Employee Criminal History Check – I

I have been informed that in compliance with Texas Senate Bill 332 (House Bill 1466) passed by the 71st Legislature, the Agency is required to perform criminal history checks on all employees who provide care or have access to medical records of patients in an adult facility or in a client’s home.

I have been informed that the criminal history check will be conducted by the Texas Department of Human Services, office of the Inspector General, on behalf of the Texas Department of Health and Texas Department of Human Services Contract Administrators.

I understand that any records received by TDHS are privileged information and are for the exclusive use of TDHS, the Texas Department of Health, and the facility for which TDHS requested the information. The records may not be released or otherwise be disclosed to any person or agency except on court order or with the written consent of the person being investigated.

I understand that the offer of employment with the Agency is conditional. This will be made permanent once the criminal history check is returned and reveals that there have been no convictions or offenses prohibiting work as outlined by the law.

Employee Criminal History Check – II

The State of Texas requires Agency to inform the applicant of our request for a criminal check 115.54 (4). Before you are considered for employment a criminal check must be conducted. Your signature will permit us to proceed with State Regulations.

I give Agency to conduct a criminal history check.
I have not been convicted of any offense in the last 5 years described in the Health and Safety Code 250.005 that would bar employment with Agency.

Employee Misconduct Registry Rules

The State of Texas requires Agency to inform the applicant of our request for employee misconduct checks in the Employee Misconduct Registry. Before you are considered for employment, employee misconduct checks must be conducted. Your signature will permit us to proceed with state regulations.

I give Agency permissions to conduct an Employee Misconduct check on me.
I have no offense in the Employee Misconduct Registry (established under Health and Safety code, chapter 253) as unemployable due to a finding that I have committed an act constituting “reportable conduct.”
I give Agency permissions to conduct a Nurse Aide Registry Check.
I have no offense in the Nurse Aide Registry Check (established under Health and Safety code, chapter 253) as unemployable due to a finding that I have committed an act constituting “reportable conduct.”