Allows applicants for employment in programs operated by the department involving routine contact with patients, residents, or clients without the presence of other employees to apply to a qualified vendor for a national criminal records check.
Impact
The bill is expected to enhance patient and resident safety by ensuring that all employees, regardless of the size of the employing organization, undergo thorough background checks. This change creates a more uniform standard across the state for organizations providing care and services to vulnerable populations. By providing a clear and consistent process for criminal records verification, the bill aims to uphold the integrity of care environments and promote safety for those receiving behavioral health services.
Summary
House Bill 5631 proposes amendments to existing laws regarding the requirement of criminal records checks for employees in behavioral healthcare and related fields. The bill particularly focuses on applicants who will have routine contact with patients, residents, or clients without other employees being present. It allows these candidates to apply for a national criminal records check through qualified vendors, thereby broadening access and simplifying the process for employment in this sensitive sector. Notably, the bill eliminates the previous requirement that only organizations with more than twenty-five employees must conduct such checks, which expands the applicability of the law to smaller facilities and programs as well.
Contention
While supporters argue that this amendment is crucial for improving the safety of clients in behavioral health facilities, there may be concerns regarding the administrative burden this places on smaller organizations that now have to ensure compliance with these extended regulations. Additionally, the implications of how disqualifying information is handled could draw scrutiny, particularly on privacy concerns and the rights of applicants undergoing background checks. The balance between necessary safety precautions and fair employment practices will likely be a point of contention as discussions around the bill progress.
Defines suitable person, establishes reasons for applying for concealed carry permit, establishes what information is required on applications, establishes appeal process for denials, provides that records are not public permits hunting with suppressor.
Defines suitable person and establishes reasons for applying for carry permit, establishes what information is required on applications, establishes appeal process if application denied and provides that records are not public.
Provides amendments to the cannabis act relating to the definition of a social equity applicant and the required fee to maintain such status as a social equity applicant.