Bill Text: IL HB2995 | 2025-2026 | 104th General Assembly | Introduced

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Bill Title: Amends the School Code. Provides that notification of the alleged misconduct and available resources shall also be provided to the employee, agent of the school, or contractor of the school who is alleged to have engaged in sexual misconduct. Requires the governing body of each school district, charter school, or nonpublic school to implement an investigation procedure under which an employee, agent of the school, or contractor of the school is alleged to have engaged in sexual misconduct. Provides that any adverse determination issued to an employee, agent of the school, or contractor of the school for events that occurred prior to the effective date of the amendatory Act shall be considered null and void only if any and all investigations conducted by a regulatory third party entity resulted in a finding that the allegation was false, unfounded, indeterminable, or unsubstantiated or a previous finding was otherwise overturned or expunged on appeal. Requires the adverse determination and related documents to be removed from the applicable personnel records within 14 business days after written notice. Makes other changes.

Sponsorship: Partisan Bill (Democrat 1)

Status: (Introduced - Dead) 2025-03-21 - Rule 19(a) / Re-referred to Rules Committee [HB2995 Detail]

Download: Illinois-2025-HB2995-Introduced.html

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104TH GENERAL ASSEMBLY State of Illinois 2025 and 2026 HB2995 Introduced , by Rep. Michelle Mussman SYNOPSIS AS INTRODUCED:
105 ILCS 5/22-85.10
105 ILCS 5/22-85.15 new
105 ILCS 5/22-94
Amends the School Code. Provides that notification of the alleged misconduct and available resources shall also be provided to the employee, agent of the school, or contractor of the school who is alleged to have engaged in sexual misconduct. Requires the governing body of each school district, charter school, or nonpublic school to implement an investigation procedure under which an employee, agent of the school, or contractor of the school is alleged to have engaged in sexual misconduct. Provides that any adverse determination issued to an employee, agent of the school, or contractor of the school for events that occurred prior to the effective date of the amendatory Act shall be considered null and void only if any and all investigations conducted by a regulatory third party entity resulted in a finding that the allegation was false, unfounded, indeterminable, or unsubstantiated or a previous finding was otherwise overturned or expunged on appeal. Requires the adverse determination and related documents to be removed from the applicable personnel records within 14 business days after written notice. Makes other changes.
LRB104 11192 LNS 21274 b
A BILL FOR
HB2995 LRB104 11192 LNS 21274 b
AN ACT concerning education.
Be it enacted by the People of the State of Illinois,
represented in the General Assembly:
Section 5. The School Code is amended by changing Sections
22-85.10 and 22-94 and by adding Section 22-85.15 as follows:
(105 ILCS 5/22-85.10)
Sec. 22-85.10. Notification Parental notification of
alleged sexual misconduct.
(a) The governing body of each school district, charter
school, or nonpublic school shall implement a procedure under
which notice is provided to the parents or guardians of an
enrolled student, unless the student is at least 18 years of
age or emancipated, with whom an employee, agent of the
school, or a contractor of the school is alleged to have
engaged in sexual misconduct as defined in subsection (c) of
Section 22-85.5 of this Code. Notice provided to the parent or
guardian of a student with a disability must not conflict with
the student's individualized education plan or a Section 504
plan under the federal Rehabilitation Act of 1973 and the
requirements of applicable State or federal law. The procedure
shall include:
(1) Consideration of the time frame for providing
notice to the student and the student's parents or

HB2995 - 2 - LRB104 11192 LNS 21274 b
guardians if the alleged sexual misconduct is also being
investigated by the Illinois Department of Children and
Family Services or law enforcement as described in Section
22-85 of this Code.
(2) Prior to notification of the student's parents or
guardians, notification must first be provided to the
student in a developmentally appropriate manner and
include:
(A) that notice will be given to the student's
parents or guardians;
(B) what information will be included in the
notice to the student's parents or guardians;
(C) available resources for the student within the
school and community in accordance with Article 26A of
this Code and available counseling services under
Section 3-550 of the Mental Health and Developmental
Disabilities Code; and
(D) beginning July 1, 2025, the name and contact
information for the domestic and sexual violence and
parenting resource coordinator under Section 26A-35 of
this Code.
(3) After notification of the student as required
under paragraph (2), the student's parents or guardians
shall be notified in writing:
(A) of the alleged misconduct; and
(B) of available resources for the student within

