Relating to the regulation of code enforcement officers and code enforcement officers in training.

Contracts

• Vendor Agreements (MSAs): Municipalities contracting with private firms for code enforcement must review Master Services Agreements. The shift from "agent" to "works for" creates a risk that third-party contractors can no longer legally hold the title "Code Enforcement Officer."
• Indemnification: Update vendor contracts to require warranties that all deployed personnel meet the new statutory definition of employment; failure to do so could invalidate citations issued by those personnel.

Hiring/Training

• Supervision Verification: You must audit all "Code Enforcement Officers in Training." They can no longer be supervised by merely experienced staff; the law now explicitly mandates supervision by a registered Code Enforcement Officer.
• Reciprocity Protocols: HR departments should update hiring policies for out-of-state applicants. TDLR is now mandated to issue registration to applicants from states with substantially equivalent standards, streamlining recruitment.

Reporting & Record-Keeping

• Employment Validation: Maintain documentation proving that every CEO "works for" the political subdivision. This will be critical for defending against challenges to citation authority.
• Renewal Applications: The statute now explicitly requires the submission of a "proper application" for renewal, removing any implied ability to renew solely via fee payment. Ensure administrative workflows include the physical or digital application submission.

Fees & Costs

• Fee Structure: The statute removes separate references to examination and registration fees, consolidating them into an "application fee." While the total cost impact is expected to be neutral (per the Fiscal Note), expect a new fee schedule from TDLR.