Policies and Legal Notices
Texas State University is required to have the following posters and notices on display in the workplace. Posting areas may include building entrance bulletin boards, employee break rooms, and locations where individuals submit applications for employment.
If you do not see these posters and notices noticeably placed in your building, you may download and print the PDFs you need from the list below.
- Employee Rights: Paid Sick Leave and Expanded Family and Medical Leave under The Families First Coronavirus Response Act (FFCRA)
- Federal Employee Rights: Paid Sick Leave and Expanded Family and Medical Leave under The Families First Coronavirus Response Act (FFCRA)
- Employee Polygraph Protection
- Employer’s Notice of Ombudsman Program for Workers’ Compensation
- Equal Employment Opportunity Posters
- E-Verify Poster (select posters from drop down menu to download)
- Family and Medical Leave Act
- Fair Labor Standards Act Poster
- Federal Minimum Wage
- Notice Regarding Certain Work-related Communicable Diseases and Eligibility for Workers’ Compensation Benefits
- Notice to Employees Concerning Workers’ Compensation in Texas (search for TDI Form Number Notice 9 English to download)
- Right to Work Poster
- Texas Hazard Communication Act
- Texas State Auditor's Office, Report Fraud, Waste, or Abuse
- Texas State University Hotline and Reporting Fraud
- Texas Unemployment Benefits - Compliance Poster
- Texas Whistleblower Act (scroll down to Whistleblower Information to download)
- Texas Workforce Commission Required & Optional Posters
- Your Rights Under USERRA Poster (click on Posters in sidebar to download)
Texas State University complies with the requirements of a major, multipurpose, public university.
As a condition of employment, the University require pre-employment criminal background checks on all new employees. Current employees, who are selected for promotion or reclassification, require criminal background checks prior to the promotion or reclassification becoming effective. Credit checks may be conducted if a position requires cash handling or institutional asset management. For security sensitive level positions, a drug and alcohol test will be required and may require fingerprinting. Any candidate who is not eligible for hire as a result of the background check, credit check, drug testing or fingerprinting will be notified per the Fair Credit Reporting Act (FCRA) guidelines.
In accordance with the guidelines established by the Texas State University, the Texas State University Police Department, and pursuant to the federal law identified as the "Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act", all currently enrolled students, campus employees and all prospective students and prospective employees are entitled to request and receive a copy of the Annual Campus Security Policy and Campus Crime Statistics Report.
The report contains statistics about certain specified crimes and related incidents that have been reported to the Texas State University Police Department and other Campus Security Authorities over the past three years. The report also contains policies and practices pertaining to campus security, crime reporting, alcohol and drugs, victims' assistance programs, student discipline policies, campus resources, community safety alerts, crime prevention, access to campus facilities and properties as well as personal safety tips.
For a copy of the current Texas State University Annual Crime Statistics and Safety Report please visit: http://www.police.txstate.edu/
If you are a citizen or national of the U.S. or a lawful Permanent Resident, you are eligible for employment with the University.
If you are an alien (not a citizen or national of the U.S. or lawful Permanent Resident), your eligibility for employment is dependent upon your immigration status.
Any offer of employment is contingent upon a new hire employee completing the Employment Eligibility Verification (Form I-9) and providing documents to verify your identity and employment eligibility as required by law. When completing the Form I-9, you will be required to attest that you are a citizen or national of the U.S., a lawful Permanent Resident or an alien authorized to work. For additional information regarding Form I-9 documentation, please contact Human Resources.
This disclosure is being provided to you pursuant to the federal Electronic Signatures in Global and National Commerce Act ("E-Sign Act") codified at 15 USC § 7001 and applicable state law. The E-Sign Act requires certain disclosures be made to consumers prior to their use of electronic signatures. Accordingly, please review the following disclosures carefully:
Consent: If you are a consumer being asked to electronically consent to an employment application, your electronic consent shall apply to 1) receiving applicable disclosures and notifications in an electronic form, and 2) using electronic means to sign documents such as employment applications and other electronic documents associated with your recruitment, employment or other business of the requesting organization. If you do not wish to consent to the use of electronic documents, records and signatures, the University will not be able to accept your application.
Hard Copies: Following your acceptance by electronic signature and submission of an employment application, you will have the opportunity to view and print a .pdf version of the document(s) that you have e-signed and submitted.
