The bill amends Section 40.1-25.1-3 of the General Laws in Chapter 40.1-25.1, which pertains to the "Employee Criminal Records Check." It introduces a new provision that allows applicants for employment in facilities or programs licensed or operated by the department, which involves routine contact with patients, residents, or clients without the presence of other employees, to apply to a qualified vendor for a nationwide criminal records check. This is in addition to the existing options of applying to the bureau of criminal identification of the state police, the local police department, or for organizations with 250 or more employees, the office of the attorney general. The bill specifies that the criminal records checks must conform to state and federal standards, including fingerprinting, and must be conducted every five years of continuous employment.

The bill also outlines the process for what happens if disqualifying information is found or not found on the applicant's record. If disqualifying information is discovered, the relevant authority will inform the employer without disclosing the nature of the information and will also inform the applicant of the specific disqualifying information. If no disqualifying information is found, both the employer and the applicant will be informed. Employers are required to maintain evidence of initiated criminal records checks and their results on file, and failure to do so may result in revocation of their license or certification. The bill states that any expenses associated with the criminal records check for organizations employing 250 or more employees will be paid by the organization requiring the check. The act will take effect upon passage.