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SRA Screening Insights – April Edition

Message from the Editors:

Welcome to the April edition of the SRA Screening Insights newsletter.

Klasey Wojcik
kwojcik@srascreening.com
Direct: (754) 201-2693

 

Zulay Moreno
zmoreno@srascreening.com
Direct: (561) 569-8027

Did You Know?💡

SRA offers Health Care Compliance Searches at both Level 1 and Level 3 to help support your screening needs.

 

These searches help identify: 

🚨Individuals who may be excluded from government programs

🚨Sanctioned Individuals

🚨Debarred Individuals

🚨Individuals linked to fraud, abuse, or licensing issues. 

 

Drawing from hundreds of sources, including the OIG exclusion list, SAM, state Medicaid exclusion lists, and licensing boards, these searches provide a comprehensive view or potential risk. 

 

Ongoing monitoring is also available, allowing you to stay informed of any changes after the initial search is complete. Reach out today if you are interested!

 

Inside This Edition:

    • Pennsylvania Employers Can’t Use Criminal History Information Volunteered by Job Applicants in Making Hiring Decisions, According to Recent Third Circuit Decision – Pennsylvania employers face stricter rules under the Criminal History Record Information Act (CHRIA) when using criminal history in hiring. When making hiring decisions, employers can’t consider arrest records or non-conviction information. Convictions may be considered, but only if they are directly tied to the responsibilities of the position. These rules apply no matter how the information is obtained, making compliance critical to avoid legal risk.

 

    • EEOC and FTC Offer Joint Tips on Use of Employment Background Checks – Recent federal guidance is reminding employers that background checks must be handled with both compliance and fairness in mind. While screening is a common part of hiring, employers are required to obtain consent, use information responsibly, and avoid practices that could be seen as discriminatory. It also reinforces that applicants should have clear visibility into what information is being considered and the opportunity to review it when necessary.

 

    • Fake Nurse Gets 6 Years in Prison After Using Stolen License – A recent case out of Northwest Arkansas is raising serious concerns about credential verification and patient safety. Authorities found that an individual worked in multiple healthcare facilities using a stolen professional license and another person’s identity for nearly a year, despite having no valid qualifications. The case ultimately resulted in a prison sentence after the individual pleaded guilty to fraud and practicing without a license. It highlights how gaps in verification processes can allow unqualified individuals to enter critical roles.

 

    • Idaho E-Verify Bill Passes Through House After Spirited Debate – A heated debate is unfolding in Idaho as lawmakers push forward new legislation that could significantly change how businesses hire. House Bill 704, which would require all private employers to use the federal E-Verify system to confirm a worker’s legal status, has sparked strong reactions on both sides. Supporters say it’s about strengthening accountability and ensuring compliance with existing laws, while critics warn it could create unintended challenges for employers and workers alike.

 

 

 

 

Pennsylvania Employers Can’t Use Criminal History Information Volunteered by Job Applicants in Making Hiring Decisions, According to Recent Third Circuit Decision

 

The ruling highlights key expectations employers should keep in mind when using criminal history in hiring, including assessing whether a conviction is truly job-related and ensuring candidates are properly notified if it influences a decision. It also underscores how these requirements intersect with federal and local laws, adding another layer of complexity. Overall, it serves as a reminder that clear processes and consistent, compliant practices are essential.

 

 

 

EEOC and FTC Offer Joint Tips on Use of Employment Background Checks

 

When it comes to background checks, the basics matter more than ever. Employers are expected to follow a clear, consistent process, providing proper disclosure, obtaining authorization, and giving candidates a fair chance to respond before making a final decision. At the same time, applicants have the right to review their reports and dispute any inaccuracies. It’s a straightforward message: transparency and consistency aren’t just best practices, they’re essential for staying compliant.

 

 

 

Fake Nurse Gets 6 Years in Prison After Using Stolen License

 

From a broader perspective, the situation underscores the importance of thorough background screening and credential validation in regulated industries. Employers are reminded to verify licenses directly with issuing authorities and remain vigilant for inconsistencies in applicant information. The case also reflects growing concerns around identity fraud and its potential impact on safety, compliance, and organizational risk. Overall, it serves as a strong reminder that robust screening processes are essential to protecting both organizations and the public.

 

 

 

Idaho E-Verify Bill Passes Through House After Spirited Debate

 

The bill, which would require private employers to use the federal E-Verify system to confirm employees’ work eligibility, ultimately passed the Idaho House in a 43–26 vote after intense discussion. Lawmakers weighed economic concerns against stricter enforcement of immigration related employment rules. Proponents argue the system is simple and necessary to prevent unauthorized employment, while opponents, particularly from agriculture and dairy sectors, fear it could worsen labor shortages and disrupt key industries. With the proposal now heading to the Senate, the conversation is far from over, and its potential impact on businesses and the workforce continues to be closely watched.

 

Stay informed, stay compliant, and streamline your hiring process with SRA Screening.

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