URGENT, All DFW area Healthcare workers

  1. www.gp1.com , Essentially its a very effective and WRECKLESS "Black List" established by almost ALL the DFW area hospitals, and argues the legality of its existance and practice by hiding behind the "Fair Credit Reporting Act". All I can say is visit it and you will see, but fair warning, this site may cause very negative emotions while viewing. Enjoy the spectacle that is, "GROUP ONE".
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  2. 26 Comments

  3. by   passing thru
    I'm not sure I understand what your ire is about. All large cities have a corporation doing this same work. The human resource departments of hospitals and the nurse recruiters do not have the skill, information, or time to do the extensive investigative background checks on each licensed applicant.

    All hospitals have a # they call , a company that specializes in this background checking for all licensed and also unlicensed employment applicants. The hospitals have to do these kind of checks, it is their responsibility towards "protecting the public." And relieving themselves of liability in the event a "baby killer" or some other malcontent falls thru the cracks, and gets hired.

    The background checks are "leased out."

    Did I misunderstand your complaint? it is early and I just got in from a 12 hour shift. too tired to think.
  4. by   StinkyMcStinker
    The problem with this company is the lack of "checks and balances" that should be applied to the process of employers submitting "reports" about employees. I am not speaking about CRIMINAL BACKGROUND checks, which by the way can be performed WITHOUT the formation of a private company to do so. The types of reports that are being stored and exchanged by this company are GROSSLY subjective and vague in nature, and go beyond reporting such things as if a former employee is for example "can be rehired" or not. If you were to dig deeper into the links and newsletters of the site, you would discover that thier focus is to also include reporting if employees have perhaps consulted or taken litigation against a facility or not, for whatever reason. Former supervisors/managers can submit negative reports about an employee without the employees knowledge or opportunity to submit a rebuttal or have the inaccuracies addressed. Whatever a former superior wishes to put in a report is accepted without verification or question regarding the reports content. I personnaly know RN's who have been the victim/s of this practice, who doesnt know an outspoken RN or other coworker who has been on the receiving end of retaliatory measures by management, for speaking what others want to say but wont.
  5. by   sjoe
    "All large cities have a corporation doing this same work. "

    The service is available almost anywhere, for a fee, over the Internet. Many companies provide this service.

    Did you think prospective employers would be interested only in talking with the references that YOU provide? There is nothing illegal about disseminating public information, which certainly includes your credit history, job performance, history of WC claims, job attendance, "attitude," etc.

    Next time you fill out a job application, take a look at the small print on the bottom. By signing the form you typically waive any right to sue or make any claims against any such agency, previous employer, or person who provides ANY kind of information about you. You give up your right to protest, legally, against this practice. Take it or leave it.

    Oh yes, and welcome to the 21st Century.
    Last edit by sjoe on Jan 12, '03
  6. by   StinkyMcStinker
    You are either in a supervisory position, or failed to actually READ the site I mentioned, I suggest you not respond to threads in such a negative way until you educate yourself about what the individual is SPECIFICALLY refering to.
  7. by   RNonsense
    OK...I read the site. You would certainly have a case if someone said something about you that was not true...and it also states the applicant will be given written notice as to why he/she was not hired as a result of this search.
  8. by   essarge
    There is a move on to keep employers from running a credit report. As we all know, there are several reasons that someone might have a "bad" credit score....divorce, death, separation etc. An employee can be a loyal, faithful employee for years and have really crappy credit. I hope that this change goes through!
  9. by   essarge
    This is what I found on that site...while some of them are things that cannot be overlooked, some are things that should have been discussed with the prospective employee. I also don't see any time limit on there, like did this happen when the employee was 18 and is now 50 (time and maturity do make a difference IMHO).




