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SB1376

Regular Session

Relating to the supervision requirements of a code enforcement officer in training.

Low
Low Cost
Effective:2025-09-01
SB1376
Low
Relating to the supervision requirements of a code enforcement officer in training.
Low Compliance Urgency
Requires routine attention
Cost Impact
Low
Effective
2025-09-01
Enforcing Agencies
TDLR
Primary Author: Sen. Bryan Hughes
89th Texas Legislature
jdkey.com
01

Compliance Analysis

Key implementation requirements and action items for compliance with this legislation

Implementation Timeline

  • Effective Date: September 1, 2025
  • Compliance Deadline: September 1, 2025 (Immediate operational adjustment required).
  • Agency Rulemaking: The Texas Department of Licensing and Regulation (TDLR) will likely amend administrative rules to align with the statute. However, the statutory exemption is explicit and self-executing; you do not need to wait for TDLR rulemaking to utilize the exemption starting September 1, 2025.

Immediate Action Plan

  • 1. Audit Staffing: Determine if you currently employ a Registered Code Enforcement Officer. If yes, this law does not change your current operations.
  • 2. Update Insurance: Secure written confirmation from your liability carrier that coverage extends to trainees operating without professional supervision.
  • 3. Revise Protocols: Create a "Stop-Gap" policy. If your only registered officer resigns, you must have a policy ready that authorizes existing trainees to continue working unsupervised under SB1376.
  • 4. Check Municipal Ordinances: Ensure local ordinances do not impose stricter supervision requirements than the state statute.

Operational Changes Required

Contracts

  • Client Service Agreements (Third-Party Firms): If you are a private firm contracting with municipalities, review your Master Service Agreements (MSAs). Even though state law permits unsupervised trainees, your contract may mandate "qualified" or "supervised" personnel. Do not breach your contract by relying solely on this statute.
  • Employment Agreements: Revise offer letters for trainees. Supervision clauses must be conditional: "Supervision is provided only while the Entity employs a Registered Code Enforcement Officer."

Hiring/Training

  • Staffing Strategy: You may now hire and deploy CEOITs in "solo" roles for smaller jurisdictions or satellite offices lacking senior staff.
  • Internal Oversight: Replace statutory supervision with managerial oversight. Establish a mandatory review process where a non-licensed manager reviews a percentage of the trainee’s citations to mitigate liability for erroneous enforcement.

Reporting & Record-Keeping

  • Exemption Justification: Maintain a "Negative Declaration" file. For any period a trainee operates unsupervised, you must be able to prove via payroll records that the entity employed zero registered code enforcement officers at that specific time.
  • The "Trigger" Mechanism: Implement a protocol that flags the hiring of any Registered Code Enforcement Officer. The moment a registered officer is hired, the exemption expires, and all trainees must immediately be placed under statutory supervision.

Fees & Costs

  • Insurance Premiums: Consult your carrier regarding Professional Liability (E&O) and Public Officials Liability. Carriers may classify unsupervised trainees as high-risk; anticipate potential premium adjustments or coverage exclusions for acts performed without supervision.
  • No State Fee Changes: There are no changes to TDLR licensing fees.

Strategic Ambiguities & Considerations

  • Definition of "Employ": The statute does not specify if "employ" includes independent contractors or shared-service agreements (e.g., an Interlocal Agreement where a neighboring city's officer assists part-time). *Conservative Approach:* If you have access to a registered officer through any contractual mechanism, assume supervision is required until TDLR clarifies.
  • Scope of Authority: The law allows unsupervised trainees to "engage in code enforcement" but does not restrict high-stakes actions. *Risk Warning:* Do not allow unsupervised trainees to execute condemnation orders, demolition orders, or search warrants. Restrict their scope to inspection and citation until they are fully registered.

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Information presented is for general knowledge only and is provided without warranty, express or implied. Consult qualified government affairs professionals and legal counsel before making compliance decisions.

02

Legislative Timeline

This bill's path through the Texas Legislature

Filed
Feb 18, 2025
Passed Senate
May 6, 2025
Passed House
May 23, 2025
Signed
Jun 20, 2025
TopicsOccupational RegulationOccupational Regulation--other Trades & Professions
03

Senate Authors

Sen. Bryan HughesRepublican · Primary Author
Coauthors (1)

House Sponsors

Rep. Gary VandeaverRepublican · Primary Sponsor
Cosponsors (1)

Bill Text(with markup)

View bill text in multiple formats on Texas Legislature website

Fiscal NoteView Original

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More from Sen. Bryan Hughes

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Related by Topic

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Quick Reference

Frequently Asked Questions

Common questions about SB1376

Q

What does Texas SB1376 do?

SB1376 amends the Texas Occupations Code to eliminate the supervision requirement for Code Enforcement Officers in Training (CEOITs), but only for entities that do not employ a registered code enforcement officer. This creates a bifurcated regulatory environment: entities with registered staff must maintain supervision logs, while those without registered staff may deploy trainees independently immediately upon hire. Implementation Timeline Effective Date: September 1, 2025 Compliance Deadline: September 1, 2025 (Immediate operational adjustment required).

Q

Who authored SB1376?

SB1376 was authored by Texas Senator Bryan Hughes during the Regular Session.

Q

When was SB1376 signed into law?

SB1376 was signed into law by Governor Greg Abbott on June 20, 2025.

Q

Which agencies enforce SB1376?

SB1376 is enforced by Texas Department of Licensing and Regulation (TDLR).

Q

How urgent is compliance with SB1376?

The compliance urgency for SB1376 is rated as "low". Businesses and organizations should review the requirements and timeline to ensure timely compliance.

Q

What is the cost impact of SB1376?

The cost impact of SB1376 is estimated as "low". This may vary based on industry and implementation requirements.

Q

What topics does SB1376 address?

SB1376 addresses topics including occupational regulation and occupational regulation--other trades & professions.

Legislative data provided by LegiScanLast updated: November 25, 2025

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