Starting from the new year, caregivers in Arizona are required to ensure that their employees are not listed in the Adult Protective Services database.
It may seem like a practice that should already be commonplace, but it could actually have a positive impact on the hiring process as well.
“There is a certain amount of pressure on employers to hire anyone they can find,” remarked Kevin Mullis, a placement specialist at Mullis Senior Placement.
Mullis actively searches for senior living services for individuals who require such assistance. He acknowledges and emphasizes the significance of a recent law that mandates employers to carefully vet potential employees to ensure that they do not have a history of mistreating or taking advantage of vulnerable adults, as it is precisely this kind of abuse, neglect, or exploitation that lands individuals on the registry in the first place.
According to Mullis, he generally supports the idea of having fewer laws and less bureaucracy. However, he acknowledges the importance of certain laws and believes that they are necessary.
Craig Peterson, owner of All For One Home Care, shared that he has always included background checks as part of his hiring process. Even though he primarily focuses on private in-home care, his experience with group homes has made it a standard practice for him. He emphasized the ease of conducting these checks and how they have become an integral part of his workflow.
According to Peterson, he finds checking the online registry to be a simple process that can also help speed up the hiring process. It provides a preliminary sense of security while waiting for a complete background check on a potential employee.
“We will verify their record in Arizona and ensure that they are not listed in the Adult Protective Services database. Once we have confirmed this, we can proceed with hiring them and begin investing in their training,” Peterson explained.
Mullis believes that implementing a law to prevent individuals with a history of abusing or neglecting vulnerable adults is crucial. According to him, such legislation is necessary to protect the elderly and other vulnerable individuals. Mullis sees no drawbacks in enacting such a law.
From March onwards, senior care employers will be required to conduct checks to ensure that their current employees are not listed in the registry. In the event that an employee is found to be in the registry, they must be terminated from their position.
Starting later this year, the responsibility of regulating memory care, which involves caring for individuals with dementia, will also be assigned to the Arizona Department of Health Services.
In a statement sent to 13 News, the department provided the following information:
ADHS is currently in the process of developing standards for memory care services in Arizona through the implementation of HB 2764. Prior to this year, there were no specific definitions or standards for “memory care” in the state. However, the signing of Laws 2024, Chapter 100 (HB 2764) has changed this situation. The Department is now eager to collaborate with stakeholders in order to establish the necessary standards for memory care services provided by assisted living facilities in Arizona. Additionally, the Department will also set minimum training standards for staff and contractors who are involved in offering memory care services within assisted living facilities.
The training requirements for caregivers will consist of at least eight hours of initial training and four hours of annual continuing education. These training sessions will cover a range of topics, including specialized environmental features, care planning, directed care services, medication administration, and specialized accommodations.
Implementing HB 2764 is a top priority for the Department and the administration because it will be a significant advancement for the health of Arizonans. This legislation aims to enhance the safety and quality of care for individuals with Alzheimer’s, dementia, and other progressive and neurodegenerative brain disorders. Although these provisions will not come into effect until June 30, 2025, we are confident that they will greatly benefit the well-being of those affected by these conditions.
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