I recently began a series of social media posts titled "Dispelling Myths in ABA." I have enjoyed clarifying many of the common misconceptions, particularly related to ABA employment, supervision, and BACB requirements. Misinformation runs rampant on social media, even by well-meaning folks who simply repeat what they were told by their supervisors.
To further disseminate accurate information, I'm transitioning this series into a blog. As new posts are created, I will add them to this blog. Be sure to follow ABA Resource Center on Facebook or Ashleigh Evans on Linkedin to see new posts. Or, check back here each week for updates!
ABA Myth #1: The RBT competency assessment must be done by a BCBA at your job.
The truth is, in the September 2023 BACB newsletter, the BACB specified the following in regard to the RBT competency assessment:
“The responsible assessor, assistant assessor(s), and RBT applicant must be employed at (or all have a contractual relationship with) the same organization. That organization must also be the entity providing services to the client involved in the assessment.”
For some reason, many people took the “must be employed at” component and completely ignored the “or all have a contractual relationship with” part. If there is a contractual agreement in effect between the assessor(s), applicant, and client(s) at the organization in which the client(s) receive services, you CAN do your competency assessment with an external organization.
This is an important correction because many companies will only hire already certified RBTs, so for some people, doing the initial competency assessment before gaining employment is necessary.
Now, what you can’t do is have any random BCBA conduct the competency assessment with you, using their child as the “client.” Yes, that was happening previously.
ABA Myth #2: The 40-hour RBT course certificate expires after 6 months or 1 year
Many people seem to think that if you don’t apply for the RBT exam within 6 months (some also claim 1 year) after completing the 40-hour course, you’ll need to retake it. Over the last few years, I have reviewed the RBT Handbook in depth dozens of times while creating study materials, writing articles, and seeking answers to guide and support BTs. Nowhere in the handbook does the BACB place a timeline for when the 40-hour course must have been completed. There ARE a few timelines the handbook specifies that I believe this confusion may stem from.
These include:
The course must be completed in no less than 5 days and no more than 180 days—I believe many people misread this part and interpret it as the course must be completed within 180 days of applying for the exam.
The candidate’s background check must have been completed within 180 days of application—Again, this could be where the 6 month expiration claim comes from too.
The competency assessment must be completed within 90 days of application.
The truth: The RBT course certificate must be based on the current task list to apply for the exam. The current task list is the 2nd edition. Even if a candidate took the course 4 years ago, as long as their course was based on the 2nd edition, they can apply using that certificate and DO NOT need to retake the course.
I have encouraged aspiring RBTs to reach out to the BACB to verify this personally for peace of mind. Several have reported back that the BACB confirmed the certificate does not expire.
Disclaimer: If you took the 40-hour RBT course quite a while ago, it’s probably a good idea to retake it as a refresher before applying for the exam.
ABA Myth #3: To accrue BCBA fieldwork hours, you must work as an RBT
The truth: There is no BACB requirement for an aspiring behavior analyst to be an RBT before becoming a BCBA. Many BCBAs accrued supervised fieldwork hours in another role, such as a teacher, group home staff, or case manager.
I will say that if you plan to work as a BCBA in a typical clinical capacity, supervising RBTs, I highly recommend gaining experience as a direct care staff. You’ll gain valuable knowledge that will help you be a better supervisor one day.
Additionally, working as an RBT can be a great way to obtain supervised fieldwork, as some employers offer “free” supervision (Note: There may be costs associated, such as lengthy employment commitments).
ABA Myth #4: RBTs don’t need to be paid during supervised time or for required training
WHAT!? Employers legally MUST pay you for ALL hours worked, including supervised time, writing required session notes, cleaning up the clinic, and mandatory training.
Employers who don’t pay for all hours: Aside from the fact that you’re violating federal labor laws, you’re making staff find supervision aversive because they aren’t getting paid when their supervisor is present. You’re also harming the quality of care your organization provides. This Is not okay.
The money you temporarily save will mean nothing when your employees start reporting you to the labor board. Paying back wages, fines, legal fees, etc., will amount to much more than the amount you think you’re saving.
Employees, please understand this is illegal and unacceptable. Do not accept this. You’re worth more and are legally entitled to be paid for all hours you work. Start reporting these companies so we can weed them out of the field
ABA Myth #5: RBTs can be 1099 contractors
This is very common in Florida—So much so that many RBTs and BCBAs down there don’t even realize that it’s illegal.
In the US, to classify someone as a contractor, the individual must pass a 6 factor test. RBTs don’t pass the 6 factor test for several reasons.
Some of the reasons RBTs cannot legally be classified as an independent contractor include:
RBTs must receive supervision to practice ABA. Independent contractors must be able to practice independently.
ABA companies hold control over the RBT, including setting their schedule, supervising their performance, and requiring use of certain software and tools.
The work RBTs do is an integral aspect of the employer’s business.
The BACB explicitly stated several years ago that RBTs cannot be classified as a contractor. It’s perplexing that ABA organizations continue this illegal practice.
As you may have noticed, BCBAs in a typical role likely don’t pass the 6 factor test either.
If you are misclassified, you can report this to your local Department of Labor's Wage and Hour Division.
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