Relating to the right of a public school employee to engage in religious speech or prayer while on duty.

Contracts

• Employee Handbooks: Immediate revision required. Remove broad "neutrality" clauses or prohibitions on "religious activities during work hours." These are now facially unenforceable.
• Codes of Conduct: Update "Professional Standards" sections to explicitly accommodate non-coercive religious speech.
• Vendor Agreements: Education Management Organizations (EMOs) serving charter schools must update HR compliance modules to reflect Texas-specific strict scrutiny standards.

Hiring/Training

• Administrator Training: Principals, Athletic Directors, and Department Heads require mandatory training on the "Strict Scrutiny" test. They must be instructed to cease automatic censorship of religious expression.
• Disciplinary Protocol: HR staff must be retrained to stop processing "breach of neutrality" complaints unless there is evidence of student coercion.

Reporting & Record-Keeping

• "Strict Scrutiny" Justification Logs: Create an internal legal privilege log. Before restricting any speech, administrators must document:
• 1. The specific "compelling state interest" (e.g., preventing student coercion).
• 2. The "least restrictive means" analysis (why the speech could not be accommodated).
• Incident Reporting: Documentation of student complaints regarding employee speech must now focus specifically on *coercion* rather than mere *exposure* to religious content.

Fees & Costs

• Litigation Reserves: While there are no new state fees, districts should anticipate increased legal defense costs.
• Insurance Premiums: Consult your Employment Practices Liability Insurance (EPLI) carrier. Confirm coverage for First Amendment/religious discrimination claims, as plaintiff activity is expected to rise.