Former Coworker now Registered Sex Offender

Nurses Relations

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Specializes in ER.

If you know someone you used to work with is now a registered sex offender and you're unsure of whether their professional healthcare license was suspended, do you think that it is ethical to make sure that the particular board is aware of the crime? It's not possible to check the registry due to the way that the board is set up. It's not a nursing license.

I know at the moment they are not working in a capacity that is providing patient care at two of the three places they used to work due to being arrested for the crime initially. However, I don't know if the third location fired him. I also don't want the possibility of him working at one of the two other places because it could impact me should I ever need to get treated.

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Specializes in Pediatrics, Emergency, Trauma.

If the person is a convicted sex offender, it would depend on how your state reports to licensing and certificate boards; if they were to run a check and find that this individual was convicted, then yes, they would know; the person has the duty to self report in some states, however.

I don't understand how would this person affect where you work; most sex offenders can not work with vulnerable populations; the employer would be in the wrong for exposing their clients to a registered sexual offender. If the individual was fired; then they know he is a registered sex offender; I am sure they do not want any issues with that at ALL... :no:

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Usually, sex offenders, like anyone else charged with a crime, are innocent until proven guilty. Therefore, if that person was arrested, but not officially found guilty of said crime, then it would perhaps be facility specific in if the person retains their position until the outcome of a trial, court, whatever. This is also a legal thing--which per AN TOS, we can not give legal advice, but remember, people are innocent until proven otherwise--and it can be facility specific if one loses their position for an unproven charge.

Usually, one doesn't register as a sex offender unless a court or probation mandates they do so. Then, should this person not be in jail, which often occurs in this type of situation, they are on some pretty specific probation. Which usually means that the probation officer keeps tabs on where one is working. Should that be in a health care facility, the person more than likely would lose that job.

On a completely political debate--I think that sex offenses can be a flawed system. I had a female friend who was in nursing school, met a guy, they dated a few times, and she broke it off as things just didn't add up. Well, come to find out the guy was 16, almost 17. She had just turned 20. He was none too thrilled that the friend broke it off, but his parents were more than thrilled, felt my friend took advantage of their child, and had her arrested for statutory rape. She needed to register as a sex offender when it was found she was guilty. And it, in turn, ruined her life.

Right, wrong, indifferent--I think there's a huge difference in 2 kids dating and someone who is a child molester or a rapist. However, this doesn't help you in your issues with this person in this situation, just some perspective.

Should you need to be treated in the facility which this person may or may not be working, and when you are seeking treatment see this person at the facility/where ever this is, then you can most certainly ask to see the person in charge, and ask that this person not care for you.

If you live in a place small enough that everyone knows all about this, I can't see how a facility wouldn't think they would get some flack for keeping the person employed. In other words, everyone must know about this, hence why the person was fired to begin with.

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Specializes in ER.

I don't know if the board actually does checks after the initial licensing. I can't remember the questions that they ask during rectification either. In fact, I think they just started doing finger prints for initial licensure. I remember when I did the initial licensure I had to fill out a form and report any convictions, but I know a handful of people who "forgot" to report convictions related to drinking and were never questioned during the initial licensure. I do remember signing a paper saying we weren't terrorists and there would be hell to pay if we signed it incorrectly.

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I am not sure what your goal is. However, most convicted sex offenders (note: CONVICTED) live within a relatively strict set of rules. Especially in small towns where everyone knows everyone.

Facilities have policies on what constitutes employment. Being CONVICTED of any crime is enough for a number of them to be denied continued employment.

If you really have no idea, and are relying on gossip as to if this person is working or not, hunt down the ethics reporting line of the facility's parent company and see what they have to say about it.

In my opinion, it is best to remember, although sexual misconduct is a horrible nasty crime that affects many, many lives, and are beyond disturbing, fishing around on suspected and gossiped about rumors also ruin lives. Especially on an instance of "I MAY have to encounter this person sometime in the future".

And yes, it does stink that someone who doesn't belong in a job that is subjecting patients to a potential criminal has one, while many others who may have better characters do not. However, to insert one's self into someone else's life without proof is also not something I would ever suggest is a good thing.

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Reporting that a former co-worker is a sex offender both requires 1) effort 2) you are doing someone's job for them and you are not getting compensated

Doesn't seem worthwhile.

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Specializes in Oncology; medical specialty website.
I don't know if the board actually does checks after the initial licensing. I can't remember the questions that they ask during rectification either. In fact, I think they just started doing finger prints for initial licensure. I remember when I did the initial licensure I had to fill out a form and report any convictions, but I know a handful of people who "forgot" to report convictions related to drinking and were never questioned during the initial licensure. I do remember signing a paper saying we weren't terrorists and there would be hell to pay if we signed it incorrectly.

I think this comes across as "I want to report this person, but I want people to tell me it's OK to report him first."

If s/he is not working in a patient care capacity, then what is your goal for reporting him/her?

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Specializes in Critical Care, Education.

OP could just make sure that HR knows about the issue. HR is mandated to take action whenever there are any reportable issues for licensed professionals. HR departments also have mechanisms in place to deal with any issues that could affect patient care - and they can do it in a way that ensures confidentiality. That would probably take care of any residual angst about failing to report to BON.

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