Policy 5020 - Employment And Volunteers: Disclosures, Certification Requirements, Assurances And Approval
Federal Immigration Law Compliance for Staff
The Richland School District Board of Directors has the legal responsibility of employing all staff. The responsibility of administering the recruitment process is assigned to the superintendent or designee. Prior to final action by the board, a prospective staff member will present necessary documents which establish eligibility to work as required by federal immigration law. The superintendent or designee will certify that they have “examined the documents which were presented to me by the new hire, that the documents appear to be genuine, that they appear to relate to the individual named, and that the individual is a U.S. citizen, a legal permanent resident, or a non-immigrant alien with authorization to work” this certification will be made on the I-9 form issued by the Federal Immigration and Naturalization Service.
Child Support Reporting for Staff
The district will report all new hires to the state Department of Social and Health Services Division of Child Support as required by P.L. 104-193, the Personal Responsibility and Work Opportunity Reconciliation Act of 1996.
Sexual Misconduct Release Form for Staff
Pursuant to state law, the district will require that every prospective staff member sign a release form allowing the district to contact school employers regarding prior acts of sexual misconduct. The applicant will authorize current and past school district employers including employers outside of Washington to disclose to the district sexual misconduct, if any, and make available to the district all documents in the employer’s personnel, investigative or other files related to the sexual misconduct. The applicant is not prohibited from employment in Washington state if the laws or policies of another state prohibit disclosure of this information or if the out-of-state district denies the request.
Disclosures for Staff and Volunteers
Prior to employment of any staff member, or volunteer, the district will require the applicant to disclose whether they have ever been:
The disclosure will be made in writing and signed by the applicant and sworn to under penalty of perjury. The disclosure sheet will specify all crimes committed against persons.
Background Check
Definition: “Unsupervised Access to Children” means contact with children that provides personal interaction when not under the direct supervision of a childcare provider or staff with supervisor authority, whether in person or virtual.
Staff and Volunteers with Regularly Scheduled Unsupervised Access to Children:
Prospective staff members and volunteers, who will have regularly scheduled unsupervised access to children, will have their records checked through the Washington State Patrol criminal identification system and through the Federal Bureau of Investigation. The record check shall include a fingerprint check using a complete Washington state criminal identification fingerprint card.
All Other Staff and Volunteers:
Supervised staff and volunteers will be subjected to a name and birth date background check with the Washington State Patrol. Volunteer applicants who failed to disclose past convictions will not be allowed to have access to students. If a volunteer has undergone a criminal record check in the last two years for another entity, the district will request a copy from the volunteer, or have the volunteer sign a release permitting the entity for whom the check was conducted to provide a copy to the district. If a volunteer accurately discloses past conviction(s), the District will determine if the conviction renders the person ineligible to volunteer.
Conditional Employment:
New hires will be employed on a conditional basis pending the outcome of the background check and may begin conditional employment once completed fingerprint cards have been sent to the Washington State Patrol. If the background check reveals evidence of convictions, the candidate will not be recommended for employment, or if conditionally employed, may be terminated. When such a background check is received, the superintendent or designee is directed to consult with legal counsel.
Pre-employment Drug Testing
If the district requires prospective staff members to undergo pre-employment drug testing, the district will comply with the requirements of RCW 49.44.240.
Record Check Data Base Access Designee
The superintendent or designee will determine which staff members are authorized to access the Office of Superintendent of Public Instruction’s (OSPI) record check database. Fingerprint record information is highly confidential and shall not be re-disseminated to any organization or individual by district staff. Records of arrest and prosecution (RAP sheets) shall be stored in a secure location separate from personnel and applicant files and access to this information is limited to those staff members authorized to access the OSPI record check data base.
Certification Requirements
The District will require that certificated staff hold a Washington State Certificate, with proper endorsement (if required for that certificate and unless eligible for out-of-endorsement assignment), or such other documentation as may be required by the professional educator standards board with respect to alternative route programs, for the role and responsibilities for which they are employed. Failure to meet this requirement will be just and sufficient cause for termination of employment. State law requires that the initial application for certification will require a background check of the applicant through the Washington State Patrol criminal identification system and Federal Bureau of Investigation. No salary warrants may be issued to the staff member until the District has registered a valid certificate for the role to which they have been assigned.
All certificated staff members are required to maintain their certification in accordance with state and federal requirements.
Classified Staff
Classified staff members who are hired for contract terms less than twelve (12) months will be advised of their employment status for the ensuing school year prior to the close of the school year. If the district chooses to reemploy the staff member the following year, the Superintendent/designee will give “reasonable assurance” by written notice that the staff member will be employed during the next school year.
Board Approval
All staff members selected for employment will be recommended by the Superintendent. Staff members must receive an affirmative vote from a majority of all members of the board. In the event an authorized position must be filled before the board can take action, the superintendent has the authority to fill the position with a temporary employee who shall receive the same salary and benefits as a permanent staff member. The Board will act on the recommendation to fill the vacancy at its next regular meeting.
Legal References:
Adoption:
Revised: June 25, 2013
Revised: October 28, 2025
(Formerly #6530)
(Formally # 1610)