Hiring Foreign Nationals

When seeking to hire a non-immigrant worker, hiring departments should consult the Office of Human Resources prior to making any offer of employment.

H1-B Temporary Workers

The H1-B category can be used by Prairie View A&M University to employ a foreign national as a temporary worker in a “Specialty Occupation.”  The law defines specialty occupation as an occupation that requires the theoretical and practical application of a body of highly specialized knowledge to perform the occupation and requires the completion of a specific course of study, culminating in a baccalaureate degree or higher in a specific occupation specialty.

The position offered can be permanent in nature, but the employment relationship with the foreign national must be temporary.  The H1-B status can be obtained initially for any increment of time up to three years and may be extended to a maximum of six years.

• H1-B Instructions/Procedures
• Deemed Export Attestation

J-1 Exchange Visitors/Professors/Scholars

Non-immigrant visa issued to exchange visitors who participate in programs that promote cultural exchange.

• J-1 Instructions/Procedures
• J-1 Information Sheet
• Deemed Export Attestation

Employment Eligibility

The employer is required by law to complete the I-9 Form on all individuals to verify identity and employment eligibility.  The Office of Human Resources processes the I-9 Forms on the employee’s first date of hire during New Employment Orientation.  Links

• Title 8, Code of Federal Regulations

Candidates for potential employment who have earned their degree outside of the United States must have their education/credentials evaluated to validate the degree earned is equivalent to a U.S. earned degree. This process must be done in order to meet the minimum education requirements of the job postings.

The evaluation must be done by an accredited evaluation agency and submitted with each application. Below is a list of agencies that can be used, but by no way does the Office of Human Resources endorse any of these agencies.

• Educational Credential Evaluators
• Global Credential Evaluators
• International Education Research Foundation
• Josef Silny & Associates
• SDR Educational Consultants
• Span Tran Educational Consultants
• World Education Services

Immigration Reform & Control Act (IRCA) Requirements

The Immigration Reform and Control Act of 1986 requires that within three days of their employment, all new employees must present documents verifying identity and right to accept employment within the United States. 

Background Checks

All offers of employment at Prairie View A&M University are contingent on the clearance of required background checks to include, but not limited to, a criminal history check, employment and education verification, certification/licensure verification, and employment reference checks as applicable based on the positions qualifications and requirements.

E-Verify

For employment purposes, Prairie View A&M University uses the E-Verify system to ensure all potential employees are verified accurately and efficiently. Federal law requires that all employers verify the identity and employment eligibility of all new employees. E-Verify (How it affects you).

• E-Verify Poster(English)
• E-Verify Poster(Spanish)
• E-Verify Non-Photo Tool

Selective Service Requirement

HB 558, passed by the 76th Legislature requires that males between the age of 18 and 25 show proof of compliance with federal Selective Service law in order to be eligible for employment with the state.

Crime Information and Statistics

The Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (Clery Act) requires higher education institutions to make public their campus security policies and release to the campus community crime data collected or reported.  In compliance with the Clery Act, Prairie View A&M University is required to distribute this information to all current and prospective employees and students.

The Annual Security Report and Fire Safety Report  contains information about university security rules/procedures and statistics for the previous three years concerning reported crimes that occurred on campus; in certain off-campus buildings or property owned or controlled by Prairie View A&M University; and on public property within, or immediately adjacent to and accessible from the campus.  It also includes information regarding fire safety for student housing and fire statistics.

PVAMU’s  current Annual Security and Fire Safety Report is posted on the university’s Clery Act Compliance website.  Please contact the Prairie View A&M University – Office of University Compliance, located in the Harrington Science Building, Suite 311 or at 936.261.2144 for a printed copy of the report.

Veterans’ Employment Preference

Veterans’ Employment Liaison – Ms. Valerie Townsend, Manager, Employment & Recruitment; vptownsend@pvamu.edu; 936-261-1720

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:

1. 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
2. were honorable discharged from the military service.
3. 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.

Prairie View A&M University must comply with A&M System, federal and state laws, and regulations that prohibit discrimination in employment and ensure equal employment opportunity.  As a recipient of federal grants and contracts, the university has an affirmative action program directed at achieving equal employment opportunities and the appropriate representation of minorities and women in the workforce.

EEO is the Law Poster

EEO is the Law Poster Supplemental

EEO is the Law Poster Screen Reader

Pay Transparency Non-Discrimination Notice

PVAMU Equal Employment Opportunity