Veteran's Employment Preference
Lamar University is committed to providing a preference in employment to eligible veteran or disabled veteran applicants who meet minimum qualifications and any special qualifications for the position to which they apply in compliance with Texas SB805. The required preferences do not compel the university to appoint a veteran or disabled veteran. However, they do require that an eligible veteran or disabled veteran be appointed when the veteran’s or disabled veteran’s application assessment, combined with the veteran’s or disabled veteran’s preference, is equal to or higher than that of a non-veteran.
For more details regarding a Veteran’s Employment Preference, please email our Veteran’s Employment Liaison in Lamar University's Human Resources Department at firstname.lastname@example.org.
Senate Bill 805, 84th Legislature, Regular Sessions, Section 657.003 requires State agencies to give veteran's preference in employment and retention. The following are entitled to veteran's employment preference:
A veteran qualifies for a veteran’s employment preference if the veteran (a) served in 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., as amended; the Texas military forces as defined by Section 437.001; an auxiliary service of one of those branches of the armed forces; and (b) was honorably discharged. Auxiliary services are noted as the women's units (WAF, WAC, WM, and WAV).
A veteran’s surviving spouse who has not remarried qualifies for a veteran’s employment preference if the veteran was killed while on active duty.
A veteran’s orphan qualifies for a veteran’s employment preference if the veteran was killed while on active duty.
Interviews with Veteran Applicants
An individual who qualifies for a veteran’s employment preference is entitled to a preference in the interview process over other applicants for the same position who do not have a greater qualification. However, the Veteran’s Preference statute does not guarantee the veteran a job. Positions at Lamar University are filled with the best qualified candidate as determined by the hiring manager.
Also, please note that all offers of employment are tentative and based upon successful completion of a background check. As such, all individuals who qualify for a Veteran’s Preference, and are extended a job offer, will be required to provide a copy of his or her DD214 (or equivalent certification from the Department of Veteran’s Affairs) as part of the background check. Likewise, unmarried surviving spouses who have not remarried or individuals orphaned due to veterans killed while on active duty will be required to provide a copy of the veteran's DD214 and legally acceptable proof of relationship as a part of the background check.
For more information on the Veteran’s Preference in Employment, or if you have any questions regarding the statutes, email Lamar University's Human Resources' Veteran’s Employment Liaison at email@example.com. For related information, please visit www.texas.gov or http://www.dol.gov/vets/.
1. Does Veteran's Employment Preference (VEP) mean that if a Veteran applies for a position, we are required to hire him/her?
2. Do we have to include a VEP candidate in the interview pool?
Yes! If there is a VEP candidate who meets the MQ’s in the applicant list the interview pool must include a VEP candidate.
3. What if the VEP candidates meet the position MQ’s but score lower than any other candidate on the matrix even with VEP points added?
Each interview pool MUST include at least 1 VEP candidate, provided the candidate meets the MQ’s, even if the VEP matrix scores are lower than those of the non-VEP candidates.
4. If we are including a relatively low-scoring VEP candidate in the interview pool so that we can satisfy the requirement that we interview a VEP candidate, do we also have to interview the non-VEP candidates whose scores fell in between those of our VEP candidates and our top tier candidates?
No. Under Lamar policy, the 3 top scoring candidates on the matrix should be selected for interview. However, in order to comply with the state law, if neither of the 2 top scoring candidates is a VEP candidate, then the 3rd candidate selected for interview must be a VEP candidate. If one of the top 2 candidates is a VEP candidate, then the candidate with the 3rd highest score on the matrix will be the 3rd member of the interview pool.
5. If none of the VEP candidates meet the MQ’s, do we have to include a VEP candidate in the interview pool?
No. Only candidates who meet the MQ’s should be included in the interview pool.
6. Could we be required to interview more than 1 VEP candidate?
Possibly. If you are interviewing more than 6 individuals, then 20% of your applicant pool must consist of VEP candidates, provided they meet the MQ’s. Or, if the top scoring candidates on your matrix are VEP candidates with or without VEP points being added, then those candidates should be included in your interview pool.
7. Is HR going to tell the departments which candidates to interview?
No! HR is going to apply Veteran’s Preference points for qualifying applicants to the matrix. The department is still responsible for selecting candidates for interview based on the matrix scores.
8. If we have 2 equal candidates with one of those candidates being a VEP candidate, are we required to hire that candidate?
Maybe. If you have 2 candidates with the exact same educational credentials and the exact same number of years of the exact same type of experience, AND if both candidates perform exactly the same in the interview/assessment process, then there is a very good possibility that you will need to extend the offer to the VEP candidate.
9. Can we interview more than 3 candidates?
Yes. Just remember, if you interview more than 6 candidates, 20% of the members of your interview pool must be VEP candidates provided there are VEP candidates that meets the minimum qualifications for the job.
10. Who can I speak to if I have questions related to Veteran's Employment Preference?
Please call Lamar University's Human Resources Department at (409) 880-8375 and ask to speak with the Veteran's Employment Liaison or email firstname.lastname@example.org.
11. If I have a complaint regarding an employment decision, who may I contact?
Chapter 657 of the Texas Government Code provides that an individual entitled to a Veteran’s Employment Preference who is aggrieved by a decision of a State agency or institution, relating to hiring or to retention of the individual in the event of a workforce reduction, may appeal the decision by filing a complaint with the governing body of the agency. Please visit www.texas.gov or email Lamar University's Veteran’s Employment Liaison at email@example.com.