Please refer to Hiring Preference for specific instruction regarding state regulation and the hiring process for candidates with veteran’s employment preference.

Texas state regulation–Texas Statutes; Government Code; Title 6 Public Officers and Employees; Chapter 657 Veteran’s Employment Preferences, will inform the hiring manager of preferences required to be given during the interview process under circumstances as outlined in the following document.

Veteran Recruitment and Hiring

Tarleton State University is governed by a strong commitment to equal employment opportunity and affirmative action. This commitment is clearly expressed in its formal Affirmative Action Plan (AAP) and is embodied in the University’s mission to create a working and learning environment that encourages success. It is the policy of Tarleton State University to provide employment, training, levels of compensation, transfer and promotion opportunities, demotion, layoffs, terminations, and other employment actions without regard to race, color, religion, sex, national origin, age, disability status, genetic information or status as a Protected Veteran.

33.99.01 Employment Practice

• Section 1.3.2: Per SB 805, language states a member may designate an open position as a veteran’s position and only accept applications from individuals who are entitled to a veteran’s employment preference.
• Section 5.2: In accordance with a veteran’s employment preference under Texas Government Code, specific interview procedures are outlined for members administering the veteran’s preference for each announced open vacancy.

The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended (VEVRAA) requires covered federal government contractors and subcontractors to take affirmative action to employ and advance in employment specified categories of veterans protected by the Act and prohibits discrimination against such veterans. In addition, VEVRAA requires contractors and subcontractors to list their employment openings with the appropriate employment service delivery system, and that covered veterans receive priority in referral to such openings. Further, VEVRAA requires federal contractors and subcontractors to compile and submit annually a report on the number of current employees who are covered veterans. The affirmative action and mandatory job-listing provisions of VEVRAA are enforced by the Employment Standards Administration’s Office of Federal Contract Compliance Programs (OFCCP) within the U.S. Department of Labor (DOL). DOL’s Veterans’ Employment and Training Service (VETS) administers the veterans’ employment reporting requirement.

VEVRAA

Disabled Veteran

This term means (A) a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under the laws administered by the Secretary of Veterans Affairs, or (B) a person who was discharged or released from active duty because of a service-connected disability.Armed Forces Service Medal Veteran

This term means any veteran who, while serving on active duty in the U.S. military, ground, naval, or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order No. 12985. Note: With respect to this category, contractors may want to consider requiring veterans who self-identify as an “Armed Forces Service Medal Veteran” to provide a copy of their DD Form 214 otherwise known as their Certificate of Release or Discharge from Active Duty.Recently Separated Veteran

This term means any veteran during the three-year period beginning on the date of such veteran’s discharge or release from active duty in the U.S. military, ground, naval, or air service.Other Protected Veteran

This term means a veteran who served on active duty in the U.S. military, ground, naval, or air service during a war or in a campaign or expedition for which a campaign badge has been authorized, under the laws administered by the Department of Defense.

An eligible veteran, surviving spouse of a veteran or an orphan of a veteran is entitled to preference in the selection process over other applicants who do not have greater qualifications:Veteran

An individual who served in the military for not less than 90 consecutive days during a national emergency declared in accordance with federal law or was discharged from military service for an established service-connected disability; was honorably discharged from military service; and is competent.Surviving Spouse of a Veteran

A person who is the spouse of a veteran who was killed while on active duty; veteran served in the military for not less than 90 consecutive days during a national emergency; the spouse has not remarried and is competent.Orphan of a Veteran

A person who is the child of a veteran who was killed while on active duty; veteran served in the military for not less than 90 consecutive days during a national emergency; and is competent.

Texas Statutes; Government Code; Title 6 Public Officers and Employees; Chapter 657 Veteran’s Employment Preferences

Tools to help managers match military skills and experience to civilian occupations.

• Texas Skills to Work
• Military to Civilian Occupation Translator

• America’s Heroes at Work — Veterans Hiring Toolkit (Sponsored by the Department of Labor)
• Disability and Veterans Community Resources Directory
• Career One-Stop Business Center (Sponsored by the Department of Labor)
• Hire a Vet

• Social Media
• American Society of Military Comptrollers (ASMC)
• Society of American Military Engineers (SAME)
• Military Operations Research Society (MORS)
• Military Officers Association of America (MOAA)