The bill significantly revises the employment history review process for individuals applying for positions with regular contact with students in various educational settings. It removes the previous 20-year limitation on reviewing former employers, requiring applicants to submit a comprehensive list of all employers. Additionally, it mandates that employers maintain records of their employment history reviews, which will be subject to audits by the Commissioner of Education. A centralized school employee identification database will be established to store information on applicants and employees, including any incidents of child abuse or sexual misconduct. The bill also requires school entities to request child abuse record checks from the Department of Children and Families before extending employment offers.

Moreover, the bill enhances accountability in the hiring process by increasing the maximum civil penalty for providing false information from $500 to $10,000 and outlining procedures for investigating allegations of child abuse or sexual misconduct. Designated employees must initiate investigations within one school day and complete them within ten school days, with educational institutions prohibited from contracting with service providers that do not follow similar investigation procedures. The Department of Education will provide training for designated employees and establish guidelines for these investigations. The Commissioner is also tasked with reporting to the Governor and Legislature every five years on the law's efficacy and implementation, ensuring ongoing oversight and compliance.

Statutes affected:
Introduced: 18A:6-7.7, 18A:6-7.8, 18A:6-7.9, 18A:6-7.10, 18A:6-7.11, 18A:6-7.13