HB 3807 proposes to amend the Texas Labor Code by adding Section 302.0064, which directs the Texas Workforce Commission (TWC) to prioritize child-care workers on waiting lists for state-subsidized child-care services. This new provision aims to provide those employed in licensed child-care facilities with improved access to child care for their own children, provided they meet existing eligibility requirements for such services.
The bill defines a “child-care worker” as someone employed at a licensed child-care facility for at least 25 hours per week. It explicitly excludes owners and directors of such facilities unless their children are enrolled in programs not directly supervised by them. The bill maintains that any child receiving services under this prioritization will still be subject to annual eligibility redetermination in accordance with TWC rules.
HB 3807 addresses ongoing concerns about recruitment and retention in the early childhood education workforce by making it easier for child-care workers to access affordable child care. The bill does not create new services or expand eligibility criteria but reallocates placement priority within existing program structures.
The originally filed version of HB 3807 placed the responsibility of implementing the child-care waitlist priority system directly on local workforce development boards. It required these boards to give children of eligible child-care workers priority on waitlists for subsidized child-care services. A unique feature of the original bill was a requirement that the child-care worker continue employment in the field for one year following the child’s placement in care. If the worker left the child-care workforce during that period, the Texas Workforce Commission (TWC) had the discretion to terminate the child-care services for the worker’s child based on a review of the circumstances.
In contrast, the Committee Substitute version shifts oversight from local boards to the Texas Workforce Commission itself. Rather than specifying enforcement mechanisms tied to continued employment, the substitute simplifies eligibility and compliance by requiring that a child-care worker meet a minimum employment threshold of 25 hours per week in a licensed facility. It also provides a narrower definition of who qualifies as a child-care worker, explicitly excluding owners and directors unless their children attend a program not directly supervised by them. Notably, the one-year employment condition and potential penalty for early job exit have been removed in the substitute, replaced instead with a provision for annual redetermination of eligibility according to existing TWC rules.
Overall, the substitute version reflects a streamlined approach that centralizes rulemaking authority with TWC, simplifies administrative burden, and avoids penalizing workers for exiting the workforce before a set timeframe. It also narrows the scope of eligible recipients through a more precise definition of "child-care worker," providing clearer guardrails for implementation.