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Criminal History Reviews Under Senate Bill 9
Holly Claghorn, Senior AttorneyTexas Association of School Boards
September 10, 2008
What is a Criminal History?
• Arrests, detentions, indictments, informations, and other formal criminal charges and their dispositions
• But not:– Fingerprint records– Driving records
Types of Criminal Histories
• State – DPS database• National – FBI• Private consumer reporting agencies
– Fair Credit Reporting Act
Confidentiality
• Limited access– Statutory authorization– Person who is subject of record
• Limited use– Re-disclosure?
• Criminal penalties
Mandatory Reviews Under SB9
• Certified employees and substitute teachers
• Noncertified and contractor employees• Student teachers and volunteers
What type of history?
Nat’l (fingerprint-based)
• Certified employees and substitute teachers
• Noncertified and contractor employees hired after 1/1/08
State (name-based)• Student teachers
and volunteers• Noncertified and
contractor employees hired before 1/1/08
Deadlines
• 9/1/07: Student teachers and volunteers
• 1/1/08: Noncertified and contractor employees (new hires)
• 9/1/11: Certified employees and substitute teachers
Fingerprinting Procedures – Certified and Substitute
• Notice to district• Employee contact info to SBEC• Fingerprint authorization to employees• Employees submit info to SBEC
– Conditional employment (subs only)
Fingerprinting Procedures – Noncertified (on or after 1/1/08)
• District certifies employment offer to SBEC
• Fingerprint authorization to employee• Employee submits info to SBEC
– Conditional employment
Disqualifying Convictions
Offense against minor or student:– Title 5 felony– Registered sex offender
• Exceptions:– 30 years ago– Satisfied court requirements– n/a to contractors
Local Standards
Factors to consider:• Degree of offense• Age at time of offense• Number of offenses• Time since last offense• Relationship between offense and job
TEA’s Proposed Rules - 19 Tex. Admin. Code 153
• Definitions• District responsibilities• Contractor responsibilities
Contractor Employees – Three Prongs
• Employed by service contractor• Has continuing duties related to
contracted services• Will have direct contact with students
Contractor Employees – Three Prongs
• Employed by service contractor– Subcontractor– Independent contractor
• Continuing duties related to contracted services
• Direct contact with students
Contractor Employees –TEA’s Proposed Rules
• Definitions• District responsibilities• Contractor responsibilities
19 Tex. Admin. Code 153 (proposed)
Direct contact
• Substantial opportunity for unsupervised verbal or physical interaction with students– E.g.: coaching or tutoring– NOT:
•guest speakers•sports officials•UIL judges
Date of employment
• Individual: date of contract or agreement
• Employee: date of first compensated services for the contractor
District responsibilities
• Obtain certification from service contractors
• Apply standards– May adopt higher standard
• Report to SBEC– Certified contract employees
Contractor responsibilities
• Register with DPS• Obtain criminal histories on own
employees and employees of subcontractors– On or after 1/1/08: NCHRI– Before 1/1/08: CHRI or private report
• Certify to district• Disqualify certain employees
Covered contractor employee-- Review
• Employee of contractor or subcontractor, or independent contractor
• Continuing duties• Direct contact with students
– Substantial opportunity– Unsupervised