "Direct access worker" 
does not include an individual performing repairs, deliveries, installations or similar 
services who does not have direct access without supervision.  "Direct access worker" 
includes but is not limited to the following individuals: 
A.  An individual seeking employment as a direct access worker; 
B.  An employee who is employed upon the effective date of this chapter and who is 
required to have a background check in accordance with section 9058; 
C.  A former employee who consents, prior to leaving employment, to periodic 
review of that employee's criminal background for a fixed time; 
D.  An independent contractor pursuant to Title 26, section 1043, subsection 11, 
paragraph E or Title 39-A, section 102, subsection 13-A or a worker who is placed 
with a provider by a temporary nurse agency or a personal care agency or a 
placement agency registered pursuant to section 1717; and 
E.  A volunteer, student or other person with direct access who routinely performs 
unsupervised functions similar to those performed by a direct access worker for a 
provider. 
15.  Disqualifying offense.  "Disqualifying offense" means an event in a person's 
background that has resulted in a database or registry notation or criminal record report 
that is relevant to the health and safety of protected individuals and that is included on the 
list of disqualifying offenses adopted in rules pursuant to this chapter that mandate a 
prohibition or exclusion from direct access employment. 
16.  Drug treatment center.  "Drug treatment center" means a facility licensed 
pursuant to chapter 1663. 
17.  Employer.  "Employer" means a person or other legal entity that employs or 
places a direct access worker or otherwise provides direct access services.  "Employer" 
includes a provider, a temporary nurse agency, a personal care agency and a placement 
agency. 
18.  Family child care provider.  "Family child care provider" means a child care 
provider certified pursuant to chapter 1673. 
19.  Grandfathered employee.  "Grandfathered employee" means an individual 
subject to the requirements of this chapter who has been employed prior to the effective 
date of this chapter and is subject to section 9058. 
20.  Home health care provider.  "Home health care provider" means an entity 
licensed pursuant to chapter 419. 
21.  Hospice provider.  "Hospice provider" means an entity licensed pursuant to 
chapter 1681. 
22.  Intermediate care facility for individuals with intellectual disabilities.  
"Intermediate care facility for individuals with intellectual disabilities" means a facility 
licensed pursuant to chapter 405. 
23.  Medicare or Medicaid beneficiary.  "Medicare or Medicaid beneficiary" means 
a person enrolled in the Medicare or Medicaid program. 
24.  Mental health services facility or provider.  "Mental health services facility or 
provider" means a facility or agency licensed pursuant to Title 34-B, section 1203-A. 
25.  Nursery school.  "Nursery school" means a nursery school licensed pursuant to 
chapter 1675. 
26.  Nursing facility.  "Nursing facility" means a facility licensed pursuant to chapter 
405. 
27.  Personal care agency and placement agency.  "Personal care agency" and 
"placement agency" mean an entity registered pursuant to section 1717. 
28.  Personally identifiable information.  "Personally identifiable information" 
means information that permits the identity of an individual to whom the information 
applies to be able to be reasonably inferred or known by either direct or indirect means. 
29.  Provider.  "Provider" means a licensed, certified or registered entity that 
employs direct care workers to provide long-term care, child care and in-home and 
community-based services under this chapter. 
30.  Protected individual.  "Protected individual" means a person who is in need of 
support, who is vulnerable to abuse, neglect and exploitation and who receives services 
offered by providers subject to this chapter.  A protected individual requires special 
protective measures by criminal justice, social services and health care agencies; may be 
a patient, consumer, beneficiary or resident; and is typically elderly, a child or an 
individual with disabilities in need of assistance. 
31.  Rap back monitoring program.  "Rap back monitoring program" means a 
coordinated system used by federal and state agencies to monitor and generate reports for 
new criminal record events appearing subsequent to an initial background check pursuant 
to section 9056. 
32.  Residential care facility. "Residential care facility" means a residential care 
facility licensed pursuant to chapter 1663. 
33.  Supervision.  "Supervision" means a supervisor is physically present and 
immediately able to respond to the needs of protected individuals through an ongoing and 
verifiable process for the duration of conditional employment. 
