We handle CT 16-67, NJ Title 18A, and PA Act 168 verifications on your behalf, so your HR team does not have to.
Several states have passed laws that require schools to contact a job applicant's past employers before making a hire. The goal is simple: make sure someone with a history of misconduct cannot quietly move from one school district to another. People in the field call this "don't pass the trash."
Connecticut, New Jersey, and Pennsylvania each have their own version of this requirement. The laws differ in the details, but they share the same core obligation: before you hire someone who will work with children, you must verify their employment history and ask past employers about any findings of abuse, neglect, or sexual misconduct.
Research Services handles this process for you. We contact past employers, document every attempt, compile the responses, and deliver a complete report. Your team stays focused on hiring. We handle the compliance work.
Connecticut law requires public school employers to obtain a written employment history from any applicant who will work in a position requiring contact with students. The hiring school must contact all schools or child care facilities listed in the past 20 years of employment and request information about any findings of abuse or sexual misconduct.
Read full detailsNew Jersey Title 18A requires school districts to conduct a thorough background inquiry before hiring any school employee. This includes contacting former employers to request disclosure of any findings of abuse, exploitation, or acts of sexual misconduct. The law applies to all staff who will have regular contact with students.
Read full detailsPennsylvania Act 168 requires every school entity to obtain a completed Sexual Misconduct/Abuse Disclosure Release form from each applicant before hiring. The school must then contact all listed prior employers in the education field and request disclosure of any sexual misconduct findings within the past 20 years.
Read full detailsSign our standard client agreement to get started. No long-term commitment, no minimums required.
Provide the applicant's consent form, resume, and signed Sexual Misconduct Disclosure Release. We take it from there.
Our team contacts all past employers going back 20 years. Every call, email, and letter is logged and documented.
You get a complete compiled report with all responses received and documentation for any employer that did not respond.
"Research Services has been an indispensable partner for our community. Their meticulous background checks provide us with the assurance we need before welcoming new faculty and staff. On several occasions, their proactive measures have helped us avert potential challenges and ensured that our students remain protected."
— Alex, Head of School
Let us handle the compliance work. Your HR team has enough on its plate.
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