In the summer of 2007, a non-certified veterinary technician was sentenced to three years of probation when she pled guilty to obtaining a controlled substance by fraud and deceit and aggravated animal cruelty. In addition, she was ordered to continue complying with the Denver drug court's methadone counseling program and she was ordered to never work where drugs are available.

At one hospital, she presented herself not as a graduate, but as a current veterinary technician student performing shadowing requirements for class. She reportedly looked through multiple drawers for items, stating that she was required by her class to find out where everything is located at the clinic. However, the staff did not get suspicious until their drug lock up keys disappeared, which is when they notified authorities.

Some suggestions for safer hiring practices:Check out the story! If the person claims to be a CVT, CACVT is happy to verify his/her status. In some cases, employers may need to contact the schools to confirm graduation. Again, CACVT can assist in this area. Also, contacting references and verifying previous employment might be beneficial.

Grades are not a foolproof indication integrity or ethics. Many "honor students" over the years have been convicted of crimes or failed classes for ethics issues.

Convicted criminals are not required to declare misdemeanors or petty convictions on job applications.

Substance abuse testing is a touchy topic in most job settings, but some sites may want to consider them, as not everyone with a drug problem has been convicted of a crime.

Background Checks 

Schools do not require background checks, though they can inform applicants that inquire about criminal backgrounds that this is not a felony-friendly field.

Perform an actual criminal background check. Criminals with a felony conviction are required to report their felony during job applications, but it doesn't mean that they will. In voluntary states such as Colorado, it is up to the employers to perform background checks on applicants if they so choose.

You may want to do research on which background check company to use, as prices and services vary greatly. Find a service that covers a decent amount of years, includes all jurisdictions across the country, lists misdemeanors and felonies, and gives you the available reportable information such as the date/the level of the charges/any applicable sentence or penalty. An employer could then decide if they are willing to forgive charges.

LexisNexis has a PDF titled "Establishing a Best-Practice Background Screening Program." CACVT does not specifically promote this company as there are many out there, but it might provide some useful information in making your decision concerning background checks. Visit www.lexisnexis.com for more information.

We urge caution about potential pitfalls of engaging in background checks on employees without the requisite level of expertise in this area. It would be beneficial to do some homework to explore the ever-changing face of employment law. In addition, any type of employment action should be written in your hiring policy before ever implementing any stages to ensure conformity for all applicants.

It behooves employers to be ever cautious at the employment process and whom they hire. CACVT would like to assist as much as we can for the greater good of the profession.