Frequently Asked Questions

The biennial renewal in-service hours shall include: Blood-borne Pathogens, Infection Control; Domestic Violence; Documentation & Legal Aspects for CNAs; Resident Rights; Communication with impaired clients; CPR skills; and Medical Error Prevention/Safety. A CNA’s agency or facility may require their employees to complete specific in-service hours as part of their employment.

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.

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.

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.

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.