HB2995 - 3 - LRB104 11192 LNS 21274 b
the school and the community in accordance with
Article 26A of this Code and, beginning on July 1,
2025, the name and contact information for the
domestic and sexual violence and parenting resource
coordinator under Section 26A-35 of this Code.
(4) Notification must be provided as soon as feasible
after the employing entity becomes aware that alleged
misconduct may have occurred, subject to the requirements
of subsection (f) of Section 22-85 of this Code.
(5) Notification of the same information provided in
paragraph (3) shall be contemporaneously provided to the
employee, agent of the school, or contractor of the school
who is alleged to have engaged in sexual misconduct, as
defined in Section 22-85.5 of this Code, and the
employee's, agent's, or contractor's exclusive bargaining
representative, if applicable.
(b) The governing body of each school district, charter
school, or nonpublic school shall implement a procedure under
which notice is provided to the parents or guardians of a
student, subject to subsection (a), when any formal action has
been taken by the governing body relating to the employment of
the alleged perpetrator following the investigation of sexual
misconduct, including whether employment was terminated or
whether the governing body accepted the resignation of the
employee. Notice provided to the parents or guardians of a
student with a disability must not conflict with the student's

HB2995 - 4 - LRB104 11192 LNS 21274 b
individualized education plan or a Section 504 plan under the
federal Rehabilitation Act of 1973 and the requirements of
applicable State or federal law. The procedure shall include:
(1) Consideration of the time frame for providing
notice to the student and the student's parents or
guardians if the alleged sexual misconduct is also being
investigated by the Illinois Department of Children and
Family Services or law enforcement as described in Section
22-85 of this Code.
(2) Prior to notification of the student's parents or
guardians, notification must first be provided to the
student in a developmentally appropriate manner and
include:
(A) that notice will be given to the student's
parent or guardian of the governing body's action;
(B) what information will be included in the
notice to the student's parents or guardians;
(C) available resources for the student within the
school and community in accordance with Article 26A of
this Code and available counseling services under
Section 3-550 of the Mental Health and Developmental
Disabilities Code; and
(D) beginning July 1, 2025, the name and contact
information for the domestic and sexual violence and
parenting resource coordinator under Section 26A-35 of
this Code.

HB2995 - 5 - LRB104 11192 LNS 21274 b
(3) After notification of the student as required in
paragraph (2), the student's parents or guardians shall be
notified in writing:
(A) of the governing body's action;
(B) whether a report concerning the alleged sexual
misconduct was or will be submitted to the State
Superintendent of Education and the applicable
regional superintendent of schools pursuant to Section
10-21.9 of this Code; and
(C) of available resources for the student within
the school and the community in accordance with
Article 26A of this Code and, beginning on July 1,
2025, the name and contact information for the
domestic and sexual violence and parenting resource
coordinator under Section 26A-35 of this Code.
(4) Notification must be provided as soon as feasible
after the board action is taken, subject to the
requirements of subsection (f) of Section 22-85 of this
Code.
(5) For the purposes of subsection (b), if the student
is no longer enrolled at the time formal action is taken,
sending written notice to the last known address in the
student's file fulfills notification requirements.
(c) Notwithstanding any other provision of this Section,
notification to the student prior to notification of the
student's parents or guardians shall not be required to the

HB2995 - 6 - LRB104 11192 LNS 21274 b
extent an employee or agent of the school district, charter
school, or nonpublic school deems it necessary to address an
imminent risk of serious physical injury or death of a student
or another person, including the victim. If prior notification
to the student is not given, notification to the student shall
be provided as soon as practicable and without delay following
the notification to the student's parents or guardians.
(d) Subsections (a) and (b) shall not apply if the
student's parent or guardian is the alleged perpetrator of the
misconduct.
(Source: P.A. 102-702, eff. 7-1-23.)
(105 ILCS 5/22-85.15 new)
Sec. 22-85.15. Investigation of alleged sexual misconduct.
The governing body of each school district, charter school, or
nonpublic school shall implement an investigation procedure
under which an employee, agent of the school, or contractor of
the school is alleged to have engaged in sexual misconduct, as
defined in subsection (c) of Section 22-85.5 of this Code.
(1) Consideration of the time frame for investigation
may be given if the alleged sexual misconduct is also
being investigated by the Department of Children and
Family Services or law enforcement as described in Section
22-85 of this Code. An employer investigation shall be
delayed if directed by the Department of Children and
Family Services or law enforcement or a determination may

