Human Resources

AB 2534 & SB 848 Compliance & Information

This notice provides an overview of two critical California laws that impact employment procedures and pupil safety within the Roseville Joint Union High School District (RJUHSD), These updates ensure our district remains a leader in transparency, accountability, and the protection of our students.

Assembly Bill (AB) 2534 & Senate Bill (SB) 848: Vetting & Accountability

Together, these laws strengthen the requirements for hiring and vetting both certificated and noncertificated staff. They ensure that individuals with a history of misconduct are not able to move between educational institutions without proper disclosure.

Enhanced Hiring & Vetting Requirements Effective January 1, 2025 (for certificated staff via AB 2534) and January 1, 2026 (for all applicants via SB 848), RJUHSD is required to:

• Complete History: Require all applicants to provide a comprehensive record of all prior employment with any school district, county office of education, charter school, private school, or state special school.
• Direct Inquiry: Contact former employers to inquire about any "egregious misconduct" as defined by Education Code Section 44932, including credible allegations, substantiated investigations, or disciplinary actions.
• Database Verification: Utilize the Commission on Teacher Credentialing (CTC) misconduct database to vet all applicants, including noncertificated (classified) staff, to check for active investigations or substantiated reports.

Senate Bill (SB) 848: Pupil Safety & Mandated Reporting

SB 848 (2025-26) significantly expands the state’s child abuse prevention framework and imposes new policy and training requirements.

Key Compliance Milestones:

• Expanded Mandated Reporting: Effective immediately, the definition of "mandated reporter" includes not only staff but also certain volunteers and governing board members. These individuals must receive specialized training on recognizing grooming behaviors and reporting procedures.
• Classroom & Facility Safety (By July 1, 2026): RJUHSD will adopt updated written policies to promote safe learning environments. This includes specifications for classroom settings that are "easily supervised" to ensure maximum visibility and student safety.
• Professional Boundaries: The district will implement clear policies regarding appropriate limits on contact (physical and digital) between adults and pupils to prevent "grooming" and other predatory behaviors.
• Private School Integration: SB 848 bridges the gap between public and private sectors, requiring private schools to follow the same vetting and reporting standards as public districts, ensuring a universal safety net for all California students.

Employment History & Hiring Requirements

All applicants for the RJUHSD are legally required to provide a complete and accurate record of all prior employment with:

• Local Education Agencies (LEAs)
• School Districts
• County Offices of Education
• Charter Schools
• State Special Schools
• Other educational institutions, regardless of the length of service

As part of the hiring process, RJUHSD will verify employment history, including obtaining information from previous employers regarding credible allegations, investigations, or disciplinary actions related to egregious misconduct, as defined by Education Code Section 44932. This requirement ensures that all prospective certificated employees meet state-mandated transparency and accountability standards in the hiring process.

Inquiring districts, please email: ab2534@rjuhsd.us

Previous employees, to identify RJUHSD as your previous employer, include the following contact information on your EdJoin application/profile: