An important aspect of owning a successful veterinary practice is ensuring you comply with state and federal employment laws. Conducting background checks on job applicants can help you hire employees who are safe, competent, and ready to contribute positively to your veterinary practice. Understanding the legal considerations for background checks and veterinary practices can assist you during the hiring process.
The Benefits of Conducting Background Checks
Conducting background checks on potential employees has many benefits. Background checks can help veterinary practice owners become aware of criminal convictions that may make it unsafe for the applicant to work with and care for patients. They can also help prevent internal theft of controlled substances and protect the practice from hiring employees who may have a background that could create liability for the veterinary practice.
Background Checks Are Usually Required Under State Law
Some veterinarian practice owners may not run background checks and assume they are unnecessary. However, most states require employers in the healthcare field, including the veterinary field, to conduct background checks. Employers should conduct background checks on potential hires. They should also conduct background checks periodically after an employee has been hired. States have enacted these requirements to protect patients from providers who may have a history of violence, illegal drug use, or theft. If you are unsure whether your state requires you to run background checks on potential employees, speaking to an experienced attorney is worthwhile. The attorneys at Mahan Law can help you understand the requirements in your state and offer legal counsel about how to comply with them.
Mistakes to Avoid When Conducting a Background Check
As the owner of a veterinary practice, it will benefit you to have a streamlined process for conducting background checks so you can avoid common pitfalls. Making certain types of mistakes when conducting background checks can create legal liability for your veterinary practice. For example, when conducting background checks, you should always do the following:
- To avoid discrimination, ensure your background check policy is as consistent as possible and applies to all applicants moving forward.
- Allow applicants to correct any possible mistakes the background check may have uncovered.
- Obtain the individual’s permission before conducting a background check.
- Avoid engaging in social media screenings.
- Conduct ongoing screenings for employees who have been hired.
- Work with an attorney to ensure you are complying with state and federal guidelines.
Limit Background Checks to Relevant Records
It’s important to limit your background checks to records that are relevant to the employment position. For example, you wouldn’t want to run a credit check unless an employee’s credit is somehow related to the position for which you’re hiring them.
Conducting a credit check may be necessary if the employee will be handling money or making financial decisions for your veterinary practice. Similarly, you may not need to look into a potential employee’s driving record if they will be a virtual assistant for your office manager. In healthcare, however, it’s always a good idea to conduct criminal background checks on any potential employee who will work with animals and their owners.
Contact a Veterinary Practice Attorney Today
The veterinary practice attorneys at Mahan Law are prepared to help you review your hiring process. We can provide you with experienced legal counsel on how to conduct background checks legally in your veterinary practice. Working with an attorney can ensure your practice complies with all relevant employment regulations. Don’t hesitate to contact Mahan Law today to schedule a complimentary, no-obligation case evaluation.