The bill amends existing laws related to the employment history review process for prospective employees in educational institutions, including school districts, charter schools, nonpublic schools, and contracted service providers. Notably, it removes the previous 20-year limitation on reviewing former employers and requires applicants to provide written authorization for the disclosure of their employment history. Employers are now mandated to maintain records of these reviews, which will be subject to audits by the Commissioner of Education. Additionally, the bill increases the civil penalty for applicants who provide false information from $500 to $10,000, thereby enhancing accountability in the hiring process.

Moreover, the legislation establishes a centralized school employee identification database managed by the Commissioner of Education, which will compile disqualifying information such as child abuse records and disciplinary actions. It requires school entities to conduct child abuse record checks prior to hiring and mandates applicant consent for these checks. The bill also outlines specific procedures for investigating allegations of child abuse or sexual misconduct, including timelines for initiating and completing investigations. The Department of Education is tasked with training designated employees and developing guidelines for these procedures, while the Commissioner is required to report on the effectiveness of these provisions every five years.

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