34.  Temporary nurse agency.  "Temporary nurse agency" means an agency 
registered pursuant to chapter 417 or an agency that places temporary health care 
professionals in direct access positions in the State that is not otherwise required to 
register in the State. 
§9054.  Background Check Center; procedures 
1.  Bureau responsibilities.  The bureau is responsible for working with the 
Background Check Center and federal and state agencies to facilitate background checks. 
2.  Employer obligations.  An employer subject to this chapter shall use the 
Background Check Center to conduct a comprehensive background check that includes a 
criminal history records check for all direct access workers.  The employer shall comply 
with the requirements of this chapter when making employment-related decisions for 
direct access workers. 
3.  Direct access worker information.  An employer seeking to hire, place or 
continue to employ an individual as a direct access worker shall: 
A.  Obtain personally identifiable information for the individual that is sufficient to 
secure the required components of the background check using the Background 
Check Center; 
B.  Obtain the individual's executed consent to release information to all entities as 
needed to conduct the background check investigation, analysis and monitoring 
process; 
C.  Secure a release executed by an individual seeking placement through a 
temporary nurse agency, personal care agency, placement agency or other agency to 
obtain the results of existing background checks conducted at the direction and 
expense of the temporary nurse agency, personal care agency, placement agency or 
other agency; and 
D.  Use and distribute department-approved forms as required for all pre-hire and 
post-employment background checks. 
4.  Placed or temporary direct access workers.  A temporary nurse agency, 
personal care agency or placement agency engaged in the business of securing or 
attempting to secure direct access employment for individuals or of securing or 
attempting to secure a direct access worker for placement with another provider shall: 
A.  Conduct and pay for the background check process required by this chapter; 
B.  Upon request, provide the background check record to the provider seeking to fill 
a position where the direct access employment will take place; and 
C.  Repeat the background check process for placed direct access workers after 
placement as mandated by rules adopted pursuant to this chapter, until the 
employment status shifts away from the placing entity to another entity, in which 
case the other entity then acquires the burden of paying for and conducting periodic 
background checks for the direct access workers who remain employed. 
5.  Subsequent background check; 5 years.  An employer shall conduct a periodic 
subsequent background check in accordance with rules adopted pursuant to this chapter.  
Criminal history record checks for all direct access workers must be completed every 5 
years subsequent to the date of hire or the anniversary date of a previous background 
check completed through use of the Background Check Center. 
6.  Notice.  An employer shall provide a department-approved notice to each 
individual who is required to participate in a background check. 
7.  Providers; mandatory use.  Use of the Background Check Center is mandatory 
for the following providers: 
A.  Child care facilities; 
B.  Child placing agencies; 
C.  Children's residential care facilities; 
D.  Family child care providers; 
E.  Nursery schools; 
F.  Hospice providers; 
G.  Home health care providers; 
H.  Nursing facilities; 
I.  Personal care agencies and placement agencies; 
J.  Temporary nurse agencies; 
K.  Adult day care programs; 
L.  Assisted housing programs; 
M.  Residential care facilities; 
N.  Intermediate care facilities for individuals with intellectual disabilities; 
O.  Mental health services facilities or providers; and 
P.  Drug treatment centers. 
8.  Background Check Center responsibilities.  The Background Check Center's 
responsibilities include, but are not limited to, the following: 
A.  Operating an online portal used by employers to secure background checks for 
individuals employed as direct access workers; 
B.  Coordinating with the bureau and other federal or state agencies as applicable to 
obtain data regarding criminal record information and notations that represent 
disqualifying offenses on relevant databases and registries; 
C.  Generating background check reports for employers regarding the presence of 
disqualifying offenses, including criminal charges without disposition, in a direct 
access worker's background; 
D.  Monitoring and enforcing compliance with the requirements of this chapter; 
E.  Providing for a process by which an individual subject to actions taken by the 
Background Check Center may challenge the accuracy of information in a 
background check report and correct the information in accordance with rules 
adopted pursuant to this chapter; 
F.  Specifying offenses, including offenses that may appear in publicly available 
criminal record information, that disqualify an individual from employment as a 
direct access worker, including, but not limited to, convictions and other events or 
notations; and 
G.  Coordinating with federal and state criminal justice agencies as required to 
facilitate a criminal record rap back monitoring program. 
