Relating to sexually violent predators, to the Texas Civil Commitment Office, and to the prosecution of the offense of harassment by sexually violent predators and other persons confined in certain facilities; amending certain sex offender registration requirements; increasing criminal penalties.

Contracts

• Master Services Agreements (MSAs): You must amend your MSA with TCCO. While the AG *shall* defend you, they only do so if TCCO *requests* it. Insert a clause obligating TCCO to submit this request for any lawsuit arising from good-faith conduct.
• Subcontractor Flow-Down: Update agreements with staffing agencies (nursing, security, janitorial). They must legally bind their personnel to your uniform/badging policy, or they risk waiving the statutory presumption of knowledge that protects them.

Hiring/Training

• Uniform Policy: Implement a "No Badge, No Entry" policy. The badge or uniform must be "distinctive." A generic lanyard is insufficient; use high-contrast, large-text identification (e.g., "TCCO CONTRACTOR").
• Incident Response Training: Train staff that in the event of an assault or harassment (including throwing fluids), their written report must explicitly state they were wearing their distinctive identification at the time of the incident. This is the evidentiary key to upgrading charges to a 3rd-degree felony.

Reporting & Record-Keeping

• Damages Ledger: Establish a specific accounting code for "Offender-Caused Damages." You are now statutorily entitled to recover repair, replacement, and medical costs from the offender. You will need itemized, auditable receipts to submit to TCCO/Courts for collection.
• Incident Report Forms: Revise internal forms to include a checkbox: *"Was the employee wearing distinctive uniform/badge at time of incident?"*

Fees & Costs

• Cost Recovery: Positive impact. The law creates a direct mechanism to recoup medical deductibles and property repair costs from offenders.
• Legal Defense Savings: Potential reduction in legal defense retainers due to AG coverage.