This bill amends the employment history review process for individuals seeking positions with regular contact with students in educational settings. A significant change is the removal of the 20-year limitation on reviewing former employers, allowing for a more thorough background check. Applicants are now required to provide a complete list of all current and former employers and give written consent for the disclosure of relevant information. Additionally, prospective employers must maintain records of their employment history reviews, which will be subject to audits by the Commissioner of Education. The bill also establishes a centralized school employee identification database to track disqualifying information and mandates child abuse record checks, with applicants required to consent to these checks.

Moreover, the bill enhances penalties for providing false information during the application process, increasing the maximum penalty from $500 to $10,000. It outlines specific procedures for investigating allegations of child abuse or sexual misconduct, requiring designated employees to initiate investigations within one school day and complete them within ten school days. The Department of Education is responsible for training designated employees and developing guidelines for these procedures. The bill also mandates audits of educational institutions every five years to ensure compliance with child protection laws and requires the Commissioner to report findings and recommendations to the Governor and Legislature, promoting ongoing oversight and accountability in safeguarding students.

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