9.  Background check reports.  A background check report under this chapter is 
considered preliminary until the individual subject to the background check has had the 
opportunity to challenge or decline to challenge the accuracy of the records obtained, 
after which the report is considered final. 
10.  Background check report content.  The background check report must inform 
employers whether the individual submitted for a background check has offenses that 
disqualify the individual for employment as a direct access worker. The background 
check report must include information specific to the individual along with information 
about the source and type of offense sufficient to allow the individual named in the report 
to challenge the information. The content of the background check report must include, 
but is not limited to, notice that the individual submitted for a background check has: 
A.  No disqualifying offenses; 
B.  A disqualifying offense; or 
C.  A criminal charge without disposition that upon final disposition may result in a 
disqualifying offense. 
11.  List of disqualifying offenses.  The department shall adopt rules under section 
9065 in accordance with the requirements of this chapter and other federal and state laws 
to create and maintain a list of disqualifying offenses that adversely affect an individual's 
eligibility for employment as a direct access worker. Disqualifying offenses that prohibit 
employment as a direct access worker include, but are not limited to: 
A.  Convictions or notations involving crimes or abuse related to a federally funded 
health care program or a state-funded health care program that mandate a 
disqualification from participation or employment with the program; 
B.  Substantiated findings that the individual has committed an act of patient or 
resident abuse or neglect, exploitation or a misappropriation of patient or resident 
property or other types of acts that the department may specify for purposes of 
protecting vulnerable individuals receiving care or services; 
C.  Convictions under federal or state law of a criminal offense relating to neglect or 
abuse of patients in connection with the delivery of a health care item or service; 
D.  Convictions under federal or state law of a criminal offense relating to the health 
and safety of vulnerable individuals receiving care or services; 
E.  Convictions relating to health care fraud in connection with the delivery of a 
health care item or service or with respect to any act or omission in a health care 
program operated by or financed in whole or in part by any federal, state or local 
government agency or convictions of a criminal offense consisting of a felony 
relating to fraud, theft, embezzlement, breach of fiduciary responsibility or other 
financial misconduct; 
F.  Convictions for a Class A, B or C crime in this State or similar crime in another 
jurisdiction for an offense relating to the unlawful manufacture, distribution, 
prescription or dispensing of a controlled substance; and 
G.  Convictions relating to other federal or state laws, provisions of this chapter or 
rules adopted under this chapter that otherwise mandate an employment prohibition. 
12.  Appeal by individual.  The department shall establish procedures in accordance 
with the provisions of the Maine Administrative Procedure Act to ensure that each 
individual submitted for a background check in compliance with this chapter has the 
opportunity to challenge and correct errors in records created and generated by the 
Background Check Center. 
13.  Immunity.  A provider that denies employment for an individual selected for 
hire or continued employment as a direct access worker, including during any period of 
conditional employment, and that reasonably relies upon information obtained through a 
final background check report regarding the individual is not liable in an action brought 
by the individual based on an employment determination resulting from the information. 
14.  Presumption of good faith.  In a proceeding regarding immunity from liability, 
there is a rebuttable presumption of good faith. 
§9055.  Background Check Center funding and fees 
After the initial construction and operational phase, the Background Check Center is 
funded through user fees as provided in this section. 
1.  User fee.  The department shall adopt rules to establish Background Check Center 
user fees. The user fee must reasonably reflect the necessary costs to maintain, operate 
and develop the Background Check Center. The user fee must be no less than $55 and no 
more than $150.  Rules adopted pursuant to this subsection are routine technical rules as 
defined in Title 5, chapter 375, subchapter 2-A. 
2.  Special revenue account.  Revenue generated pursuant to this section must be 
deposited in a special revenue account in the Division of Licensing and Regulatory 
Services and dedicated for Background Check Center operations. 
§9056.  New event monitoring; rap back monitoring program 
1.  New disqualifying offenses.  A direct access worker's data must be searched and 
monitored for new events that may disqualify the individual from employment as a direct 
access worker. 
