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S 1166MASSACHUSETTSSession 194thState Billin committee

High Impact

Massachusetts bill requires employment history screening and abuse background checks for school job applicants

Original title: An Act relative to enhancing hiring practices to prevent sexual abuse

Last action · December 18, 2025: Accompanied a study order (under JR10), see S2886Sponsors: Joan Lovely and 4 others

Bill progressHistory & official text ↓

Introduced

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Floor Vote

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What This Bill Would Do

School districts, charter schools, nonpublic schools, and s in Massachusetts are prohibited from offering employment to applicants for positions involving direct or regular contact with students without first requiring a detailed employment history, written authorization for disclosure, and background checks regarding past abuse, sexual misconduct, or disciplinary actions.

Why it matters

School administrators and contracted staff face new mandatory screening protocols and disclosure timelines, while prospective employees must disclose past investigations and disciplinary actions related to abuse or sexual misconduct.

Background

Senate Bill 1166 was introduced in the Massachusetts 194th session by Senator Joan B. Lovely and referred to the Judiciary committee. context

Who It Would Affect

Groups the bill's text would affect if enacted, as described in the record. Being affected is not a position for or against it.

Directly affected

School job applicants

Applicants must submit detailed employment histories, authorize disclosures, and face disqualification from employment if they have substantiated abuse records or fail to provide required disclosures.

Directly affected

School districts and charter schools

Schools must conduct mandatory employment history reviews, check central registries, and follow specific provisional hiring limits before offering employment.

Directly affected

Contracted service providers

Contractors furnishing staff to schools must perform employment history reviews, maintain documentation, and inform schools of any known instances of abuse or sexual misconduct.

Directly affected

Former school employers

Former employers are required to disclose requested personnel information within specified timelines and receive statutory immunity for good-faith disclosures.

Key Facts

Applicants for school positions involving direct or regular contact with students must provide a list of current and former school employers, written authorization for disclosure, and a statement detailing any past investigations or discipline regarding abuse or sexual misconduct.
Schools and contractors must review an applicant's employment history by contacting past employers and checking the Central Registry of the department of children and families.
A substantiated finding of physical or sexual abuse of a child from the department of children and families disqualifies an applicant from school employment.
Former employers have up to 120 days to respond to initial requests for information and up to 90 days to provide additional requested material information.

Show all 8 facts

Schools may hire applicants on a provisional basis for no more than 90 days pending the review of records, provided the applicant submits required information and signs an affirmation of eligibility.
Employers who in good faith provide personnel records and information to a prospective school employer are granted immunity from criminal and civil liability.
The office of the attorney general may assess a civil penalty of up to $10,000 for willful violations of the reporting and disclosure requirements.
The department of education must gather data on reports of sexual misconduct and abuse, and report aggregated data annually to the legislature and public databases.

Frequently Asked Questions

What information must a job applicant provide to a prospective school employer?

Applicants must provide contact information for current and former employers (especially school entities or positions involving children), written authorization for disclosure, and a statement disclosing whether they have ever been investigated, disciplined, discharged, or had a professional license suspended or revoked due to abuse or sexual misconduct.

Can a school hire an applicant before all background checks are completed?

Yes, a school or independent contractor may hire an applicant on a for up to 90 days while reviewing records, provided the applicant submits all required documentation, the administrator has no knowledge of disqualifying information, and the applicant swears they are not disqualified.

What happens if a former employer fails to provide requested information?

Except where restricted by state law or prior contracts, the willful failure of a former employer or administrator to respond or provide requested records may result in civil penalties and professional discipline.

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Where This Stands

Currently in committee. The next step in the legislative lifecycle is Floor Vote.

Procedural history

5 actions

Dec 18, 2025Senate
Accompanied a study order (under JR10), see S2886
Oct 20, 2025Joint
Hearing scheduled for 06/17/2025 from 01:00 PM-05:00 PM in A-2
Jun 11, 2025Joint
Hearing scheduled for 06/17/2025 from 01:00 PM-05:00 PM in A-2
Feb 27, 2025House
House concurred
Feb 27, 2025SenateCommittee
Referred to the committee on The Judiciary

Version history

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