Screen a new employee against the federal OIG exclusion list, the Louisiana CNA registry, and the DSW registry in one step — and file dated proof before day one.
A new hire compliance check is the screening a healthcare facility runs on a prospective or newly hired employee before they start work. For Louisiana facilities, that means three lookups at minimum: an OIG check of the employee against the federal exclusion list (LEIE), a Louisiana nurse aide registry check to confirm active CNA certification, and a Direct Service Worker (DSW) registry check for adverse findings. Most providers licensed by the Louisiana Department of Health are required to check both state registries before an aide is eligible to work — and federal exclusion screening applies to every employee, clinical or not.
The OIG exclusion list identifies individuals barred from participating in federal healthcare programs. If a facility employs an excluded individual, every claim their work touches can become non-payable, and civil monetary penalties can apply per item or service. That risk begins the moment an excluded person starts work — which is why the check belongs in your hiring workflow, not your month-end catch-up. The same logic applies to certification: a CNA whose credential lapsed last month is a survey deficiency waiting to be found. Checking at the point of hire, and keeping dated proof of that check, is the cleanest protection a facility has.
You don't need to wait for a batch run to screen one new hire. Enter the employee, run the check, and WorkforceComply screens them against the OIG exclusion list, the Louisiana CNA registry, and the DSW adverse action registry together — then hands you a dated, downloadable proof package for the personnel file. When you're ready to re-screen your whole roster, the same tool takes a single Excel upload and checks everyone at once.
Effectively all of them. OIG guidance applies to anyone whose work touches federal healthcare program business — which in practice covers clinical staff, aides, administrators, billing staff, and contractors. Screening every new hire is the standard most compliance programs adopt.
Hire-date screening is the starting point, not the finish line. Exclusions and registry findings can appear at any time after hire, which is why OIG guidance recommends periodic re-screening — most facilities run their full roster monthly.
Dated documentation showing who was checked, when, against which sources, and the result. Every WorkforceComply check produces exactly that as a downloadable package — the evidence surveyors and auditors ask for first.
First verify it's the same person — common names produce false positives, and the exclusion record includes identifying details for confirmation. A confirmed exclusion or adverse finding means the individual cannot work in a covered role, and your compliance officer or counsel should guide next steps. Either way, document what you found and what you did.
No. Uploaded information is deleted from our servers immediately after processing, and generated reports are automatically purged within about 30 minutes — just long enough for you to download them.
One check covers the OIG exclusion list, the Louisiana CNA registry, and the DSW registry — with proof you can file the same day.
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