Criminal History and Security Checks
Sets how the Agency obtains a criminal history and security check from the Louisiana State Police or an authorized agency before offering employment, when a person may start temporary or conditional employment pending results, which convictions bar employment under R.S. 40:1203.3 as amended by Act 802 of 2026, and how the final disposition of every charge is documented.
About this policy
- Policy number
- LA-HC-HR-02
- Version
- 1.0
- Main rule
- La. R.S. 40:1203.2
- Library
- Louisiana home care · 50 policies
- Category
- Human resources
- Sections
- 19
In short
- Louisiana law requires a criminal history and sex offender registry check before you are offered a job.
- Giving false information about your criminal history to an employer is a crime.
- If you start before results come back, you work only with a permanent employee or a client's family member present.
- Some convictions, including similar ones from other states, bar direct care work. The Agency must end employment at once if one is found.
- Tell the Administrator before your next shift if you are arrested, charged or convicted.
What's inside
19 sections. The full text comes with the One-time Policy Pack.
- Terms of Reference
- 1. Purpose
- 2. Scope
- 3. Definitions
- 4. Policy Statement (La. R.S. 40:1203.2)
- 5. Telling the Applicant and Getting Consent
- 6. Requesting the Check
- 7. Temporary and Conditional Employment Pending Results
- 8. Convictions That Bar Employment
- 9. When the Report Shows a Bar or an Unresolved Charge
- 10. Staffing Businesses
- 11. During Employment
- 12. Responsibilities
- 13. Records and Compliance Monitoring
- 14. Staff Training
- 15. References
- 16. Related Policies and Forms
- 17. Approval
- 18. Revision History
An inspector may ask
- Show me the written request for the criminal history and security check for this worker, and when you sent it.
- Show me the applicant's signed consent form that warns it is a crime to give false information.
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