Do I Need to Upload a Fingerprint Card for K12

Governor Deval Patrick signed into police force a requirement for fingerprint-based groundwork checks for public and private school teachers, bus drivers, and childcare workers in Massachusetts, on January 10, 2013.  Under the law, all public and individual K-12 schoolhouse employees in Massachusetts, as well as early educators, are required to submit to state and national fingerprint-based criminal background checks.

Employees Covered by the New Law

1. All newly hired schoolhouse employees, including educators, maintenance staff, deli workers, bus drivers, and employees of contractors who work in the schools and may have directly and unmonitored contact with children are currently required to complete the new national background check for the 2014-2015 school yr.
2. Volunteers at schools volition proceed to be required to submit to state CORI checks at to the lowest degree once every three years, as currently required by the statute, simply volition not exist required to submit fingerprints for the national checks.
3. For all current K-12 school employees and early educators, the law directs the Lath of Early Education and Care and the Board of Elementary and Secondary Education to adopt regulations that stage in fingerprint-based land and national groundwork checks prior to September ane, 2016.

Submission of Fingerprints and Applicative Fees
The fee charged for running the national checks is up to $55 for school employees licensed nether Section 38G (licensed educators and specialists) and up to $35 for all others (i.east., school secretaries, deli workers, janitors, bus drivers, etc.) and early on educators.  As is the example in almost every other country that conducts fingerprint-based national criminal history checks, the fee is paid by the individual employee or educator, and the school can choose to reimburse employees for those fees at the schoolhouse's sole discretion.  Every bit with whatever like employment practice, if the school decides to reimburse members of a "peer group," then they must treat all of those employees the aforementioned, either reimbursing them all or reimbursing no one.

Scheduling Fingerprinting Appointments
The school is responsible for notifying employees that a background check needs to be completed, and the employee will exist required to schedule a fingerprinting date through the MorphoTrust USA IdentoGo™ online registration website or by calling the MorphoTrust USA Massachusetts Client Service Center.  Fingerprinting engagement for MA can exist scheduled here http://world wide web.identogo.com/FP/Massachusetts.aspx.

Key Points and Next Steps for School Administration

1. Points of Contact Should Be Identified and Schedule Fingerprint-Based Checks: Schools should identify which employees, substitute employees, educatee teachers, interns, subcontractors and school-deputed laborers that perform work on schoolhouse grounds may have direct and unmonitored contact with children (the "Points of Contact").   These Points of Contact should make appointments immediately with MorphoTrust to have their fingerprints scanned. Since there are currently only a few fingerprint-bank check sites in Massachusetts, travel may be involved.
2. Covered Employees Should Exist Identified: Schools should identify which employees began piece of work during the 2013-2014 school twelvemonth merely, which is defined as starting employment after July 1, 2013.  Employees who take worked at a school since before that date volition be fingerprinted based on a schedule not yet released by the Massachusetts Section of Elementary and Secondary Education (DESE).  If the school has conducted CORI checks on such employees, and their CORI results practice not preclude employment, then these employees are required to keep with the fingerprinting process via SAFIS (equally described further beneath).  If an employee has not yet been successfully CORI checked, then the employee must be CORI checked earlier undergoing a fingerprint-based cheque, as CORI results lonely may forestall employment.
3. Points of Contact and Employees Must Register for Fingerprint-Based Checks: Schools should notify employees and the Points of Contact to register and make an appointment for a fingerprint-based cheque through MorphoTrust.  Schools should provide employees with the viii-digit DESE organizational code already issued to each school, which employees will use every bit the "Provider ID" during the registration process.
4. Points of Contact and Employees Should Review Ii Important Documents: Schools should instruct employees and the Points of Contact to review ii important documents:
   a. SAFIS Registration Guide for PreK-12th Class Pedagogy
   b. How to Change, Correct, or Update Your National Criminal History Record Response

A consent course to authorize the collection of fingerprints volition exist provided via SAFIS/MorphoTrust as part of the registration process, but independent schools should consider having employees and Points of Contact sign an authorization and consent form provided by the school as well.   After an employee completes the fingerprint enrollment appointment, MorphoTrust volition ship a receipt to the employee.  The school's designated Point of Contact should obtain a copy of this receipt from each employee.  The receipt will provide the schoolhouse with confirmation that the fingerprints were captured and will also include important reference information should the school demand assistance from the Section of Criminal Justice Information Services (DCJIS) with regard to the fingerprint-based check.

five. Schools Should Establish or Update Background Check Policies: Schools should update their Criminal record and sexual practice offender compliance materials and policies to include the new requirements (including contractor and sub-contractor checks).

For general questions about the new police force, please phone call the Executive Office of Education at 617.979.8340.

This content is provided with the understanding that HR Knowledge is non rendering legal advice.  While every effort is made to provide current information, the law changes regularly and laws may vary depending on the land or municipality. The material is made available for informational purposes only and is not a substitute for legal advice or your professional judgment. You lot should review applicable law in your jurisdiction and consult experienced counsel for legal advice. If y'all accept any questions regarding this advisory, please contact 60 minutes Noesis at 508.339.1300 or email united states at HR@hrknowledge.com.

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