We wait until we have the actual document on the background prior to putting them through Med Pass especially if they have never been entered in the system as a med passer. This makes our nursing team feel a lot better knowing that we have all the required documentation needed prior to them taking the course. We just wait for the results and stick them in the next med pass class. It's been a successful practice since we have had a couple people not meet the qualifications and were not honest up front and had to let them go. 

Sent from my iPhone

On Dec 10, 2018, at 3:38 PM, Anita Allen <AAllen@opra.org> wrote:

Please see question below from one of our members.

Our program is looking at the delegated nursing training requirements and wondering how others are addressing it. 

Specifically, 5123-2-2-02, of course, indicates we may conditionally employ while waiting on the BCI:

(7) A responsible entity may conditionally employ an applicant, for a period not to exceed sixty days, pending receipt of information concerning the applicant's criminal records check once the applicant submits to the responsible entity the statement required by paragraph (C)(5)(a) of this rule. The responsible entity shall terminate the applicant's employment if it is informed that the applicant has been convicted of or pleaded guilty to a disqualifying offense.

This is done with an affidavit.

The delegated nursing application indicates background check results must be obtained within the given time frame. We are wondering if the "specified time frame" means that it is acceptable to have the affidavit in hand and go forward with med admin training. Or must we wait for the actual background check results to be obtained (which would push potential training times back further)?

Any feedback would be appreciated.

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