A.  The department shall establish procedures regarding the exchange of data among 
federal or state criminal justice agencies and the Background Check Center, including 
criminal offenses not reported in earlier background check reports that upon final 
disposition disqualify the individual from employment as a direct access worker. 
B.  The department shall establish procedures to search and monitor applicable 
registries and databases for notations or new information not reported in earlier 
background check reports that prohibit or disqualify employment as a direct access 
worker. 
2.  Rap back monitoring program.  The bureau is authorized to initiate and provide 
services pursuant to federal or state rap back monitoring to report new criminal record 
events to the Background Check Center for noncriminal justice purposes. 
3.  Collection of identifier data.  The bureau shall coordinate with the Background 
Check Center to collect the personally identifiable information and relevant data of 
individuals as needed to meet the requirements of the rap back monitoring program or as 
otherwise required by this chapter and other laws. 
4.  Dissemination and storage of data.  The Background Check Center and the 
bureau shall follow protocols established by federal or state law for the use and exchange 
of information with the rap back monitoring program, the Background Check Center and 
criminal justice agencies as applicable. The bureau shall: 
A.  Maintain the personally identifiable information in the criminal history records 
repository; 
B.  Compare the personally identifiable data or other data or both to criminal records 
to conduct a criminal record check and disseminate the results of this record check to 
authorized entities; 
C.  Exchange data through the rap back monitoring program with the Background 
Check Center for noncriminal justice purposes; 
D.  Disseminate criminal record event information, including notifications from the 
rap back monitoring program, to an authorized entity or in a manner consistent with 
the requirements of this chapter and federal and state laws; and 
E.  Secure and coordinate services as needed to effect the provisions and purposes of 
this chapter. 
§9057.  Employment 
1.  Contingent offer of employment.  An employer that has made a contingent offer 
of employment to a direct access worker shall secure a background check and receive a 
final background check report prior to allowing the individual to commence employment 
as a direct access worker, except where the individual is conditionally employed as 
described in this chapter. 
2.  Opportunity to challenge inaccurate records.  An employer that has made a 
contingent offer of employment under subsection 1 shall provide the individual subject to 
a background check a copy of the background check report and afford the individual a 
reasonable amount of time up to the 60th calendar day of conditional employment as 
described in subsection 4 to allow that individual an opportunity to challenge inaccurate 
information in the background check report. 
3.  Employment determination.  An employer that has made a contingent offer of 
employment under subsection 1 shall obtain a final nondisqualifying background check 
report after an individual has been allowed an opportunity to correct or update that 
individual's record prior to making an employment determination. 
4.  Conditional employment.  In accordance with subsection 2, an employer may 
employ an individual as a direct access worker on a conditional basis for up to 60 
calendar days before the employer receives a final background check report or from the 
date the employer receives a disqualifying background report on the following 
conditions: 
A.  The employer initiates the background check by entering the individual into the 
Background Check Center database as a conditionally employed worker; 
B.  The individual is not identified in the Background Check Center database as a 
disqualified person based on an earlier background check; 
C.  The individual has agreed to submit to the steps necessary to comply with this 
chapter, including taking substantial steps toward correcting inaccurate data in the 
disqualifying background check report if applicable; 
D.  The individual signs a statement declaring that a background check will not reveal 
a disqualifying offense or that an offense that appears is inaccurate; 
E.  The employer verifies and documents that the individual has submitted the 
mandatory identity verification and employment eligibility documents required by 
rules adopted in accordance with this chapter; and 
F.  The individual is subject to direct personal supervision during the course of the 
conditional employment as described in rules adopted pursuant to this chapter. 
§9058.  Grandfathered employees 
1.  Background check.  An employer employing direct access workers on the 
effective date of this chapter shall use the Background Check Center to secure a 
background check and a background check report for each direct access worker within 
calendar days after the Background Check Center becomes operational.  
2.  Gradual implementation of grandfathered employee background checks.  The 
department shall adopt rules under section 9065 describing a staged and orderly process 
based on the type of provider and the number of direct access workers employed that 
employers must follow to implement the background checks for grandfathered employees 
consistent with this chapter.  The department may grant an employer a deadline extension 
for good cause shown, which may not be unreasonably withheld. 
