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HB 1195 — School bds., etc.; applicants for employment involving direct contact w/children in public schools.

VA 20261 session

School boards and independent contractors; applicants for employment involving direct contact with children in public schools; employment history review. Requires each school board and each independent contractor that provides services in any public elementary or secondary school in the Commonwealth to (i) require each applicant for employment whose position will involve direct contact with children, as that term is defined in the bill, in a public elementary or secondary school in the Commonwealth to provide (a) the address and telephone number of and other any other relevant contact information for the applicant's current employer and any former employer that employed the applicant in a position that involved direct contact with children and (b) a written, signed statement as to whether the applicant has (1) been the subject of an investigation and finding or adjudication of abuse or sexual misconduct, as that term is defined in the bill, by any employer, state licensing agency, law-enforcement agency, or child protective services agency or (2) been disciplined, discharged, nonrenewed, asked to resign, or otherwise separated from employment or had a professional license or certificate suspended, surrendered, or revoked while such an investigation was pending or due to such a finding or adjudication and (ii) request, from each such employer, confirmation of the dates of the applicant's employment and a written statement as to the veracity of the applicant's abovementioned statement, to the best of such employer's knowledge. The bill requires each such employer to respond no later than 20 days after receipt of such a request. The bill permits any school board or independent contractor to use any information received pursuant to clauses (i) and (ii) to evaluate an applicant's fitness to be hired and to consider an applicant's provision of false information or willful failure to disclose information to be grounds for declining to further consider such applicant for employment.

Latest action: — Continued

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