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Bill Summary · SB 312

Summary of SB 312 (Educator License Amendments) – Utah, 2026

Purpose and intent

SB 312 modifies how educator licensure eligibility and employment restrictions operate in response to license discipline, suspensions, and revocations. The bill establishes a tiered framework for restrictions on employment and volunteering, with automatic restrictions for certain serious misconduct and written findings for other cases. It also updates notice and hearing requirements and makes technical conforming changes.

Key provisions

  • Ineligibility for licensure (Section 53E-6-603)

    • The State Board may deny a license for good cause based on misconduct identified in criminal, civil, or administrative matters.
    • Explicit prohibitions on licensure renewal or reinstate for sexual offenses and conduct involving sexual relationships with students or minors.
    • If ineligible for licensure due to certain sexual offenses or admitted conduct, public schools may not employ or allow volunteering by the individual.
    • For conduct not falling into sexual-offense categories, automatic employment/volunteer restrictions apply only if the underlying conduct involved actual harm, credible risk, or listed harmful behaviors, unless the board issues written findings showing a specific risk and necessity of restriction.
    • Written findings are required in cases where automatic restrictions do not apply but restrictions are still imposed; findings must address risk, and the educator must receive a copy.

  • State board disciplinary action (Section 53E-6-604)

    • The board directs UPPAC to investigate and hold hearings when there are serious sexual offenses or related conduct, or other conduct indicating unfitness.
    • After investigation/hearing, UPPAC provides findings and recommendations; the board may revoke, suspend, impose conditions, or take other appropriate actions.
    • The board cannot reinstate a revoked license.
    • LEA notification rules: the board must ensure LEAs are informed of parent complaints alleging licensing-standards violations.

  • Restrictions on employment and volunteer service after licensure action (new Section 53E-6-604.5)

    • Defines “qualifying serious misconduct” and “technical violation.”
    • Automatic, ongoing restrictions:
    • If license is revoked for qualifying serious misconduct or related serious actions, public schools may not employ or allow volunteering by the educator.
    • If license is revoked for other conduct, restrictions apply automatically only if written findings establish a specific risk to students or school environment and that a lesser restriction is insufficient.
    • Suspension also triggers automatic restrictions during the suspension period for qualifying serious misconduct; non-qualifying suspensions require written findings to impose restrictions.
    • Restrictions may not be imposed for purely technical violations unless there is a pattern of repeated violations with demonstrated risk, supported by written findings.
    • Schools may still set stricter internal policies beyond these provisions.
    • Educators have due process protections, including written findings and a copy of those findings.

  • Substitute teachers (Section 53E-6-901)

    • Districts should prioritize licensed substitutes when available.
    • Background checks required for substitutes.
    • A non-licensed substitute cannot fill a teacher position for more than 20 days in a school year unless no licensed educator is available.
    • Individuals ineligible to hold a license cannot serve as substitute teachers if licensure denial/suspension restrictions apply.

  • Hearings and due process (Section 53E-6-607)

    • State and local boards must have due-process policies.
    • Accused parties receive notice and information at least 15 days before a hearing, including specifics on restrictions and when they apply automatically or require written findings.
    • A 30-day deadline to request a hearing; failure to request may waive the right to a hearing.

Affected parties

  • Educators and applicants facing licensure denial, suspension, or revocation.
  • Public schools and school districts (LEAs) implementing licensure-restriction provisions and substitute-teacher policies.
  • Utah State Board of Education (USBE) and the Utah Professional Practices Advisory Commission (UPPAC).
  • Utah schools’ information systems and related administrative processes (noted in fiscal impact).

Timeline and effective date

  • Effective date: May 6, 2026.

Fiscal note (highlights)

  • Anticipated one-time and ongoing costs to USBE related to system updates, hearings, and rulemaking ($-81,100 one-time; $19,200 ongoing); funded from the Income Tax Fund.
  • Net fiscal impact is modest and largely absorbable by USBE; no additional state revenue impact expected. No direct local government or individual tax changes anticipated.

Overall impact

SB 312 strengthens oversight of educator licensure discipline, expands automatic and written-findings-based restrictions on employment and volunteering, and enhances due-process protections in disciplinary proceedings. It also clarifies substitute-teacher eligibility and aligns disciplinary actions with procedural standards across Utah’s education system.

Compiled from official sources — confirm details with the bill’s official record.

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