MA S1166

Schools, charter schools, nonpublic schools, and contracted service providers must screen job applicants for positions with student contact by requiring disclosure of prior abuse or sexual misconduct investigations, discipline, or license actions

Prospective employers must contact all former school employers and employers where applicants had direct contact with children to verify employment dates and any history of abuse/misconduct investigations or findings

Schools must check the Department of Children and Families Central Registry before hiring; a substantiated finding of physical or sexual abuse disqualifies an applicant from employment

Former employers must respond to information requests within 120 days using standardized forms developed by the Department of Elementary and Secondary Education, with civil penalties up to $10,000 for willful failure to comply

Schools and contractors are prohibited from entering agreements that help employees with known sexual misconduct histories obtain new school jobs, and any contract provisions contrary to these requirements are void