AB 2534 has been in effect for the past 10 months, and while the law was intended to strengthen safeguards in the hiring process, it has proven time-intensive and challenging for HR departments to implement.

Here’s what you need to know if you are applying for a certificated position:

Full disclosure required: Applicants must provide a complete list of all prior educational employers. Failure to do so may result in disqualification from consideration.

Longer processing times: Depending on the size of the agency, background checks can take additional time as hiring teams must contact each prior employer before moving forward.

Egregious misconduct records: Even if past allegations were investigated and ultimately found to be unfounded, those records may still appear in background checks and be shared during the hiring process.

While AB 2534 was designed to promote transparency, in practice it has added significant delays and complications. Applicants should prepare for a more extended hiring timeline and ensure that employment histories are complete and accurate.

For additional information on AB 234, please refer to these articles on ACSA’s Resource Hub:

• “Beginning January 1, 2025, Reports of Egregious Misconduct by Certificated Employees Must be Shared Directly with Prospective School Employers,” provided by ACSA Partner4Purpose Lozano Smith.
• “From Résumé to Red Flag: District Responsibilities Under AB 2534 (Podcast),” provided by ACSA Partner4Purpose Lozano Smith.

As an ACSA member, you have direct access to our Member Assistance & Legal Support Team, who can answer questions and help you navigate these new requirements.