Education-related positions: previous employment disclosures: Commission on Teacher Credentialing: unprofessional conduct.

New subdivision (a)(2) in Section 44030.6 requires superintendents and chief administrators to affirmatively 'ensure compliance' with employment history inquiries for both certificated and noncertificated staff, not merely refrain from hiring without completing them.

Changed 'administrator of a charter or private school' to 'chief administrator of a charter or private school,' narrowing the class of officials subject to adverse action by the Commission on Teacher Credentialing to only the chief rather than any administrator.

Replaced 'classified noncertificated employee' with 'noncertificated employee' and replaced 'employment background check' with 'employment history,' aligning the bill's language more closely with existing statutory terminology in Sections 44939.5 and 44051.

The unprofessional conduct provision in subdivision (b) now covers failure to comply with 'the requirements of this section' broadly, which encompasses both the hiring prohibition and the new affirmative compliance duty, rather than only the failure to complete a background check.

Section 44052.5 is entirely removed. This section would have required the Commission on Teacher Credentialing to create a section in its statewide data system identifying whether it received misconduct reports about certificated employees, including full name, date of birth, last four digits of Social Security number, and names of reporting entities. It also required the commission to provide access within 5 business days, develop a secure interface, and serve as data administrator.

The July 1, 2027 effective date for employers to check the statewide data system before hiring certificated applicants is removed, along with the requirement that employers identify reporting entities from the data system and request copies of relevant information from those entities.

Section 44939.5(c)(2) is simplified. The previous version required employers to check the statewide data system (mandatory starting July 1, 2027) and permitted them to also directly inquire with previous employers. The new version simply requires employers to directly inquire with each previous employer listed by the applicant about credible complaints, substantiated investigations, or discipline for egregious misconduct.

A provision requiring private schools that reported an employee's egregious misconduct to law enforcement to provide a copy of all relevant information to inquiring entities is removed.

Section 44030.6 changes 'classified employee' to 'classified noncertificated employee,' changes the hiring prohibition language from 'employment background check outlined in' to 'inquiry for employment background check history required pursuant to,' broadens the unprofessional conduct trigger from 'failure to complete an employment background check' to 'failure to comply with the requirements of this section,' and corrects 'charter or public school' to 'charter or private school.'

The entire Educational Workforce Housing Revolving Loan Fund (Sections 17199.7, 17199.8, and 17199.9) was removed. This fund would have provided zero-interest loans of $150,000 to $200,000 (based on average daily attendance) to school districts and county offices of education for workforce housing predevelopment activities, with a companion Security Fund to cover loan defaults.

New Section 44030.6 prohibits superintendents of school districts or county offices of education, and administrators of charter or private schools, from hiring a certificated or classified employee without completing the applicable employment background check. Failure to do so constitutes unprofessional conduct and may subject the superintendent or administrator to adverse action by the Commission on Teacher Credentialing.

A new provision establishes that a person's failure to provide the required complete list of previous employers when applying for a certificated position constitutes unprofessional conduct and may subject them to adverse action by the Commission on Teacher Credentialing.

The employment history disclosure requirement and the employer inquiry requirement were expanded from applying only to certificated positions to applying to both certificated and noncertificated (classified) positions. This means classified staff applicants must now also disclose their full employment history and employers must inquire about egregious misconduct for all position types.

The state-mandated local program designation was changed from 'no' to 'yes,' reflecting that the new hiring prohibition and expanded background check requirements impose additional duties on local agencies that trigger state reimbursement obligations.

Entirely new subject matter added: a statewide data system (Section 44052.5) requiring the Commission on Teacher Credentialing to maintain records of egregious misconduct reports against certificated employees, including full name, date of birth, last four SSN digits, and the names of reporting entities.

The state-mandated local program designation changed from 'no' to 'yes,' meaning the bill now imposes costs on local agencies that trigger the California Constitution's requirement for state reimbursement.

Commencing July 1, 2027, school districts, county offices of education, charter schools, state special schools, and private schools must check the statewide data system when considering an applicant for a certificated position, identify any reporting entities, and request copies of relevant information from those entities.