HB2995 - 7 - LRB104 11192 LNS 21274 b
be deferred as set out in paragraph (8).
(2) Unless the investigation is delayed or deferred as
set forth in this Section, the school district, charter
school, or nonpublic school shall begin its investigation,
in good faith, as soon as practically possible following
the notifications provided under Section 22-85.10 of this
code, but no later than 14 days after such notification
issue.
(3) The purpose of the investigation is to determine
whether the allegation is substantiated as to the
allegation of sexual misconduct, as defined by Section
22-85.5 of this Code, and, if so, whether any formal
action will be taken.
(4) The investigator shall have:
(A) direct, in-person contact with the alleged
victim;
(B) the employee, agent of the school, or
contractor of the school who is alleged to have
engaged in sexual misconduct, as defined by Section
22-85.5 of this Code; and
(C) in-person or telephone contact with the
reporter who made the accusation, if the reporter's
identity and whereabouts are available and in-person
or telephone contact with any other necessary
witnesses.
Contact shall only be waived if any of the individuals

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refuse to meet with the investigator or are determined to
be inaccessible. The employee, agent of the school, or
contractor of the school who is the subject of the
investigation is entitled to representation through the
exclusive bargaining representative, if applicable.
(5) The investigation, including the final
investigative report with a determination and any
recommended formal action, shall be completed within 60
days following the notifications provided under Section
22-85.10 of this Code. For good cause, the investigation
timeline may be extended, one time, up to an additional 30
days.
(6) Upon completion of the formal investigation, the
investigator shall make a determination regarding the
allegation along with any recommended formal action. This
determination shall be based upon the information gathered
from other persons during the investigation and the direct
observations made by the investigative staff during the
investigation substantiate the allegation.
(7) The formal investigation must result in one of the
following determinations:
(A) substantiated; if there is corroborated,
consistent, and precise evidence substantiating the
allegation of sexual misconduct, as defined by Section
22-85.5 of this Code;
(B) unsubstantiated; if there is a lack of

HB2995 - 9 - LRB104 11192 LNS 21274 b
evidence to substantiate the allegation as set out in
subparagraph (A); or
(C) indeterminable; if the investigator is unable,
for good cause, to gather sufficient facts to conduct
a good faith formal investigation.
(8) A formal investigation result shall be considered
unsubstantiated where the Department of Children and
Family Services has investigated the same allegation under
its jurisdiction under the Abused and Neglected Child
Reporting Act and determined the allegation is unfounded,
an indicated finding is expunged on appeal, or the matter
was referred to law enforcement and any charges brought
were not pursued, dropped, or the matter was otherwise
adjudicated in favor of the employee, agent of the school,
or contractor of the school.
(9) An employee, agent of the school, or contractor of
the school who receives a determination of substantiated
may appeal the determination and any recommended formal
action by requesting a due process hearing before an
independent hearing officer or the State Board of
Education's list of due process hearing officers. The
appeal must be made to the governing body of the school
district, charter school, or nonpublic school, in writing,
within 45 days of being served with a substantiated
determination.
(A) The State Board of Education shall, from the

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master list provide, on a rotating basis, a list of 5
prospective hearing officers within 5 business days
after receiving a request for a list.
(B) Within 3 days, the parties will engage in an
alternating striking process until one name remains.
Unless waived, the employee has the right to strike
first.
(C) The scope of the hearing shall be whether the
investigation supports a substantiated determination
of sexual misconduct, as defined by Section 22-85.5 of
this Code, along with the recommended formal action by
a preponderance of the evidence. The burden at the
hearing shall be on the employer.
(D) The proper parties to the hearing are the
employee and the governing body of the school
district, charter school, or nonpublic school. Each
party has the right to retain representation, present
evidence and testimony, cross-examine witnesses, and
make arguments.
(E) The hearing officer may uphold the
substantiated determination and any recommended formal
action, uphold the substantiated determination but
modify or vacate any recommended formal action, or
find that the determination is unsubstantiated and
vacate the recommended formal action. The hearing
officer's decision shall be considered a final

