HB 4438
Relating to Sexual Abuse Prevention Screening, Hiring and Dismissal Requirements
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Sign in to take action- Introduced
- Passed House of Delegates
- Passed Senate
- To Governor
- Became Law
Bill overview
This bill establishes new requirements for screening, hiring, and dismissing school employees and contractors who work with children. It mandates that applicants provide a detailed employment history, including information about past employers and any investigations related to abuse or misconduct. Schools and contractors must review this information and conduct further inquiries if necessary. The bill also prohibits assisting employees engaged in sexual misconduct and establishes employer liability protections.
Key provisions
- Applicants must provide a detailed employment history, including information about previous employers and investigations.
- Schools and contractors must review applicant employment history and conduct follow-up inquiries if necessary.
- Employers must check certification status and eligibility for employment.
- A provisional hiring period of up to 90 days is allowed pending review of information.
- Substitute employees are subject to a streamlined employment history review.
- Independent contractors must perform employment history reviews for their employees working in schools.
- Employers are prohibited from assisting employees engaged in sexual misconduct under certain circumstances.
- Employers are protected from liability for injuries or losses related to the implementation of the bill.
Who is affected
- School employees
- School contractors
- Students
- School administrators
- Independent contractors working with schools
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