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Before your first day, the practice verifies the things a client would reasonably expect us to know about anyone we put in a room with them.

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What we verify for every clinical hire

  • License. Verified directly with the Utah Division of Professional Licensing (DOPL), never from a copy you provide alone.
  • Exclusion status. Checked against the federal OIG exclusion list and SAM.gov before hire and monthly after. See Exclusion screening.
  • Education. MSW from a CSWE-accredited program, verified with the school or through a verification service.
  • NPI. Your individual National Provider Identifier, needed for billing.

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Criminal background checks

The practice runs a criminal background check on every clinical hire and on any employee who will handle client records or money, through a screening vendor (the vendor integrated with Gusto, expected to be Checkr; the practice manager confirms the vendor in your offer packet). Because a vendor report is a consumer report, the federal Fair Credit Reporting Act (15 U.S.C. § 1681b(b)) sets exact steps, and the practice follows them in this order:
  1. Disclosure. You receive a written disclosure that a background report may be obtained, in a document that contains nothing else.
  2. Authorization. You sign a written authorization. No report is ordered without it.
  3. Timing. The check runs after a conditional offer, never at application. Utah law (Utah Code § 34-46-201) bars asking for your Social Security number, date of birth, or driver license number before an offer except at this step, and the vendor collects them directly.
  4. If something in the report could affect the offer: before any decision, you get a copy of the report and the federal “Summary of Your Rights” notice, and a reasonable time (at least five business days) to dispute or explain.
  5. If the decision is adverse: you get a written adverse-action notice with the vendor’s name and contact, a statement that the vendor didn’t make the decision, and your right to a free copy and to dispute it.
A record is reviewed for what it means for client safety and the specific role, not as an automatic bar. Helen makes the call, with the attorney when needed.

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Drug screening

We don’t require pre-employment drug screening. See Drug- and alcohol-free workplace for the conduct standard that does apply.

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Your rights

You’ll receive a copy of anything a screening vendor reports about you if it affects an employment decision, and a chance to correct it. Ask the practice manager if you have questions about what was checked.