3.  Initial background check deadline.  A grandfathered employee may continue to 
work in direct access employment for up to 60 calendar days from the date the 
grandfathered employee's first background check is initiated in accordance with 
subsection 2 and if: 
A.  The grandfathered employee signs a consent to release information and agrees in 
writing to submit to the background check process; 
B.  The grandfathered employee signs a statement declaring that a background check 
will not reveal any disqualifying offenses or that an offense that appears is inaccurate; 
C.  The employer verifies and documents that the grandfathered employee has 
submitted the mandatory identity verification and employment eligibility documents 
required by rules adopted in accordance with section 9065; 
D.  The employer initiates the background check by entering the individual into the 
Background Check Center database as a grandfathered employee; and 
E.  The grandfathered employee is not identified in the Background Check Center 
database as a disqualified person. 
4.  Disqualified grandfathered employees.  A grandfathered employee who receives 
a disqualifying background check report is subject to the provisions of subsection 3 and 
must be able to correct disqualifying offense information that appears in the background 
check report through the inaccurate records corrections process within 60 calendar days 
after the disqualifying report is issued.  The grandfathered employee is subject to direct 
personal supervision during the conditional employment period as described in rules 
adopted pursuant to this chapter until a final background check report indicates that no 
disqualifying offenses appear in the updated records. 
5.  Termination; disqualified grandfathered employees.  An employer shall 
terminate or remove from direct access employment any grandfathered employee who 
has not submitted the documents required in subsection 3 or who fails to receive a final 
nondisqualifying background check report in accordance with subsection 4. 
§9059.  Prohibitions 
1.  Prohibited employment.  An employer is subject to the penalties imposed by this 
chapter for hiring, placing or continuing to employ, other than conditionally as described 
in this chapter or by rule, an unsupervised direct access worker who has a known 
disqualifying offense or who has not been subject to a background check and issued a 
nondisqualifying report from the Background Check Center. 
2.  Refusal to participate; employer.  The Background Check Center shall issue a 
disqualifying background check report for individuals who refuse to participate in the 
background check reporting process as described in this chapter, and the employer is 
subject to the penalties imposed by this chapter for allowing the individual to commence 
or continue direct access employment. 
3.  Good cause termination.  A disqualifying offense that appears in the record of an 
individual submitted for a background check or a disqualifying offense that was not 
reported in an earlier background check report or an offense that an individual concealed 
from the employer constitutes good cause for termination of the individual's direct access 
employment. 
4.  Refusal to participate; employee.  An employee's refusal to participate in the 
background check reporting process under this chapter constitutes good cause for 
termination of direct access employment. 
§9060.  Documentation 
1.  Employer documentation.  An employer subject to this chapter shall conduct and 
document the background check process in accordance with the requirements of this 
chapter and rules adopted pursuant to this chapter. 
2.  Data storage. An employer shall manage and store, electronically or on paper, the 
data provided by the Background Check Center in a manner that allows for verification 
that the employer conducted the background check in compliance with this chapter and 
other relevant state and federal laws. Employer documentation must be made available to 
the department upon request. 
§9061.  Confidentiality 
A criminal background check record and other personally identifiable information 
provided to an employer in compliance with this chapter are confidential. An employer 
may use this information only to determine the eligibility of an individual for new or 
continued employment, and the personally identifiable information or background check 
record may not be disseminated in any way that does not comply with this chapter or 
other applicable laws. 
§9062.  Penalties 
1.  Conduct subject to penalties.  An employer may be subject to the penalties under 
this chapter for any of the following: 
A.  Failure to conduct a mandatory background check; 
B.  Failure or refusal to terminate or remove from direct access employment an 
employee who is disqualified for employment based on the requirements of this 
chapter; and 
C.  Substantial noncompliance with the procedures established by this chapter. 
2.  Fines.  An employer who fails to comply with the provisions of this chapter is 
subject to the penalties set out under this subsection. 
A.  An employer who fails to secure a background check in accordance with this 
chapter or knowingly employs a disqualified individual for direct access employment 
commits a civil violation for which a fine of not less than $500 but not more than 
$10,000 per day may be adjudged, beginning on the first day the violation occurs and 
for each day of continued violation. Each day constitutes a separate offense. 
