Â鶹ÊÓƵ

SCOPE: FACULTY AND STAFF

Issued: 4/1/00; Revised: 2/26/2024

1.  Â鶹ÊÓƵ aims to employ and advance in employment qualified veterans, including veterans with disabilities, and eligible surviving family members of veterans through a veteran’s employment preference consistent with Chapter 657 of the Texas Government Code. Discrimination against veterans and armed service members with respect to hiring, promotion, termination, and other terms and conditions of employment is prohibited.

2. Individuals Entitled to Veteran’s Employment Preference:

2.1 A veteran, including a veteran with a disability. A veteran is an individual who has served in AND was honorably discharged from:

• the army, navy, air force, coast guard, or marine corps of the United States or the United States Public Health Service under 42 U.S.C. Section 201 et seq.;
• the Texas military forces as defined by Texas Government Code Section 437.001; or
• an auxiliary service of one of those branches of the armed forces.

2.2 A veteran’s surviving spouse who has not remarried.

2.3 An orphan of a veteran if the veteran was killed while on active duty.

Applicants eligible for a veteran’s preference must indicate their eligibility on their application for employment and provide a Form DD-214 or Form DD-1300 at the time of applying.

3. Interview Eligibility: If six or fewer applicants are chosen to interview for a position, at least one qualified veteran’s preference applicant from the pool must be interviewed. If more than six total applicants are interviewed, at least 20% of the applicants interviewed must be qualified veterans.

All applicants interviewed must meet the minimum qualifications for the posted position. If there are no veteran’s preference applicants who meet the minimum qualification of the position, this guideline does not apply.

4. Preference in Hiring: If two (or more) applicants are finalists for a position and are equally qualified in all respects, an applicant entitled to veteran’s preference will be offered the job.

5. Preference in Retaining Employment: In the event of a reduction in force, an employee eligible for a veteran’s preference is entitled to a preference in retaining employment to the extend the reduction in workforce involves other employees of a similar type or classification.  

6. Complaint regarding Employment Decision: Under Chapter 657 of the Texas Government Code, an individual entitled to a veteran’s employment preference who is aggrieved by an employment decision under this policy may appeal the decision by filing a written complaint with the President. The President shall respond to the complaint not later than the 15th business day after the date the President receives the complaint.

7. Veterans' Reinstatement: In many circumstances, an employee who separates from state employment to serve in the United States Armed Forces, United States or Texas National Guard, or federal military reserves will be entitled to be restored to the same position held at the time of separation or to a position of like seniority, status, and pay, provided that the employee remains qualified to perform the required duties of the position and was honorably discharged within five years of beginning military service. Temporary employees are not eligible for reinstatement under this provision.

Eligible veterans must make application to the University for restoration within 90 days after discharge or release from service. The application must be in writing and the eligible veteran must provide evidence of discharge, separation, or release from military service under honorable conditions.

For more information about eligibility for veteran’s reinstatement, please visit:  or contact Â鶹ÊÓƵ’s Veteran’s Liaison at (409) 880-8375.

References:

Texas Government Code, Chapter 657

38 U.S.C. § 4312(f)(4)