Schools must contact the candidate’s current employer and employers where their job involved direct contact with minors, and request in writing: School Responsibilities Before Hiring a Candidate:Ī school must review the completed Employment Application and all required information before making the decision to hire a candidate. Providing false information is a violation of the law and must be reported to MSDE. Has ever had a license or certificate suspended, surrendered, or revoked while allegations of child sexual abuse or sexual misconduct were pending.Has ever been disciplined, discharged, non-renewed, resigned or asked to resign while allegations of child sexual abuse or sexual misconduct were pending or,.Has ever been the subject of a Child Sexual Abuse or Sexual Misconduct Investigation.In addition, candidates must provide a written statement of whether he/she: All former employers where the job held involved direct contact with minors.Ĭandidates must also provide written authorization to an employer to release all records regarding allegations of Child Sexual Abuse and Sexual Misconduct with a Minor.Candidates’ Responsibilities Prior to Being HiredĬandidates for school positions – including substitutes – are required to provide contact information for: HCPSS conducts an extensive employment history review and criminal background checks on prospective and new employees to assess whether they are fit to work with school-aged children. It is considered in every decision the district makes–including hiring decisions. Student safety is one of HCPSS’ top priorities.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |