7947 Johnson Street, Suite A, Pembroke Pines, FL 33024
Mon–Fri 9:30–5:00 · Sat 10:00–2:00 by appt
Walk-ins welcome Mon–Fri
7947 Johnson Street, Suite A, Pembroke Pines, FL 33024
Mon–Fri 9:30–5:00 · Sat 10:00–2:00 by appt
Walk-ins welcome Mon–Fri
Home / Healthcare & Home Health
ESS Identity Center supports healthcare and home health employers across South Florida with fingerprinting, background screening, drug testing, and recurring workforce compliance services for new hires and existing staff.
Complete AHCA or Department of Health fingerprinting for healthcare employment, licensing, onboarding, and applicable background screening requirements.
Get your healthcare screening process started today.
Complete DCF-related Live Scan fingerprinting for childcare employment, licensing, facility onboarding, and applicable Florida screening requirements.
Complete your childcare fingerprinting requirement with confidence.
Complete DBPR-related Live Scan fingerprinting for real estate, contractor, licensing, and other applicable professional credential requirements in Florida.
Move your professional licensing process forward today.
Complete VECHS-related Live Scan fingerprinting for qualifying school, volunteer, nonprofit, and other organization-based background screening requirements.
Get the required screening step completed efficiently.
Complete ATF EFT fingerprinting and receive an encrypted electronic fingerprint file for applicable federal firearms submission requirements.
Get your digital fingerprint file prepared correctly.
Complete FBI FD-258 fingerprint cards for out-of-state licensing, employment, federal applications, and agency-specific fingerprint submission requirements.
Prepare the fingerprints your requesting agency needs.
Complete DOT drug testing for CDL applicants, commercial drivers, and employees working in applicable federally regulated safety-sensitive positions.
Complete your required DOT testing appointment today.
Complete non-DOT workplace drug testing when a new employer requires pre-employment screening outside federal DOT testing rules.
Complete your pre-employment testing requirement with ease.
AHCA Screening Support ◆Level 2 Fingerprinting ◆Healthcare Drug Testing ◆Recurring Staff Screening ◆$110 AHCA Screening
Healthcare employee screening in South Florida can combine ordinary hiring verification with Florida-specific fingerprinting, Level 2 screening, AHCA Clearinghouse processes, and employer drug testing. The correct combination depends on the worker’s role, employer, applicable agency, and screening requirement.
Healthcare workforce screening can support organizations managing repeated hiring, regulated positions, caregiver onboarding, or continuing screening requirements.
Home health agencies can coordinate caregiver employee checks, fingerprinting, drug testing, and recurring home care staff screening across ongoing hiring cycles.
Medical practices can organize background screening, employee onboarding, and testing for clinical, administrative, and other staff when those services are required.
Covered care providers may need AHCA employee screening, Level 2 fingerprinting, or Clearinghouse-related processes based on the applicable Florida program.
Healthcare screening costs depend on the role, agency, and services required during onboarding. ESS Identity Center supports healthcare employers with Level 2 screening, background checks, and workplace drug testing based on the employee’s actual requirements.
AHCA / Department of Health Level 2 Screening:
$110
DCF / Childcare Level 2 Screening:
$102
Basic Employment Background Check:
$45
Standard Employment Background Check:
$75
Premium Employment Background Check:
$110
Non-DOT Drug Testing:
$85
Employers should confirm the role, agency requirement, and testing policy before selecting services.
Clear employer instructions help each worker reach the correct screening, fingerprinting, or testing pathway without unnecessary confusion.
Providing the role, agency instructions, routing details, and testing information upfront helps align each employee with the service the organization actually requires.
Determine whether the worker needs general employment screening, Level 2 fingerprinting, drug testing, or another employer- or agency-directed requirement.
Send the employee with the correct ORI, agency instructions, testing order, and other information needed for the assigned screening pathway.
Monitor rescreening dates, retained-fingerprint requirements, role changes, or recurring testing programs that may create additional obligations after initial onboarding.
Healthcare screening is easier to manage when employers separate ordinary hiring checks from statutory or agency-directed screening and then track what may continue after hire.
Healthcare background screening is not one universal process. An employer may use a general employment background check to review information relevant to a hiring decision, while a separate Florida program may require fingerprint-based screening for a covered role. FDLE defines Level 1 as a state-only, name-based criminal-history check and Level 2 as a state and national fingerprint-based check that also considers applicable disqualifying offenses for employees designated by law.
That distinction matters for medical employee onboarding. A general employment report should not automatically be treated as a substitute for Level 2 screening, and a Level 2 transaction should not automatically be assumed to cover every other employment-verification need. Employers that need candidate verification outside a statutory fingerprinting requirement can review employment background checks.
Screening requirements can vary by provider type, worker duties, licensing framework, agency oversight, and the population served. Caregivers, office staff, clinicians, contractors, and other healthcare workers should not automatically be placed into the same screening pathway simply because they work within the same industry.