HB2995 - 11 - LRB104 11192 LNS 21274 b
decision, subject to administrative review under
Article 3 of the Code of Civil Procedure.
(105 ILCS 5/22-94)
Sec. 22-94. Employment history review.
(a) This Section applies to all permanent and temporary
positions for employment with a school or a contractor of a
school involving direct contact with children or students.
(b) In this Section:
"Contractor" means firms holding contracts with any school
including, but not limited to, food service workers, school
bus drivers and other transportation employees, who have
direct contact with children or students.
"Direct contact with children or students" means the
possibility of care, supervision, guidance, or control of
children or students or routine interaction with children or
students.
"School" means a public or nonpublic elementary or
secondary school.
"Sexual misconduct" has the meaning ascribed to it in
subsection (c) of Section 22-85.5 of this Code and applies to
information or knowledge of events investigated or deferred
from investigation arising after December 3, 2021 (the
effective date of Public Act 102-676).
(b-5) Any adverse determination issued to an employee,
agent of the school, or contractor of the school for events

HB2995 - 12 - LRB104 11192 LNS 21274 b
that occurred prior to the effective date of this amendatory
Act of the 104the General Assembly shall be considered null
and void only if any and all investigations conducted by a
regulatory third party entity resulted in:
(1) a finding that the allegation was false,
unfounded, indeterminable, or unsubstantiated; or
(2) a previous finding was otherwise overturned or
expunged on appeal.
The adverse determination and related documents must then
be removed from the applicable personnel records within 14
business days after written notice.
(c) Prior to hiring an applicant to work directly with
children or students, a school or contractor must ensure that
the following criteria are met:
(1) the school or contractor has no knowledge or
information pertaining to the applicant that would
disqualify the applicant from employment;
(2) the applicant swears or affirms that the applicant
is not disqualified from employment;
(3) using the template developed by the State Board of
Education, the applicant provides all of the following:
(A) a list, including the name, address, telephone
number, and other relevant contact information of the
following:
(i) the applicant's current employer;
(ii) all former employers of the applicant

HB2995 - 13 - LRB104 11192 LNS 21274 b
that were schools or school contractors, as well
as all former employers at which the applicant had
direct contact with children or students;
(B) A written authorization that consents to and
authorizes disclosure by the applicant's current and
former employers under subparagraph (A) of this
paragraph (3) of the information requested under
paragraph (4) of this subsection (c) and the release
of related records and that releases those employers
from any liability that may arise from such disclosure
or release of records pursuant to subsection (e).
(C) A written statement of whether the applicant:
(i) has been the subject of a sexual
misconduct allegation, unless a subsequent
investigation resulted in a finding that the
allegation was false, unfounded, indeterminable,
or unsubstantiated or a finding was otherwise
overturned or expunged on appeal;
(ii) has ever been discharged from, been asked
to resign from, resigned from, or otherwise been
separated from any employment, has ever been
disciplined by an employer, or has ever had an
employment contract not renewed due to an
adjudication or finding of sexual misconduct or
while an allegation of sexual misconduct was
pending or under investigation, unless the

HB2995 - 14 - LRB104 11192 LNS 21274 b
investigation resulted in a finding that the
allegation was false, unfounded, indeterminable,
or unsubstantiated or a finding was otherwise
overturned or expunged on appeal; or
(iii) has ever had a license or certificate
suspended, surrendered, or revoked or had an
application for licensure, approval, or
endorsement denied due to an adjudication or
finding of sexual misconduct or while an
allegation of sexual misconduct was pending or
under investigation, unless the investigation
resulted in a finding that the allegation was
false, unfounded, indeterminable, or
unsubstantiated or a finding was otherwise
overturned or expunged on appeal.
(4) The school or contractor shall initiate a review
of the employment history of the applicant by contacting
those employers listed by the applicant under subparagraph
(A) of paragraph (3) of this subsection (c) and, using the
template developed by the State Board of Education,
request all of the following information:
(A) the dates of employment of the applicant;
(B) a statement as to whether the applicant:
(i) has been the subject of a sexual
misconduct allegation, unless a subsequent
investigation resulted in a finding that the

HB2995 - 15 - LRB104 11192 LNS 21274 b
allegation was false, unfounded, indeterminable,
or unsubstantiated or a finding was otherwise
overturned or expunged on appeal;
(ii) was discharged from, was asked to resign
from, resigned from, or was otherwise separated
from any employment, was disciplined by the
employer, or had an employment contract not
renewed due to an adjudication or finding of
sexual misconduct or while an allegation of sexual
misconduct was pending or under investigation,
unless the investigation resulted in a finding
that the allegation was false, unfounded,
indeterminable, or unsubstantiated or a finding
was otherwise overturned or expunged on appeal; or
(iii) has ever had a license or certificate
suspended, surrendered, or revoked due to an
adjudication or finding of sexual misconduct or
while an allegation of sexual misconduct was
pending or under investigation, unless the
investigation resulted in a finding that the
allegation was false, unfounded, indeterminable,
or unsubstantiated or a finding was otherwise
overturned or expunged on appeal.
(C) The template shall include the following
option: if the employer does not have records or
evidence regarding the questions in items (i) through