    Each month, GroupOne publishes the "Top Ten Most Unwanted Applicants" list. We survey all pre-employment screening reports to determine ten of the most startling facts applicants conveniently fail to communicate on their hospital employment applications. Our "Top Ten Most Unwanted", include the following:
    November 2002

    10. RN- Travel Nurse- Felony, theft by worthless check, received 3 years probation. Resigned position.

    9. Staff radlographer- Public lewdness, received I year probation. Resigned position.

    8. Registered Nurse- Felony, manslaughter, sentenced to 10 years confinement. Resigned position.

    7. Medical Technologist-Assault-spouse, received 2 years probation. Discharged for inappropriate conduct with non-patient.

    6. LVN II- Criminal trespassing, sentenced to 60 days injall. Felony, aggravated assault, received 10 years probation. Discharged for performance.

    5. RN- Forge/alter prescription, received I year probation.

    4. Applicant- Felony, injury to a child, received 10years probation. Felony, aggravated assault- serious bodily injury, sentenced to 5 years in the Texas Department of Corrections. Felony, aggravated robbery with a deadly weapon, sentenced to 7 years in the Texas Department of Corrections.

    3. Radlographer- Felony, possession of a controlled substance by fraud, received 5 years probation. Felony, abandoning or endangering a child with intent to return, received 5 years probation. Resigned position for other employment.

    2. Nursing Supervisor- Indecent exposure, received I year probation.

    1. Respiratory Care Tech- Felony, possession of a controlled substance under I gram, sentenced 2 years and 6 months confinement. Felony, aggravated assault with a deadly weapon, received 10 years probation. Discharged for unsatisfactory work performance.

    It's pretty scary to think that "Big Brother" is watching every move you make now!!
  10. by   Gomer
    Originally posted by essarge
    This is what I found on that site...while some of them are things that cannot be overlooked, some are things that should have been discussed with the prospective employee. I also don't see any time limit on there, like did this happen when the employee was 18 and is now 50 (time and maturity do make a difference IMHO).




    Each month, GroupOne publishes the "Top Ten Most Unwanted Applicants" list. We survey all pre-employment screening reports to determine ten of the most startling facts applicants conveniently fail to communicate on their hospital employment applications. Our "Top Ten Most Unwanted", include the following:
    November 2002

    10. RN- Travel Nurse- Felony, theft by worthless check, received 3 years probation. Resigned position.

    9. Staff radlographer- Public lewdness, received I year probation. Resigned position.

    8. Registered Nurse- Felony, manslaughter, sentenced to 10 years confinement. Resigned position.

    7. Medical Technologist-Assault-spouse, received 2 years probation. Discharged for inappropriate conduct with non-patient.

    6. LVN II- Criminal trespassing, sentenced to 60 days injall. Felony, aggravated assault, received 10 years probation. Discharged for performance.

    5. RN- Forge/alter prescription, received I year probation.

    4. Applicant- Felony, injury to a child, received 10years probation. Felony, aggravated assault- serious bodily injury, sentenced to 5 years in the Texas Department of Corrections. Felony, aggravated robbery with a deadly weapon, sentenced to 7 years in the Texas Department of Corrections.

    3. Radlographer- Felony, possession of a controlled substance by fraud, received 5 years probation. Felony, abandoning or endangering a child with intent to return, received 5 years probation. Resigned position for other employment.

    2. Nursing Supervisor- Indecent exposure, received I year probation.

    1. Respiratory Care Tech- Felony, possession of a controlled substance under I gram, sentenced 2 years and 6 months confinement. Felony, aggravated assault with a deadly weapon, received 10 years probation. Discharged for unsatisfactory work performance.

    It's pretty scary to think that "Big Brother" is watching every move you make now!!

    So, would you really want any of these individuals caring for you or your loved ones? Would you really want to work with any of these indivduals? If this is "Big Brother", thank god for him!!!
  11. by   Stargazer
    My company hired a credentialling organization a few years ago after we discovered we'd hired a "nurse" with a very impressively faked license and resume/recommendation letters. I believe the individual in question was actually an EMT. Our credentialling company investigates all licenses held in all states by our applicants, and the applicants have to fill out a 3-page information sheet for the credentuialling alone--so they are very aware we are checking them out. We feel this is a matter of safety for our patients.

