Employment

The University of Houston System is committed to promoting a safe and secure environment at all of its component universities. The Background Checks for Employees policy (SAM 02.A.37) requires that all new hires pass a criminal background check. This policy is applicable to all positions, including faculty and adjuncts, full and part-time, permanent and temporary, as well as student employment in all university programs, regardless of funding source.

Disclosure of a criminal offense will not automatically disqualify you from consideration for employment, however, failure to truthfully disclose information will be considered a falsification which will be a determining factor for disqualification. The nature of the offense, date of offense, the surrounding circumstances, and relevance of the offense to the position will be considered. Knowledge of an arrest in and of itself is not necessarily used to disqualify an individual from employment.

Effective Sept. 1, 1999, all persons hired by an agency of the State of Texas who are required by Federal Law to be registered with the Selective Service System must present proof of registration or proof of exemption. This applies to all individuals hired by University of Houston-Clear Lake.

In compliance with Texas State Senate Bill (S.B.) 805, University of Houston-Clear Lake is committed to providing a preference in employment to eligible veteran, disabled veteran, surviving spouse of veteran and orphan of veteran applicants who meet minimum qualifications and any special qualifications for the position to which they apply. The required preferences do not compel the University to appoint a veteran, disabled veteran, surviving spouse of a veteran or orphan of a veteran. However, they do require that those who meet the veteran preference eligibility be appointed when their application assessment, combined with the veteran's preference, is equal to, or higher than that of a non-veteran.

University of Houston-Clear Lake is committed to hiring military talent, knowing first-hand that recruiting from the military community can lead to a strategic competitive advantage. Please see the frequently asked questions form below for additional information.

For more details regarding the Veteran's Preference in Employment, please contact the Veteran's Employment Liaison: 

Joanne Slovacek
Senior Employment Coordinator
slovacek@uhcl.edu
281-283-2302

Veteran's Preference: Frequently Asked Questions

All public universities in Texas are required to use the E-Verify system to validate the identity and employment eligibility information for all employees including; faculty, full-time and part-time staff, and temporary and student workers. 

E -Verify is an Internet-based system operated by the Department of Homeland Security (DHS) in partnership with the Social Security Administration (SSA). The E-Verify system uses federal databases to rapidly validate individual identities and work eligibility from the information gathered in the I-9 form. Federal regulations require organizations that hold contracts with the federal government to use E-Verify to verify the employment eligibility of their employees, regardless of citizenship.

After you have completed the I-9 form a member of the Human Resources staff will enter your information in the E-Verify system. E-Verify compares the information to electronic records maintained by the Social Security Administration and Department of Homeland Security to confirm if the employee is authorized to work in the United States. That process typically takes just a few seconds. U.S. Citizenship and Immigration Services statistics show that approximately 97 percent of employees run through E-Verify are found to be work eligible.

If there is a data mismatch (Tentative Non-Confirmation) Human Resources will make every effort to ensure there is no data-entry error on our end. If we cannot resolve the error, you will be asked to come to Human Resources to review the information that we used in E-Verify and give us newer documents or contest the E-Verify finding by going to the appropriate government offices to correct the problem.

Employee Rights and Responsibilities