HB2995 - 16 - LRB104 11192 LNS 21274 b
(iii) of subparagraph (B) of paragraph (4) of
subsection (c), the employer may state that there is
no knowledge of information pertaining to the
applicant that would disqualify the applicant from
employment.
(5) For applicants licensed by the State Board of
Education, the school district, charter school, or
nonpublic school shall verify the applicant's reported
previous employers with previous employers in the State
Board of Education's educator licensure database to ensure
accuracy.
(d) An applicant who provides false information or
willfully fails to disclose information required in subsection
(c) shall be subject to discipline, up to and including
termination or denial of employment.
(e) No later than 20 days after receiving a request for
information required under paragraph (4) of subsection (c), an
employer who has or had an employment relationship with the
applicant shall disclose the information requested. If the
employer has an office of human resources or a central office,
information shall be provided by that office. The employer who
has or had an employment relationship with the applicant shall
disclose the information on the template developed by the
State Board of Education. For any affirmative response to
items (i) through (iii) of subparagraph (B) of paragraph (4)
or subsection (c), the employer who has or had an employment

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relationship with the applicant shall provide additional
information about the matters disclosed and all related
records.
A school shall complete the template at time of separation
from employment, or at the request of the employee, and
maintain it as part of the employee's personnel file. If the
school completes an investigation after an employee's
separation from employment, the school shall update the
information accordingly.
Information received under this Section shall not be
deemed a public record.
A school or contractor who receives information under this
subsection (e) may use the information for the purpose of
evaluating an applicant's fitness to be hired or for continued
employment and may report the information, as appropriate, to
the State Board of Education, a State licensing agency, a law
enforcement agency, a child protective services agency,
another school or contractor, or a prospective employer.
An employer, school, school administrator, or contractor
who provides information or records about a current or former
employee or applicant under this Section is immune from
criminal and civil liability for the disclosure of the
information or records, unless the information or records
provided were knowingly false. This immunity shall be in
addition to and not a limitation on any other immunity
provided by law or any absolute or conditional privileges

HB2995 - 18 - LRB104 11192 LNS 21274 b
applicable to the disclosure by virtue of the circumstances or
the applicant's consent to the disclosure and shall extent to
any circumstances when the employer, school, school
administrator, or contractor in good faith shares findings of
sexual misconduct with another employer.
Unless the laws of another state prevent the release of
the information or records requested or disclosure is
restricted by the terms of a contract entered into prior to
July 1, 2023 (the effective date of Public Act 102-702) this
amendatory Act of the 102nd General Assembly, and
notwithstanding any other provisions of law to the contrary,
an employer, school, school administrator, contractor, or
applicant shall report and disclose, in accordance with this
Section, all relevant information, records, and documentation
that may otherwise be confidential.
(f) A school or contractor may not hire an applicant who
does not provide the information required under subsection (c)
for a position involving direct contact with children or
students.
(g) Beginning on July 1, 2023 (the effective date of
Public Act 102-702) this amendatory Act of the 102nd General
Assembly, a school or contractor may not enter into a
collective bargaining agreement, an employment contract, an
agreement for resignation or termination, a severance
agreement, or any other contract or agreement or take any
action that:

HB2995 - 19 - LRB104 11192 LNS 21274 b
(1) has the effect of suppressing information
concerning a pending investigation or a completed
investigation in which an allegation was substantiated
related to a report of suspected sexual misconduct by a
current or former employee;
(2) affects the ability of the school or contractor to
report suspected sexual misconduct to the appropriate
authorities; or
(3) requires the school or contractor to expunge
information about allegations or findings of suspected
sexual misconduct from any documents maintained by the
school or contractor, unless, after an investigation, an
allegation is found to be false, unfounded,
indeterminable, or unsubstantiated or a finding was
otherwise overturned or expunged on appeal.
(h) Any provision of an employment contract or agreement
for resignation or termination or a severance agreement that
is executed, amended, or entered into on or after July 1, 2023
(the effective date of Public Act 102-702) this amendatory Act
of the 102nd General Assembly and that is contrary to this
Section is void and unenforceable.
(i) For substitute employees, all of the following apply:
(1) The employment history review required by this
Section is required only prior to the initial hiring of a
substitute employee or placement on a school's approved
substitute list and shall remain valid as long as the

