Good morning,
As a healthcare organization, we have an increasing need to partner with other organizations for communicating information when a worker leaves one organization to join ours (or vice versa). This post specifically refers to New Jersey's Cullen Law, which aims to prevent the possibility for a healthcare provider being fired are one organization for patient abuse, theft, etc., to simply be hired at another without them knowing about the problem. Some things would come up on a background check, for sure, but termable offenses that may not have resulted in criminal charges, it's possible there could be gaps and laws like this attempt to bridge them. This law has two components:
- If we're hiring a candidate, we are required to send a document to their previous employers in healthcare to give their HR teams the chance to let us know if they were terminated for abuse, negligence, theft, malpractice, etc.
- If another healthcare organization is hiring one of our former employees, they would similarly need to request this information from us.
My post is mainly about the first topic but an improvement for the second would be great, too. For this specific law, we can't use a third party/background check company to manage this information; our HR team has to directly communicate with the HR team at the prior employer(s). I'm wondering if there's something for this in GHR or if someone here has come up with some kind of solution for this? While we could maintain some kind of business class and set up an interface or API, I'm more thinking of some kind of login portal for other organizations to log in and use. Here's what I was thinking about:
- Similar to how external candidates log into a masked version of the Employee Transition Programs webapp to do their preboarding paperwork, I'm wondering if we could set up a series of logins and provide them to these organizations. On our side, when we're hiring a candidate, we could then kick off some kind of transition task or something else that would send them a notification asking them to log in and fill out the form for that candidate. This would probably require a custom webapp, actor profiles with security roles, etc. so it'd be too much to build from scratch, but just wondering if anyone's aware of anything like this in GHR currently?
- My other thought was less sleek and more prone to data leaks, but we could automate something that marks candidates as eligible if they're being hired into one of these types of roles. It would then look at the records on JobApplicationWorkHistory, which are the job history fields they provide when applying, which then sends either a document template or an email to each organization's HR department and asks them to simply email it back to our HR team. I don't love that approach as this classified/privileged employment data and, while HR professionals know to take these things seriously, one typo'd email and one of these forms could leave our sphere of control.
Any thoughts? Worse comes to worse, we can comply with pen & paper sent through the mail, but that'll prolong hiring wait times, take more clerical time, etc. I appreciate anyone's input, thank you!
