Level 2 cleared before the first shift. Tracked for the life of the contract.
Screening is not a box our recruiters tick. It is a federal employment restriction that reaches contractors by name, and it is the part of this business we are least willing to be casual about.
The federal floor
The words that matter are 'or otherwise engage'.
Under 42 CFR 483.12(a)(3), a nursing facility must not employ or otherwise engage an individual who has been found guilty by a court of abuse, neglect, exploitation, misappropriation of property or mistreatment; who has a finding entered into the state nurse aide registry concerning those things; or who has a disciplinary action in effect against a professional license as a result of such a finding.
'Or otherwise engage' is what puts a housekeeping contractor squarely inside the requirement rather than alongside it. A vendor whose staff have not been checked against those sources is not a procurement preference. It is exposure sitting on the facility's license.
Separately, the HHS Office of Inspector General maintains the List of Excluded Individuals and Entities. Under section 1128A(a)(6) of the Social Security Act, a provider that employs or contracts with an excluded individual can face civil monetary penalties, and OIG advises screening before hiring or engaging and periodically thereafter. Because the list is refreshed monthly, monthly re-screening has become the practical standard. We run it monthly across our whole assigned workforce.
Level 2 screening
Fingerprint-based, state and national, before anyone works a shift.
Every Prestige employee assigned to a healthcare facility clears Level 2 background screening — a fingerprint-based state and national criminal history check for individuals in positions of trust, evaluated against disqualifying offenses — before their first shift. Not provisionally. Not pending results.
The same rule governs training. Orientation and in-service are delivered, signed and filed before the employee works a shift in your building. An employee who has not completed both is not scheduled.
Criminal history screening for long-term care staff is set state by state, and the requirements differ: which registries are searched, which offenses disqualify, how long a clearance stays valid, and whether the requirement reaches contracted staff explicitly. We screen to the standard of the state your facility sits in. Where our own standard is higher, we use ours.
- Fingerprint-based state and national criminal history check
- State nurse aide registry and abuse and neglect registry checks, including prior states of residence where required
- OIG List of Excluded Individuals and Entities, before engagement and monthly thereafter
- System for Award Management exclusion check
- Sex offender registry check
- Employment eligibility verification
- Re-screened on the state's cycle, and on rehire after a break in service
Eligibility does not stay valid on its own
The part most contractors get wrong is the maintenance, not the initial check.
Clearances expire on a cycle, fingerprint retention lapses, exclusion lists are republished every month, and a break in service usually resets the requirement. In a department with real turnover and frequent rehires, that is exactly how someone ends up working a unit without current eligibility, with nobody intending it and nobody noticing.
We track clearance and expiry dates centrally, flag them ahead of the date, re-run exclusion screening monthly, and hold a current roster the facility can verify at any time.
Employment model
Our own employees, in your building.
- Our own directly employed staff, not a staffing pool
- Our own employees in your building — no subcontracted labor
- Uniformed and badged
- Assigned to one facility, not rotated across buildings
- Orientation and in-service completed, signed and filed before the first shift
- Covered by our workers' compensation and general liability
- Managed by a Prestige manager on site
Start here
Tell us what your facility needs.
We walk the facility with your administrator, director of nursing or environmental services director, review the current scope, the linen position, the condition of the floors and the state of the documentation, and put the whole scope in writing.