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. Key changes include the elimination of the 20-year limitation on reviewing former employers and the requirement for applicants to provide written authorization for the disclosure of their employment history. Additionally, the bill mandates that employers maintain records of the employment history review, which will be subject to audits by the Commissioner of Education. It also increases the civil penalty for applicants who provide false information from $500 to $10,000, thereby enhancing accountability in the hiring process.

Moreover, the bill establishes a centralized school employee identification database managed by the Commissioner of Education to compile disqualifying information, such as child abuse records and disciplinary actions. It requires school entities to request child abuse record checks from the Department of Children and Families before making employment offers and outlines procedures for applicants to contest adverse findings. The bill also mandates audits of educational institutions every five years to ensure compliance with hiring laws and sets specific timelines for investigating allegations of child abuse or sexual misconduct, emphasizing the importance of prompt action and thorough vetting to enhance student safety.

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