Relating to the reporting and investigation of certain misconduct and child abuse and neglect; creating a criminal offense.

Contracts

Existing Master Services Agreements (MSAs) with vendors (staffing, tutoring, transportation, janitorial) are legally insufficient. You must amend contracts to:

• Require vendors to run Registry checks on all employees with student contact.
• Mandate vendors submit Pre-Employment Affidavits.
• Include an indemnification clause for penalties incurred due to vendor failure to report misconduct within 24 hours.

Hiring/Training

• Pre-Employment Affidavit: Every applicant (direct hire or contractor) must sign a notarized affidavit disclosing criminal history, prior investigations, and registry status. Failure to disclose is a Class B Misdemeanor.
• "Shot Clock" Training: Train all site managers (Principals/Directors) that they have 48 hours to report *evidence* of misconduct to the Superintendent. "Waiting to verify" is no longer a defense; it is a liability.

Reporting & Record-Keeping

• Mandatory Investigations: You cannot accept a resignation to close a misconduct file. Investigations must be completed to determine if the individual belongs on the Registry.
• Annual Certification: Superintendents must file an annual certification with the Commissioner confirming compliance with Registry checks.
• Internet Portal: All reports of misconduct must be filed via the TEA/SBEC Internet Portal within 48 hours of the Superintendent becoming aware of evidence.

Fees & Costs

• Administrative Penalties: Budget for potential fines of $500 to $10,000 per incident for failure to report.
• Legal Defense: Expect increased legal spend on internal investigations, as findings now result in state-wide blacklisting and are likely to be contested by employees.