Direct inquiry with previous employers about an applicant's misconduct history is now authorized but no longer required (changed from 'shall' to 'may'), as the data system check becomes the primary mechanism.

Prohibits school employers from entering agreements that would prevent mandatory reports of egregious misconduct to the Commission on Teacher Credentialing or other agencies, and prohibits expunging credible complaints, substantiated investigations, or discipline for egregious misconduct from personnel files (with an exception where the employee prevailed in a hearing).

A school employee who knowingly makes a false allegation of egregious misconduct against another school employee shall be subject to certificate revocation.

Private schools that reported an employee's egregious misconduct to law enforcement must provide a copy of all relevant information regarding that report to any inquiring entity considering the employee for employment.

The loan repayment period blank was filled in: loans must be repaid over a period not to exceed five years. The administrative cost percentage blank was also removed, leaving 'not more than 2 percent of total loans issued.'

The nonprofit organization's role was simplified: removed the duty to assist in identifying LEAs for receipt of loan funds, replaced with a duty to raise awareness among LEAs about loan availability and how to apply. Terminology changed from 'predevelopment efforts' to 'predevelopment activities' throughout.

Two new sections added: Section 17199.8 (monitoring, reporting, and fund transfer procedures) and Section 17199.9 (Educational Workforce Housing Security Fund to cover loan defaults).

Potential funding sources in the LEA commitment now include 'federal and state tax credits' in addition to general obligation bonds, lease revenue bonds, and certifications of participation.

The section stating legislative intent to enact subsequent legislation to improve and expand opportunities for LEAs to develop educational workforce housing is removed.

Loans are no longer zero-interest. New provisions require loans to be issued at the interest rate earned by the Pooled Money Investment Account, with all interest payments directed into the new Security Fund.

The nonprofit's annual administrative fee is capped at not more than 2 percent of total loans issued (previously an unspecified percentage).

LEAs must now submit a formal application to the authority (not just a signed commitment), the fund must maintain positive balance with adequate resources, and the commitment must be on behalf of the governing board. Priority is given to LEAs that do not already provide educational workforce housing.

New repayment mechanism: the Controller deducts annual repayments from apportionments made to the LEA, in equal installments over a period not to exceed five years.

The statewide educational nonprofit must now be selected through a request for proposals process. Its role is reframed as providing 'technical assistance' and expanded to include developing loan qualification criteria and raising awareness among LEAs about loan availability.

A new definition of 'predevelopment activities' is added as a standalone term (community engagement, feasibility studies, surveys of employee demand, project design and scope), replacing the prior inline listing under the nonprofit's duties.

The authority is authorized to adopt rules and regulations as emergency regulations under the Administrative Procedure Act, deemed necessary for immediate preservation of public peace, health, safety, or general welfare.

Establishes the Educational Workforce Housing Revolving Loan Fund in the State Treasury, administered by the California School Finance Authority, to provide no-interest loans to local education agencies for educational workforce housing predevelopment efforts.

Provides that the designated nonprofit organization shall receive an annual administrative payment equal to an unspecified percentage of total loans issued (amount left blank for future appropriation).

Creates tiered loan amounts based on average daily attendance: $150,000 for LEAs with ADA of 2,500 or fewer, $175,000 for ADA between 2,501 and 20,000, and $200,000 for ADA over 20,000.

Requires LEAs to submit a signed commitment that identifies the need for workforce housing, surplus land owned by the LEA, potential funding sources (such as general obligation bonds or lease revenue bonds), and estimates of third-party costs with itemized bids.

Requires the California School Finance Authority to designate a statewide educational nonprofit organization to assist in identifying eligible LEAs, conducting predevelopment activities (community engagement, feasibility studies, employee demand surveys, project design), and providing training to LEA staff.

Adds legislative findings and declarations stating that housing costs have a significant impact on recruitment and retention of educational staff, and that the loan program serves a public purpose and does not constitute a gift of public funds under Article XVI of the California Constitution.

The original single-section intent statement was retained but renumbered as the final section, while the bulk of the new bill (Section 2 adding Education Code Section 17199.7) provides the actual operational framework for the loan program.