1. (1) An education provider may not enter into a collective bargaining agreement, an employment contract, an agreement for resignation or termination, a severance agreement or any similar contract or agreement that:

   1. (a) Has the effect of impairing or terminating an ongoing investigation, or suppressing information relating to an ongoing investigation, related to a report of suspected abuse or suspected sexual conduct;
   2. (b) Has the effect of suppressing information relating to a substantiated report of abuse or sexual conduct by a current or former school employee, contractor, agent or volunteer;
   3. (c) Affects the duties of the education provider to report suspected abuse or suspected sexual conduct or to discipline a current or former school employee, contractor, agent or volunteer for a substantiated report of abuse or sexual conduct;
   4. (d) Impairs the ability of the education provider to discipline a school employee, a contractor, an agent or a volunteer for a substantiated report of abuse or sexual conduct; or
   5. (e) Requires the education provider to expunge substantiated information about abuse or sexual conduct from any documents maintained by an education provider.
2. (2) Any provision of an employment contract or agreement that is contrary to this section is void and unenforceable.

3. (3) Nothing in this section prevents an education provider from entering into a collective bargaining agreement that includes:

   1. (a) Standards for investigation of a report of suspected abuse or suspected sexual conduct; or
   2. (b) An appeal process from the determination made by or the action taken by an education provider related to a report of abuse or sexual conduct.

[2009 c.93 §10; 2012 c.92 §7; 2019 c.618 §8]