New Hires
New employees may need screening before beginning work when the employer, agency, licensing authority, or applicable Florida program requires it.
Existing Workers
Existing employees may face rescreening, retained-fingerprint renewal, new testing requirements, or additional checks when their duties or regulated status change.
Initial onboarding and ongoing workforce compliance should therefore be managed as separate stages. An employee who completed screening at hire may later enter a renewal cycle, change positions, return after a qualifying break in service, or become subject to another workforce requirement.
Florida’s Care Provider Background Screening Clearinghouse is a secure system created by AHCA in consultation with FDLE. It supports qualifying state and national fingerprint-based screening information and allows results to be shared among specified agencies and qualified entities when the statutory conditions apply.
For people included in the Clearinghouse, Florida law also provides for fingerprint retention, continuing arrest-notification mechanisms, and five-year renewal or resubmission provisions. These requirements apply within the relevant statutory framework, not automatically to every healthcare employee. Employers should determine whether a position actually falls under the applicable AHCA or Clearinghouse requirement before sending the worker for Level 2 employee screening.
Live Scan provides the electronic fingerprint-capture component when the applicable Florida screening pathway requires electronic submission. The fingerprint provider handles capture and submission, while the responsible agency or employer processes controls screening eligibility. Employers with confirmed routing information can arrange FDLE Live Scan.
The employer should first identify the requirement connected with the worker. That may involve general employment screening, Level 2 screening, a specific ORI, workplace drug testing, or another agency-directed process.
The worker then completes the assigned service using the instructions supplied by the employer or controlling program. ESS Identity Center provides the available fingerprinting, screening, or testing service that corresponds with those instructions.
The service provider does not independently determine whether the worker is legally required to undergo a particular screening or whether the person is ultimately eligible for a regulated position. Those decisions remain with the appropriate employer, agency, licensing authority, or screening program.
Healthcare compliance may continue after the employee finishes the initial screening appointment. Under Florida’s Clearinghouse statute, fingerprints for included persons are subject to retention requirements and a five-year renewal basis, with FBI resubmission provisions applying until qualifying federal retained-print participation is in place.
The same statute requires participating employers or qualified entities to maintain employment or affiliation status for individuals in the Clearinghouse and report initial status or changes within five business days.
Employers should also reassess screening needs when an employee changes duties, returns after a qualifying break in service, moves into another regulated position, or becomes subject to a recurring workplace testing requirement. For a broader explanation of Florida Level 2, FDLE, ORI, Clearinghouse, and rescreening concepts, read healthcare compliance guidance.
Healthcare employers can coordinate different ESS services as part of hiring and workforce management. The appropriate service depends on the employee’s role and confirmed requirement.
Level 2 screening is relevant when Florida law or an authorized program requires state and national fingerprint-based screening for the worker. It should be ordered because the position falls within an applicable requirement, not simply because the employer operates in healthcare. ESS Identity Center supports applicants and employers completing confirmed Level 2 requirements in Pembroke Pines. Schedule a Level 2 Screening for this.
Healthcare employers may also need general employment background screening to evaluate information relevant to the role, such as criminal history, identity, prior employment, education, or driving history, depending on the screening scope. This service answers a different hiring question from statutory Level 2 screening and may form a separate part of the employer’s onboarding process. Review employment background checks for this.
Healthcare drug testing can form part of pre-employment or ongoing workforce screening when the employer’s policy, contract, or other applicable requirement calls for it. The employer should identify the testing authority and require a test before collection. Working in healthcare alone does not automatically make a workplace drug test DOT-regulated. Add employee drug testing to your schedule.
No. Level 2 screening applies when the worker falls under a Florida law, agency requirement, or authorized program that calls for fingerprint-based state and national screening. Employment in healthcare by itself does not automatically place every worker into the same Level 2 process.
No. The AHCA Clearinghouse operates within a defined Florida framework for qualifying fingerprint-based screening and eligibility information. A general employment background check serves broader hiring-verification purposes and should not automatically be treated as a substitute for an applicable Clearinghouse requirement.
There is no single interval that applies to every healthcare worker. For individuals included in Florida’s Clearinghouse framework, fingerprints are subject to a five-year renewal basis, but other employees may follow different agency, licensing, employer, or program requirements.
Sometimes, but prior fingerprints are not universally transferable. Florida’s Clearinghouse allows qualifying information to be shared among specified agencies and qualified entities when statutory conditions are met, but employers should confirm whether the worker’s existing screening is usable for the new affiliation.
Yes. Healthcare employers can include workplace drug testing when their policy, contract, or another applicable requirement calls for it. The employer should provide the correct testing instructions and identify the required program before the employee is sent for specimen collection.
The fingerprinting or testing provider does not make the final eligibility decision. The relevant employer, state agency, licensing authority, or Clearinghouse process evaluates the applicable screening information and determines the worker’s status under the requirements governing that position.
Coordinate healthcare workforce screening, employee testing, fingerprinting, and recurring onboarding needs with ESS Identity Center across South Florida.