HB2995 - 20 - LRB104 11192 LNS 21274 b
substitute employee continues to be employed by the same
school or remains on the school's approved substitute
list.
(2) A substitute employee seeking to be added to
another school's substitute list shall undergo an
additional employment history review under this Section.
Except as otherwise provided in paragraph (3) of this
subsection (i) or in subsection (k), the appearance of a
substitute employee on one school's substitute list does
not relieve another school from compliance with this
Section.
(3) An employment history review conducted upon
initial hiring of a substitute employee by a contractor or
any other entity that furnishes substitute staffing
services to schools shall satisfy the requirements of this
Section for all schools using the services of that
contractor or other entity.
(4) A contractor or any other entity furnishing
substitute staffing services to schools shall comply with
paragraphs (3) and (4) of subsection (j).
(j) For employees of contractors, all of the following
apply:
(1) The employment history review required by this
Section shall be performed, either at the time of the
initial hiring of an employee or prior to the assignment
of an existing employee to perform work for a school in a

HB2995 - 21 - LRB104 11192 LNS 21274 b
position involving direct contact with children or
students. The review shall remain valid as long as the
employee remains employed by the same contractor, even if
assigned to perform work for other schools.
(2) A contractor shall maintain records documenting
employment history reviews for all employees as required
by this Section and, upon request, shall provide a school
for whom an employee is assigned to perform work access to
the records pertaining to that employee.
(3) Prior to assigning an employee to perform work for
a school in a position involving direct contact with
children or students, the contractor shall inform the
school of any instance known to the contractor in which
the employee:
(A) has been the subject of a sexual misconduct
allegation unless a subsequent investigation resulted
in a finding that the allegation was false, unfounded,
indeterminable, or unsubstantiated or a finding was
otherwise overturned or expunged on appeal;
(B) has ever been discharged, been asked to resign
from, resigned from, or otherwise been separated from
any employment, been removed from a substitute list,
been disciplined by an employer, or had an employment
contract not renewed due to an adjudication or finding
of sexual misconduct or while an allegation of sexual
misconduct was pending or under investigation, unless

HB2995 - 22 - LRB104 11192 LNS 21274 b
the investigation resulted in a finding that the
allegation was false, unfounded, indeterminable, or
unsubstantiated or a finding was otherwise overturned
or expunged on appeal; or
(C) has ever had a license or certificate
suspended, surrendered, or revoked due to an
adjudication or finding of sexual misconduct or while
an allegation of sexual misconduct was pending or
under investigation, unless the investigation resulted
in a finding that the allegation was false, unfounded,
indeterminable, or unsubstantiated or a finding was
otherwise overturned or expunged on appeal.
(4) The contractor may not assign an employee to
perform work for a school in a position involving direct
contact with children or students if the school objects to
the assignment after being informed of an instance listed
in paragraph (3).
(k) An applicant who has undergone an employment history
review under this Section and seeks to transfer to or provide
services to another school in the same school district,
diocese, or religious jurisdiction, or to another school
established and supervised by the same organization is not
required to obtain additional reports under this Section
before transferring.
(l) Nothing in this Section shall be construed:
(1) to prevent a prospective employer from conducting

HB2995 - 23 - LRB104 11192 LNS 21274 b
further investigations of prospective employees or from
requiring applicants to provide additional background
information or authorizations beyond what is required
under this Section, nor to prevent a current or former
employer from disclosing more information than what is
required under this Section;
(2) to relieve a school, school employee, contractor
of the school, or agent of the school from any legal
responsibility to report sexual misconduct in accordance
with State and federal reporting requirements;
(3) to relieve a school, school employee, contractor
of the school, or agent of the school from any legal
responsibility to implement the provisions of Section 7926
of Chapter 20 of the United States Code; or
(4) to prohibit the right of the exclusive bargaining
representative under a collective bargaining agreement to
grieve and arbitrate the validity of an employee's
termination or discipline for just cause.
(m) The State Board of Education shall develop the
templates required under paragraphs (3) and (4) of subsection
(c).
(Source: P.A. 102-702, eff. 7-1-23; revised 7-17-24.)