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

🟡 SB 1376: Lets trainees work unsupervised when no supervisor on staff

What it says it does:
Gives small or understaffed communities a way to keep code enforcement moving when they do not have a registered officer on payroll.

What it actually changes:
It amends Occupations Code 1952.103(c). Trainees usually need supervision, but if the employer has no registered code enforcement officer, a trainee may enforce codes without supervision. Effective on passage, or September 1, 2025 if not.

Who is pushing for it:
Author in files is Senator Hughes, with Senator Creighton listed in one version and Representative VanDeaver as House sponsor. Witness lists show TDLR’s general counsel registered On in the Senate, and the City of Fort Worth registered For in the House. No opponents named in files.

Who benefits:
Small and rural jurisdictions that cannot hire a registered officer but still need to post notices, document hazards, and clear backlogs. Trainees who gain real case experience when offices are short staffed.

Who gets left out or exposed:
Property owners and tenants in thinly staffed offices where the usual supervisory check is missing. Consistency and accuracy in notices and timelines can vary by employer staffing rather than trainee competency.

Why this matters long term:
It normalizes enforcement without a supervisor based on staffing, which can create uneven standards across Texas. If errors rise, contested cases can increase and trust can erode, especially in neighborhoods that already see frequent sweeps.

What to watch next:
Do abatement timelines improve without a spike in notice errors or appeals. Do cities adopt clear checklists and photo logs for trainee actions. Are there public, periodic reviews of trainee files in jurisdictions using the exception. Any additions to training or audits would appear in future policy, not in these files.

Bottom line:
A practical staffing fix, but it removes a guardrail in the places least able to police their own process. Keep the flexibility, pair it with simple statewide templates, short shadowing before solo work, and light file reviews while no supervisor is on staff.

Questions to ask lawmakers:

1. How will you make sure trainees get minimum training and file reviews when no supervisor is on staff?
2. What public measures will you track, like abatement timelines, notice error rates, and appeals upheld, and how often will communities see the results?
3. Would you support adding a basic shadowing requirement or a short audit window to keep this flexible and fair?


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