Operator Responsibilities in Residential Care
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Revision as of 22:59, 24 June 2014 by Marisa Chandler (talk | contribs) (Created page with "{{DEMOWARNING}} {{Legal Issues in Residential Care: An Advocate's Manual TOC}} Operators have a general responsibility under the Residential Care Regulations to perform a cri...")
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This page from JP Boyd on Family Law and others highlighted in orange explain trial procedure and litigation in BC family law. They are under editorial review to provide more thorough, current, and practical guidance. Since 2020, procedures, forms, and laws have changed significantly. While gross inaccuracies have been corrected, some details may still be outdated. These pages were not included in the 2024 print edition. |
Operators have a general responsibility under the Residential Care Regulations to perform a criminal record check and obtain character references before hiring any employee. Operators also have an ongoing responsibility to monitor their employees’ performance.
The following are the general criminal record check requirements:
- Newly hired staff must complete the criminal record check process immediately.
- Employers must make sure employees get a criminal record re-check every 5 years.
- Regulated Health professionals identified under the Criminal Records Review Act are not required to resubmit a new criminal record check application.
- Employers are responsible to verify that criminal record checks have been completed.
All new criminal record checks are now conducted by the Criminal Records Review Program (CRRP) under the Ministry of Public Safety and Solicitor General. This eliminates the option of going to the local police detachment.
| This information applies to British Columbia, Canada. Last reviewed for legal accuracy by BC Centre for Elder Advocacy and Support, June 2014. |
