Please visit the Florida Health Care Complaint Portal to report your criminal conviction. https://www.flhealthcomplaint.gov/
Yes, background screening is required by Florida law for this certificate/license. All offenses are reviewed.
If the result of his background report shows arrests and offenses, or incomplete dispositions, they will receive a notice from the Background Screening Unit requesting additional information. Depending on the types and seriousness of the offenses, the applicant’s file may go before the Board of Nursing for further review. If the Board denies the applicant’s file, the applicant will receive an official Intent to Deny Order and will have right of appeal.
If I go through the Nurse Aide Training and there’s something in my background, will I still be allowed to work the four (4) month grace period?
That determination is made by the employer.
Each application is reviewed on its own merits. The Board of Nursing has created guidelines for specific offenses to be cleared in the Board office; however, the staff cannot make determinations in advance as laws and rules do change over time. Violent crimes and repeat offenders are required to be presented to the Board of Nursing for review. Evidence of rehabilitation is important to the Board Members when making licensure decisions.
A Level 2 background screening is a state and national background check conducted pursuant to Chapter 435, F.S. for employment.
All new CNA applications to the testing company (Prometric) and by Endorsement will be required to have a background screen prior to certification.
The testing company includes a notice of the fees in the application bulletin for the CNA applicants by Examination. Information regarding the background requirements and screening are also reflected in the application for CNAs by Endorsement.
If the Board denies the candidate a license, will he receive any refund of testing and background fees?
No, there are no refunds if the Board does not approve the candidate. This is the same as in any other health care practitioner application or testing process.
Yes. To be eligible for employment in long-term care as a certified nursing assistant, you must hold current certification and have no disqualifying offenses as outlined in Chapter 435 and Section 408.809, Florida Statutes. Licensees with a disqualifying offense may apply for an exemption (employment waiver) in order to work in certain facilities.
No, both felonies and misdemeanors may be disqualifying. The disqualifying offenses are outlined in Chapter 435 and Section 408.809, Florida Statutes.
What do I do if I am told I am disqualified from employment due to a problem with my background screening?
If you hold an active CNA, LPN, RN, or APRN license you may request an exemption review through the Department of Health. If it is determined the disqualifying offenses do not make you ineligible for employment, you will be granted an exemption, thereby, allowing you to work.
This would vary from program to program. You will need to check with any prospective programs, but this will not satisfy the background screening requirements for licensure.
If a background check is completed at time of entry to a training program, must it be completed again at time of application for CNA exam?
Yes, a new background check is required on all new applications for the CNA exam.
If an employment background check is completed and the candidate then applies to take the CNA exam, can the employment background check be submitted to the testing company to meet the background requirement?
No, a new background check is required at time of new application for the CNA exam.
What is the difference between a background check used for employment screening and a background screening used for licensing/certification purposes?
For licensure or certification by the Board of Nursing, all criminal offenses are screened and reviewed prior to licensure or certification. For employment background screening, the employer uses a specified list of disqualifying offenses pursuant to Chapter 435 and Section 408.809, Florida Statute. If the employee has one of these specified offenses, he cannot be employed until he receives an exemption.