Relating to the issuance of a license or provisional license to certain military service members, military veterans, and military spouses to engage in a business or occupation in this state.

Contracts

• Employment Agreements: Insert a specific termination clause for military hires operating under SB1818. Employment must be explicitly contingent upon converting the provisional license to a permanent license within 180 days.
• Staffing Agency MSAs: Amend Master Service Agreements to require staffing firms to warrant the validity of provisional licenses and accept liability if a placed candidate’s license lapses or is denied mid-assignment.

Hiring/Training

• Onboarding Protocols: Revise intake checklists. Stop requiring a "final" license for military candidates. Instead, validate:
• 1. Proof of Military Status (DD-214/Military ID).
• 2. Proof of Application Submission.
• 3. Issuance of Provisional License Number.
• Insurance Verification: Contact your malpractice/liability carrier immediately. Confirm that coverage extends to employees operating under a *provisional* license status.

Reporting & Record-Keeping

• The "Tickler" System: You must track the 180-day expiration date in your HRIS. This is a hard stop.
• Frequency of Verification: Unlike standard annual verifications, provisional licenses require weekly status checks. If an agency denies the application on Day 45, the provisional license is void *immediately*. You cannot wait until Day 180 to check.

Fees & Costs

• Fee Waivers: No licensing fees for the military applicant (per existing Sec. 55.009).
• Budget Impact: The Fiscal Note explicitly warns that agencies must cover the administrative cost of this program. Expect fee increases for your non-military staff in the FY2026-2027 licensing cycles to offset the $1.4M state implementation cost.