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CONDITIONS OF EMPLOYMENT Final employment offers are contingent upon successful completion of all pre-employment requirements and Governing Board approval. These requirements may include fingerprint clearance through the California Department of Justice (DOJ) and, when applicable, the Federal Bureau of Investigation (FBI), verification of eligibility to work in the United States, and possession of a valid California driver’s license and proof of insurance when required by the position. Employees must also provide verification of completion of Child Abuse Mandated Reporter Training or obtain verification within six (6) weeks of hire and complete the training annually thereafter, in accordance with the California Child Abuse and Neglect Reporting Act. Additional requirements may be imposed as required by law, Board policy, administrative regulation, or applicable collective bargaining agreements. AB 2534 AND SB 848 — EMPLOYMENT HISTORY DISCLOSURE In accordance with Assembly Bill (AB) 2534, effective January 1, 2025, and Senate Bill (SB) 848, effective January 1, 2026, applicants for certificated positions with Taft Union High School District must provide a complete and accurate list of their current and former educational employers. This includes school districts, county offices of education, charter schools, private schools, and state special schools or diagnostic centers operated by the California Department of Education.   Applicants must disclose all such employment, regardless of the length of service, including full-time, part-time, temporary, and substitute employment. Applicants who worked at multiple school sites within the same district may list the district once; separate educational employers must be listed individually. As part of the hiring process, the District will contact prior educational employers to obtain information required by applicable law.   Failure to disclose required employment history, or providing false or misleading information, may result in disqualification from consideration for employment.  RECRUITMENT PROCESS Taft Union High School District reserves the right to extend or reopen recruitment timelines, repost or cancel positions, and establish applicant pools for current and future vacancies within the same classification. Applicants who meet minimum qualifications, including successful completion of required testing, may remain active in the applicant pool during the recruitment period. Only candidates selected to move forward in the hiring process will be contacted, and applicants will not receive individual notifications regarding their application status. To ensure a fair, transparent, and equitable hiring process, candidates shall adhere to all established procedures. Any candidate who contacts, directly or indirectly, any member of the Governing Board or District administration with the intent to influence the selection process may be disqualified from consideration without recourse.   NONDISCRIMINATION POLICY Taft Union High School District is an equal opportunity employer and does not discriminate on the basis of race, color, national origin, age, religion, sex, gender identity, sexual orientation, disability, or any other protected status in accordance with applicable law.   PROBATIONARY STATUS (BP 4216 – Probationary/Permanent Status; Education Code §§ 45113, 45301) All newly hired classified employees, as well as permanent employees who are assigned to a new classification, shall serve a probationary period during which the District evaluates the employee’s performance, suitability, and overall fitness for continued employment. A probationary employee who has been employed by the District for six (6) months or 130 days of paid service, whichever is longer, shall be classified as a permanent employee in accordance with law. During the probationary period, employees shall receive performance evaluations from their supervisor assessing their work performance, ability, and compatibility with the position. The District may release a probationary employee at any time during the probationary period without cause. A permanent employee who is promoted to a new classification shall serve a probationary period in the new position. If the employee does not successfully complete the probationary period, they shall be returned to their previous classification.