HB 2467 would require that peace officers employed by the Texas State Fire Marshal’s Office be compensated according to Schedule C of the state’s position classification salary schedule. This change would align their pay with other similarly classified state law enforcement officers. While the bill itself does not appropriate funds directly, it creates a legal basis for future appropriations needed to fund the higher salaries and related payroll expenses​.

According to the Legislative Budget Board's fiscal note, the bill is expected to have no direct fiscal impact on General Revenue through the biennium ending August 31, 2027. Instead, the fiscal effects are contained within the Department of Insurance Operating Account (Fund 36). There is an expected increase in costs starting at $1,034,281 annually in 2026 and 2027, growing to about $1,203,489 by 2030. These costs include higher salaries as well as associated payroll expenses such as retirement and social security contributions.

The Department of Insurance's Operating Account is self-leveling, meaning that any increased expenditures caused by HB 2467 would be balanced through adjustments to the agency’s maintenance tax rates. As a result, the additional expenses would be matched by corresponding revenue gains, ensuring that there would be no net fiscal loss over time for Fund 36. Furthermore, there is no anticipated fiscal impact on local governments.

HB 2467 seeks to reclassify peace officers employed by the Texas State Fire Marshal’s Office from Salary Schedule B to Salary Schedule C under the state’s position classification plan. These peace officers perform critical fire and arson investigations and are required to maintain full law enforcement certification. However, they are currently compensated at a lower pay scale than their counterparts in other agencies, resulting in significant recruitment and retention challenges. HB 2467 corrects this inequity by ensuring these officers are compensated similarly to other specialized law enforcement personnel in Texas​.

Importantly, HB 2467 does not expand the size or scope of government. It makes no new hires, creates no new agencies, and delegates no additional regulatory authority. It simply adjusts the salary schedule for an existing group of state employees. Likewise, the bill does not increase the burden on taxpayers — there is no fiscal impact to the state's General Revenue Fund. Instead, funding adjustments would occur internally through the self-balancing Department of Insurance Operating Account (Fund 36), with any needed increases covered by minor maintenance tax rate adjustments on regulated insurers, not on the general public. Furthermore, HB 2467 does not impose any new regulatory burden on individuals or businesses; it is entirely an internal personnel matter for the Texas Department of Insurance.

In terms of liberty principles, HB 2467 supports Individual Liberty (ensuring fair and equal treatment of officers), Personal Responsibility (rewarding professional law enforcement service appropriately), and Limited Government (providing fair pay without expanding government functions). It does not interfere with free enterprise, private property rights, or create taxpayer liabilities.

Texas Policy Research recommends that lawmakers vote YES on HB 2467. The bill responsibly addresses a longstanding pay inequity, improves government operational efficiency, protects taxpayer interests, and maintains a restrained, limited government focus.

• Individual Liberty: The bill protects individual liberty by ensuring that State Fire Marshal peace officers, who perform dangerous and essential public safety duties, are compensated fairly and consistently with other similarly situated law enforcement officers. It acknowledges their rights as professionals to equal treatment within the state's employment structure.
• Personal Responsibility: By providing proper pay classification (Schedule C), the bill promotes professionalism and accountability within the SFMO ranks. Officers are recognized for maintaining high standards (e.g., peace officer certifications) and are rewarded appropriately, reinforcing personal responsibility in fulfilling critical public safety roles.
• Free Enterprise: The bill does not directly affect private markets, businesses, or competition. It is an internal government personnel adjustment. However, by ensuring competitive government compensation, it may indirectly encourage healthier competition for qualified peace officers between the public and private sectors.
• Private Property Rights: The bill does not impact private property rights. It deals exclusively with internal state employee compensation and duties and does not impose any new regulations, restrictions, or takings related to property.
• Limited Government: The bill maintains limited government boundaries by addressing only an internal classification and funding matter. It does not grow the size, regulatory reach, or scope of government. It instead makes the existing workforce more efficient and competitive without expanding programs, mandates, or oversight​.

• SB 1981 (Same As)