ILLINOIS REGISTER 5420
09
DEPARTMENT OF PUBLIC HEALTH
NOTICE OF ADOPTED AMENDMENTS
receipt of the authorization for a UCIA criminal history records check.The health
care employer shall transmit all necessary information and fees to the Illinois
State Police within 10 working days after receipt of the authorization for a record
check. (Section 15 of the Act)
d)c) The health care employer may accept the results of an authentic UCIA criminal
history recordsrecord check that has been conducted within the last 12 months
rather than initiating a check as required in subsection (a) of this Section.
e)d) The request for a UCIA criminal history records check shall be made as
prescribed by the Department of State Police.The request for a UCIA criminal
history record check shall be made as prescribed by the Department of State
Police. (Section 30(e) of the Act)
f)e) A health care employer may conditionally employ an employee for up to three
months pending the results of a UCIA criminal history records check.may
conditionally employ an applicant to provide direct care for up to three months
pending the results of a UCIA criminal history record check. (Section 30(g) of
the Act)
g)f) The health care employer shall inform the applicant or employee of his or her
right to obtain a copy of the criminal records report from the health care
employer, challenge the accuracy of the report, and request a waiverthe applicant
or employee of his or her right to obtain a copy of the criminal records report
from the health care employer, challenge the accuracy of the report, and request
a waiver in accordance with this Part. (Section 30(f) of the Act)
h)g) The health care employer shall send a copy of the results of the UCIA criminal
history records check for any employee to the Health Care Worker Registry.The
health care employer shall send a copy of the results of the record check to the
Nurse Aide Registry for an individual employed as a nurse aide. (Section 30(b)
of the Act)
i)h) The health care employer shall develop policies concerning employment of
individuals whose criminal history records checks indicate convictions for
offenses that are not disqualifying.
j) If a student, applicant, or employee challenges the results of the non-fingerprint-based
UCIA criminal history records check or if a non-fingerprint-based UCIA
criminal history records check does not identify the individual's criminal history