    Human Resources has them sign a release for a credit check. I don't know what kind of criminal or credit check HR runs routinely on applicants.

    I honestly don't believe that most employers do credit checks or criminal checks looking for reasons NOT to hire applicants. (And with the amount of unsecured credit card debt the "average" American carries these days, "bad credit" would definitely have to be graded on a curve. Very few people have perfect credit.) The idea is simply to weed out folks with obvious patterns indicating acute or ongoing problems. Would you hire a comptroller who had declared bankruptcy 3 times? Would you be a little leery of hiring a nurse who'd had 2 auto reposessions, a foreclosure and a couple of bankruptcies, or would you seriously consider this person to be responsible and with good judgement?
  12. by   P_RN
    I guess I'm too honest to worry about this. I'd prefer my coworkers be open and above board, but in past years there were several people who would/should not have been allowed to work there if their history had been researched.

    1. MD residient: abuse of alcohol, license suspended in another state, allowed to do residency in our state.

    2 Nurse who had significant criminal history of child abuse, narcotic use and probation at another facility. She came to work most nights looking as if she had slept in her uniform for several days. Bleary eyes, chronic nose bleed, incoherent speech. Police arrested her at work for putting her 12 mo old child out on the front porch at night in winter for crying and disturbing her sleep.

    3 I could go on and on. While I don't approve of big brother type actions.......such a search group would have at least pointed out these questionable employees.
  13. by   StinkyMcStinker
    Let me repeat just what this IS. It is an INTERNAL division formed by the "Dallas Ft. Worth Hospital Council", and NOT an OUTSIDE PRIVATE service that the "Council" is using. This "Council" of Hospitals is comprised of virtualy EVERY Hosp. and Surgery center in the entire area. Still with me? Now, lets say you leave a facility under "not so ammicable, but benign circumstances, or even lets say you left thinking everything WAS OK. Now, lets also say the supervisor you had didnt "like" you, (and anyone who says everyone likes them has other more serious problems) and is now going to take advantage of the situation of your leaving, and now is going to "put in her/his two cents in" to personnel after you've left. Keep in mind that you do not have to be notified about this. Personnel then takes this "REPORT" and submits it to this INTERNAL DIVISION of the "COUNCIL" that this Hospital is a MEMBER of. I will state my experience for an example, I had been working at a particular hospital for almost 2 yrs, when I was able to secure employment at another facility which was MUCH closer to my house. Having enjoyed my time spent at this facility, receiving an almost Perfect performance evaluation during that time, I wished to remain there PRN. After completing the paperwork and switching my status from FT to PRN, while then working FT at the new facilty closer to home, as all of us who have worked 2 jobs can attest to, I found I was unable to consistantly work all the PRN shifts, and after having cancelled a few, decided to resign from there entirely. Fast Forward 2 years, I was now looking into another facility and after a most successful interview and having been extended the position, pending the personnel dept.s processing I was to begin working there. HERE IS WHERE IT OCCURS. Human Resources receives a GROUP ONE "REPORT" stating that this FORMER facility claimed I had ABBANDONED my position. QUOTE! Lets see, cancelling a few shifts gets me labelled as one who ABBANDONS their position. ABBANDON is not a good word to carelessly attach to someone who works in the MEDICAL FIELD. This "REPORT" cost me the position. This is only ONE experience, of which some of my colleagues/friends have experienced similar ones with this DIVISION as well. Are you starting to understand the outrageousness, and injustice of this flawed and unmonitored practice. I hope EVERYONE is clear that I am NOT speaking of criminal backgrounds but innacurate and subjective information that is being exchanged to a members only clientel, THIS IS A BLACKLIST!
  14. by   P_RN
    My only suggestion would be to contact a labor attorney to see if you have a case. Aren't these private facilities? All were not in DFW according to the list. What reason was given for your not being hired?

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