Candidates
What is a systemic benefit of AB 2534?
Increased transparency in how hiring decisions are made through standardized disclosure, documentation, and reference-check processes.
What is improved student safety?
Schools have access to prior reports of egregious misconduct when hiring
What is an increase in inbound reference requests?
An increase in inbound reference requests from other LEAs seeking information about their new hires.
What is the need to develop and rely on staffing contingency plans?
Longer hiring timelines while misconduct records are requested and reviewed.
What is a common misconception about AB 2534?
The expansion of these reference-check requirements to classified (non-certificated) employees—AB 2534 applies only to certificated positions.
What is a positive outcome of AB 2534 for the education profession?
Increased trust in the profession because student safety is prioritized through stronger hiring transparency and accountability.
What is increased coordination between principals and HR?
Increased coordination between principals and Human Resources to ensure timely hiring, compliance with reference-check requirements, and staffing continuity.
What is added workload for HR or Talent teams?
Increased reference checks, documentation, follow-ups, and compliance tracking.
What is required before a certificated employee can be fully cleared to start?
IDEAL: Receipt and review of responses from all prior LEAs regarding any reported egregious misconduct, or documentation of good-faith efforts to obtain those records.
What is a key purpose of AB 2534?
Preventing individuals with substantiated egregious misconduct from moving quietly between schools without disclosure.
What is clear expectations around disclosure before applying?
Clear expectations around full employment history disclosure with all prior LEAs before applying.
What is reduced risk of unknowingly hiring someone with substantiated egregious misconduct?
Expanded reference checks and required information sharing
What is pressure to respond promptly to avoid delaying another school’s hire?
Pressure to respond promptly to reference requests so as not to delay another school’s hiring process.
What is the obligation to contact every prior CA educational employer listed?
Contact every prior California educational employer listed by the applicant to request information about any egregious misconduct.
What is a community-level benefit of AB 2534?
Greater confidence from families and communities that schools are prioritizing student safety through transparent and thorough hiring practices.
What is a shift in hiring practices under AB 2534?
Reduced influence of personal or informal references, with greater reliance on required, formal employer-to-employer disclosures.
What is an operational requirement created by AB 2534?
Added administrative tracking of multiple prior employers to ensure all required reference requests, responses, and documentation are completed.
What is a possible hiring impact of AB 2534?
Delayed onboarding or postponed start dates while required reference checks are completed and reviewed.
What is a potential consequence of delayed responses from prior employers under AB 2534?
Delayed hiring decisions, onboarding, or start dates for certificated employees.
What is a strategy schools may need to rely on under AB 2534?
Staffing contingency plans to maintain classroom coverage while hiring is delayed due to required reference checks.
What is a potential impact of AB 2534 on job candidates?
The risk of delayed income due to extended onboarding timelines while required reference checks are completed.
What system are you using now reach out to LEAs?
Google forms, paper-based, emails, etc.
What is a common misconception about AB 2534?
The expansion of these reference-check requirements to classified (non-certificated) employees—AB 2534 applies only to certificated positions.
What is a potential impact of AB 2534 on job candidates?
The risk of delayed income due to extended onboarding timelines while reference checks and clearances are completed.
What is SB 848?
AB 2534 applied to classified staff.