B.  An employer is subject to the penalties under paragraph A if that employer 
conditionally employs an individual before receiving verification that the individual 
has met the requirements of conditional employment described in this chapter. 
C.  An employer who fails to comply with the confidentiality requirements and 
conditional employment requirements of this chapter commits a civil violation for 
which a fine of not less than $500 but not more than $5,000 may be adjudged for 
each violation. 
§9063.  Administrative penalties 
1.  Licensing actions.  The penalties and fines described in this chapter do not limit 
the State's licensing authority to pursue an adverse action against an employer who fails 
to comply with or who commits a civil violation described in this chapter. 
2.  Licensing penalties.  An employer's failure to comply with the requirements of 
this chapter may be subject to the following administrative penalties in addition to any 
other remedies authorized by law: 
A.  Denial of a license or certification or registration needed to provide services to 
protected individuals; 
B.  Termination or revocation of the license or certification or registration relied upon 
to provide services to protected individuals; and 
C.  Revocation of rate agreements or service contracts with the State relevant to 
services authorized by the license or certification. 
§9064.  Appeal by employer 
The imposition of sanctions, other than licensing sanctions, pursuant to this chapter 
may be appealed by an employer pursuant to Title 5, chapter 375. 
§9065.  Rules; contracts 
1.  Rules.  The Department of Public Safety and the Department of Health and 
Human Services shall each adopt rules necessary to achieve the purposes of this chapter. 
As appropriate, each department shall keep the other department informed regarding 
rule-making activity. Rules adopted pursuant to this subsection are routine technical rules 
as defined in Title 5, chapter 375, subchapter 2-A. 
2.  Contract for services.  In accordance with state laws and rules governing 
contracting for services, the Department of Public Safety and the Department of Health 
and Human Services may contract with federal and state agencies and nongovernmental 
entities as necessary to carry out the purposes of this chapter. 
Sec. 26.  34-B MRSA §1225, first ¶, as reallocated by RR 2009, c. 2, §94, is 
amended to read: 
Beginning October 1, 2010, a facility or health care provider subject to the licensing 
provisions of section 1203-A shall obtain, prior to hiring an individual who will work in 
direct contact with a consumer, criminal history record information on that individual, 
including, or who has direct access to a consumer's property, personally identifiable 
information, financial information or resources, shall obtain a comprehensive background 
check in accordance with applicable federal and state laws.  The comprehensive 
background check must include, at a minimum, criminal history record information from 
the Department of Public Safety, State Bureau of Identification.  A facility or provider 
licensed under section 1203-A is subject to the employment restrictions set out in Title 
22, section 1812-G and other applicable federal and state laws when employing direct 
access personnel, as defined in Title 22, section 1717, subsection 1, paragraph A-2.  The 
facility or health care provider shall pay for the criminal background check required by 
this section. 
SUMMARY 
This bill establishes an interagency comprehensive background check program to 
protect Maine citizens vulnerable to abuse, neglect or exploitation by individuals in 
positions of trust who are charged with the physical and financial care of these 
individuals. Providers are required to perform background checks prior to hiring new 
direct care workers as well as current on direct access personnel. 
The bill creates the Background Check Center, which allows direct access care 
providers to secure background information from abuse and neglect databases, sex 
offender registries, the registry of certified nursing assistants and direct care workers, 
professional licensing authorities, Medicare and Medicaid exclusion databases and 
criminal history record repositories.  
The bill enables the Background Check Center to provide a report that identifies 
offenses that disqualify an individual from employment as a direct access worker.  
The bill authorizes a system of continued criminal record monitoring through a rap 
back program to ensure that employers are informed of any new disqualifying criminal 
offense that may occur after a direct access worker's initial background check. 
The bill provides for a conditional employment process that allows direct access 
workers to correct inaccurate background check report records and procedures to 
gradually implement background checks for current employees. 
The bill outlines compliance requirements including penalties and the impact of 
violations on provider licensing for noncompliance with the requirements. 
The bill amends existing background check and prohibited employment laws to use 
consistent language across all areas affected by the laws.