Equal Employment Opportunity (EEO) & Affirmative Action
Texas A&M University-Texarkana (A&M-Texarkana) shall provide equal opportunity for employment to all persons regardless of race, color, sex, religion, national origin, age, disability, genetic information, veteran status, sexual orientation or gender identity and will strive to achieve full and equal employment opportunity for faculty and staff employees. We must ensure employees know University and System policies and procedures and foster a workplace community where individuals are valued for their diverse backgrounds and differences.
As stated in System Regulation 08.01.01, Civil Rights Compliance, when alleged or suspected discrimination, sexual harassment or retaliation is experienced, observed by, or made known to an employee, that employee is responsible for reporting that information in a timely manner to the appropriate contact as outlined in the regulation and University Rule 08.01.01.H1, Civil Rights Compliance.
Procedures related to discrimination, sexual harassment, or related retaliation allegations are initiated by filing a complaint with the appropriate Official Contact of A&M-Texarkana in accordance with University Rule 08.01.01.H1, Civil Rights Compliance.
Texas Labor Code 21.010 requires that all State employees receive mandatory Equal Employment Opportunity (EEO) training within 30 days of employment. The Code further requires that each employee must complete supplemental EEO training every two years. This includes all employees, student employees, part-time employees, and seasonal or temporary workers.
Questions should be directed to hr@tamut.edu
Resources
- Texas A&M University System Reaffirmation of Commitment to Equal Opportunity, Access, and Affirmative Action
- Texas A&M University-Texarkana Reaffirmation of Commitment to Equal Opportunity, Access, and Affirmative Action
- Affirmative Action Plan
- Diversity Recruitment Plan
- Texas Labor Code §21.010: Employment Discrimination Training for State Employees
- System Policy 33.05, Employee Training
- System Policy 08.01, Civil Rights Protections and Compliance
- System Regulation 08.01.01, Civil Rights Compliance
- University Rule 08.01.01.H1, Civil Rights Compliance
Veterans' Preference Foster Child Employment Preference American with Disabilities (ADA)
Veterans' Preference
Pursuant to Texas Government Code, Chapter 657, Veteran’s Employment Preferences, the following individuals qualify for a veteran’s employment preference:
- a veteran, including a veteran with a disability;
- a veteran’s surviving spouse who has not remarried; and
- an orphan of a veteran if the veteran was killed while on active duty.
An individual who qualifies for a veteran’s employment preference is entitled to a preference in employment over other applicants for the same position who do not have a greater qualification.
“Veteran” means a person who has served in:
- the army, navy, air force, coast guard, or marine corps of the United States or the United States Health Service un 42 U.S.C. Section 201 et seq., as amended;
- the Texas military forces as defined by Section 437.001; or
- an auxiliary service of one of those branches of the armed forces; and
has an honorable discharge from the branch of the service in which the person served.
Interviewing/Recruiting
- If six or fewer applicants are chosen for an interview, one (1) qualified veteran’s preference applicant from the pool must be interviewed.
- If more than six are interviewed, 20% of the number interviewed that are qualified veteran’s preference applicants must be interviewed.
- If there are no self-identified veteran’s preference applicants in the qualified applicant pool, this guideline does not apply.
Hiring
Veteran's preference means if two applicants are finalists for a position, and equal in all respects, the veteran would be offered the job. If veterans' preference is granted, the veteran or surviving unmarried spouse/orphan would be required to produce form DD214 or similar document at the point of hire to verify eligibility.
The Veteran’s Preference priority is in the following order:
- A veteran with a disability;
- A veteran;
- A veteran’s surviving spouse who has not remarried; and
- An orphan of a veteran if the veteran was killed while on active duty.
Veterans' Preference FAQ
If I am a veteran, how do I know if I am eligible for veteran’s preference?
You are eligible under Texas Government Code, Section 657657.002 for veteran’s preference if you meet all the following qualifications:
- 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 or the Texas military forces as defined by Section 437.001 or an auxiliary service of one of those branches of the armed forces; and
- were honorable discharged from the military service.
- if you meet all these qualifications, you should respond “Yes” to this question on the application.
If I am a surviving spouse or orphan of a veteran, how do I know if I am eligible for veteran’s preference?
A veteran’s surviving spouse who has not remarried or an orphan of a veteran qualifies for a veteran’s preference if the veteran was killed while on active duty. If you meet all these qualifications, you should respond “Yes” to this question on the application.
How do I respond if I do not meet these requirements?
All other applicants should respond “No”.
What does veteran’s preference mean in the Texas A&M University hiring process?
Veteran’s preference means if two applicants are finalists for a position, and equal in all respects, the veteran would be offered the job. If veterans’ preference is granted, the veteran or surviving unmarried spouse/orphan would be required to produce form DD214 or similar document at the point of hire to verify eligibility.
Former Foster Child Employment Preference
Texas Government Code Chapter 672 requires that former foster youth who were in the permanent managing conservatorship of the Texas Department of Family and Protective Services on the day preceding the individual's 18th birthday be accorded preference in employment with state agencies over other applicants for the same position who do not have a greater qualification. An individual is entitled to an employment preference only if the individual is 25 years of age or younger (day before turning 26).