Texas Law Requiring E-Verify® for State Agencies Effective September 1, 2015
On June 10, 2015, Governor Greg Abbott signed a bill into law making E-Verify® mandatory for all state agencies in Texas.
About the E-Verify® Program
E-Verify® is an internet based employment eligibility verification system that electronically verifies an employee's identity and eligibility to work in the United States. The program was authorized by the Illegal Immigration Reform and Immigrant Responsibility Act of 1996 (IIRIRA).
"E-Verify®." USCIS. N.p, 11 Feb. 2014. Web. 05 Aug. 2015.
The University partners with HireRight for electronic I-9 Employment Eligibility Verification Form and E-Verify.
For more information please visit the website HireRight Electronic I-9 Employment Eligibility Verification and E-Verify
The University is committed to equal employment opportunity and non-discrimination as outlined in the Rehabilitation Act of 1973 and the Americans with Disabilities Act (ADA). Texas State ensure full right of access for persons with disabilities to all terms and conditions of employment, service programs and activities. Employees and applicants will be treated on the basis of their ability to perform essential job functions, with or without reasonable accommodation. Applicants with disabilities may request accommodation information and assistance in the application process. Please contact Institutional Inclusive Excellence - Faculty and Staff at 512-245-1697 or by email at TalentAir@txstate.edu.
The University is required by law to verify that new employees, who are required to register, have registered with Selective Service under the requirements established by the federal government and administered through the Selective Service System.
Who is Eligible? Male U.S. citizens and male aliens living in the U.S., who are 18-25 years of age, are required to register with the U.S. Selective Service System. Lawful non-immigrants on visas are NOT required to register including men on student or visitor visas. Legal permanent residents ARE required to register. For a complete listing of who is required to register, please reference https://www.sss.gov/Portals/0/PDFs/WhoMustRegisterChart.pdf to view a chart on who must register.
How to Register? If you are not registered as required, you are presently not eligible to be hired and should register promptly. Eligible individuals may register on-line at https://www.sss.gov/, at any U.S. Post Office, by mail, or during the application process for Federal Student Financial Aid (FAFAS). Men living overseas may register at any U.S. Embassy or consular office.
Should any question arise regarding your registration or eligibility for an exemption, you may request an official "status information" letter from the Selective Service System by calling 847-688-6888 or by sending a written request to the Selective Service System at P.O. Box 94638, Palatine, IL 60094-4638.
Under HB 558, enacted by the 76th Texas State Legislature, if you are currently of the age and gender requiring registration with Selective Service, but knowingly and willfully fail to do so, you are ineligible for employment with an agency in any branch of Texas state government. Any offer of employment is contingent on your compliance with Selective Service law.
Section 7 of the Privacy Act of 1974 (5 U.S.C.552a) requires that when any Federal, State or local government agency requests an individual to disclose his/her social security number, that individual must also be advised whether that disclosure is mandatory or voluntary, by what statutory or other authority the number is solicited, and what uses will be made of it.
Accordingly, employees are advised that an employee's social security number (SSN) is required as a condition for employment within the university, in view of the practical administrative difficulties which would be encountered in maintaining adequate employee records without the continued use of the SSN.
The Texas Consumer Resource for Education and Workforce Statistics (Texas CREWS) is an interactive dashboard tool providing comparative information about Texas public 2-year and 4-year postsecondary institutions. By evaluating programs and institutions on the basis of resultant wages and student loan levels, Texas CREWS will allow parents and students to make informed decisions about college and get the best return on their educational investment.
For access to the dashboard please visit: http://www.thecb.state.tx.us/apps/txcrews/
The University will comply with applicable state and federal statutes regarding the employment of veterans. In this section, "veteran" means an individual who served in the army, navy, air force, marine corps, or coast guard of the United States or in an auxiliary service of one of those branches of the armed forces. By law, veterans who are honorably discharged are generally entitled to preference over non-veterans, who do not have greater qualifications, both in hiring practices and in retention during reductions in force. A veteran's surviving spouse who has not remarried or an orphan of a veteran also may qualify for veteran's employment preference if the veteran was killed while on active duty; the veteran served during a national emergency declared in accordance with federal law; and the spouse or orphan is competent. Veteran preference laws do not guarantee veterans a job. Applicants (both internal and external) who qualify to receive the preference must select Veteran's Employment Preference and provide a copy of their service discharge form (DD214) or other separation documentation and, if applicable, a DD1300, death, birth and/or marriage certificates.
For more information, please also see the webpage Veteran's Preference in Employment