Background Check

1. Initial Association
   1. Every individual who is to be associated with PIC as an employee, volunteer or practicum/internship student with unsupervised direct client contact must have a valid criminal history check conducted by the State of Alaska Background Check Unit (BCU) in accordance with AS 47.05.300-47.05.390. The only exception to this rule is if the individual does not have unsupervised contact with recipients of services.
   2. A criminal history check is not required for the following individuals unless they also meet the criteria as an employee, volunteer or practicum/intern student:
      1. A relative of a recipient of services; or
      2. A visitor of a recipient of services; or
      3. An individual that has submitted evidence of a fingerprint-based background check that is required as a condition of professional licensure or certification; or
      4. An occasional guest of PIC. 
      5. Volunteer without direct client contact
   3. Any individual who is required to have a criminal background check must provide all needed information to PIC.  Required fingerprint cards is completed as part of orientation prior to independent contact with clients.

2. During Association
   1. If an individual is charged with, convicted of, found not guilty by reason of insanity for, or adjudicated as a delinquent for a “barrier crime” as defined by Alaska law or is the subject of a matter that must be reported involving the abuse, neglect or exploitation of a child or vulnerable adult during the course of an individual’s association with PIC that individual must so notify their supervisor within 24 hours or the next business day.  
      1. The supervisor will notify HR no later than the next business day after they receive notification.  
      2. PIC must notify the BCU of any such notice within 24 hours in the case of a “barrier crime.” 
      3. The individual must cease all unsupervised contact with any PIC consumer until the individual is acquitted of that crime, the charge is dismissed or the charges are officially dropped unless a variance is granted.  Direct service employees will be placed on during an investigation. 
   2. In the event of an allegation of abuse, neglect or exploiting as defined above, DHSS will investigate the report.  If after its investigation, DOH makes a substantiated finding that an individual committed abuse, neglect or exploitation, DOH will notify PIC and the individual that the individual may not be associated with PIC unless a variance is granted by the BCU.
   3. If, during the course of an individual’s association with PIC, the BCU receives information about an activity that creates a barrier to continued employment with PIC, the BCU will notify PIC.
      1. Within 24 hours of receiving such notice PIC will terminate its association with that employee, volunteer or practicum/ internship student unless a variance is requested or granted.
   4. PIC may take any action necessary and in the best interest of itself and its consumers if any employee, volunteer or practicum/internship cannot perform his or her job duties because of circumstances described in paragraphs (A) or (B) above.  
   5. Fingerprint-based criminal history checks are valid for 6 years. PIC employees, volunteers and practicum/ internship students are responsible for obtaining a timely new finger print card and submitting that card to HR before their prior check expires.  PIC will pay for expenses incurred to obtain fingerprints for the new criminal history check for current, active employees.
   6. Any lapse in association with PIC or lapse of unsupervised contact with a PIC recipient of services of an employee, volunteer or practicum/ internship student longer than 100 days will require a new fingerprint-based criminal history check conducted by the BCU.  

Variances

1. If an employee, volunteer or practicum/internship student requests a variance or reconsideration pursuant to state law they may remain associated with PIC pending a decision on the request if: 
   1. an unfilled position is available for which they are qualified; and
   2. they are removed from direct contact with consumers; and
   3. they are directly supervised when present in any area where services are provided; and
   4. they have no access to personal or financial records maintained by PIC regarding consumers; and
   5. they have no control over or impact on the financial well-being of a consumer.
   6. If the above conditions cannot be reasonably met, the employee may ask to use any leave to which they may be entitled under the leave policies set out in these policies.