Relating to the creation of a temporary educator certificate for educators certified by other states.

Contracts

Action Required: Amend employment agreements and offer letters for out-of-state hires.

• Termination Clause: Insert language stating employment is contingent on the *maintenance* of the certificate. Explicitly include "rescission of temporary certification" as grounds for immediate termination without recourse.
• Clawbacks: Include provisions to recoup signing or relocation bonuses if the employee fails to convert the temporary certificate to a standard certificate within the non-renewable one-year window.

Hiring/Training

• Internal Vetting: HR teams must shift from relying on TEA status to independent verification. You must verify the validity of the *out-of-state* license and degree accreditation *before* making an offer, as the state will now issue the Texas certificate prior to full review.
• Military Spouses: Train staff to identify military spouses immediately; their temporary certificate is valid for three years instead of one.

Reporting & Record-Keeping

• Dual-Date Tracking: Your HRIS must track two distinct deadlines:
• 1. Expiration of the temporary certificate (1 year from issuance).
• 2. Issuance of the standard certificate (which supersedes the temporary one).
• Evidence Retention: Retain certified copies of the applicant’s out-of-state license and official transcripts to mitigate negligent hiring liability in the event of a state rescission.

Fees & Costs

• No New State Fees: The bill does not introduce new fees.
• Administrative Cost: Expect a slight increase in administrative hours per hire due to the need for internal verification of out-of-state credentials.