Veterans Preference in SHRA Employment

Introduction

Scope of Applicability

This policy applies to Eligible Veterans and Eligible Spouse/Dependent applying for: employment, subsequent employment, promotions, reassignments, and lateral transfers.

The preference and service calculations defined below shall apply to Eligible Veterans and Eligible Spouse/Dependent in initial employment, subsequent employment, promotions, reassignments, lateral transfers, and layoffs.

Departments are responsible for adhering to this policy when making hiring and layoff decisions involving Eligible Veterans and Eligible Spouses/Dependents.

Policy

Policy Statement

In appreciation for their service to their country, and in recognition of the time and advantage lost toward the pursuit of a civilian career, Eligible Veterans shall be granted preference in University employment.

Applicants/employees who are an Eligible Veterans or an Eligible Spouse/Dependent shall receive priority employment consideration when competing with applicants with Substantially Equal Qualifications who are not State employees as defined in this policy. In order to claim veterans’ preference, Eligible Veterans and Eligible Spouses/Dependents must meet the minimum training and experience requirements for the position and must be capable of performing the duties assigned to the position.

Eligible Veterans shall also receive military service credit as defined in this policy as it applies to training and experience in hiring decisions and as it applies to calculation of total State service in determining layoff selection.

Preference in Hiring Selection Process

An Eligible Veteran or Eligible Spouse/Dependent who is not a current State employee shall be hired when overall qualifications are substantially equal to the non-eligible persons in the most qualified applicant pool who do not have a priority described below.

If the selection decision is between an Eligible Veteran or an Eligible Spouse/Dependent who is not a State employee and an applicant with Substantially Equal Qualifications with a priority described below, the applicant with the priority described below shall be selected:

  • A qualified current State employee who has completed the probationary period seeking a promotion.
  • A qualified State employee with layoff reemployment priority.
  • An employee returning from workers’ compensation leave or military leave.
  • A qualified employee separated from an exempt policy-making or exempt managerial position for reasons other than just cause.

For Eligible Veterans or Eligible Spouses/Dependents who are current State employees seeking promotion, reassignment or lateral transfer, the eligible person competes with all other applicants who have Substantially Equal Qualifications.

Eligible Veterans may receive additional training and experience credit as described below.

Calculating Training & Experience Credit for Hiring Priority

For all military service, training and experience bearing a reasonable functional relationship to the knowledge, skills, and abilities required for a position, Eligible Veterans shall receive training and experience credit on a year-for-year and month-for-month basis.

If a Eligible Veteran applying for a University position (initial employment, subsequent employment, promotion, reassignment, or lateral transfer) has fewer than four years of job-related military service beyond that required to meet the minimum qualifications, additional experience credit may be granted for non-related military service. This training and experience credit shall be calculated as follows:

  • Identify the minimum qualifications required for the position.
  • Determine the amount of job-related military service possessed by the Eligible Veteran.
  • If the Eligible Veteran has more than four years of job-related military service above the minimum qualifications, no additional experience credit may be claimed.
  • However, if the Eligible Veteran has less than four years of job-related military service above the minimum qualifications, the Eligible Veteran may receive, on a year-for-year and month-for-month basis, additional experience credit for unrelated military service until the combined job-related and unrelated service above the minimum qualifications equals four years.

Calculating State Service Credit for Layoff Priority

When calculating State service during a layoff determination process, an Eligible Veteran shall be accorded one year of State service for each year or fraction thereof of military service, up to a maximum of five years credit.

Appeals

Refer to the UNC System Office SHRA Employee Grievance Policy for information on applicable appeals rights related to veterans status.

Procedures

To claim veterans’ preference, all eligible persons shall submit a DD Form 214, Certificate of Release or Discharge from Active Duty, to the Office of Human Resources (OHR) either during the application process or on a later date as applicable. OHR shall verify eligibility.

Exceptions

None.

Definitions

  • Eligible Veteran - A veteran who served during a period of war or who suffered a disabling injury for service-related reasons during peacetime.
  • Eligible Spouse/Dependent - The spouse of a disabled veteran; the spouse of a veteran who suffered a disabling injury for service-related reasons during peacetime; the surviving spouse or dependent of a veteran who died on active duty during a period of war either directly or indirectly as a result of such service; the surviving spouse or dependent of a person who died for service-related reasons during peacetime.
  • Substantially Equal Qualifications - Job-related qualifications shared by more than one applicant rendering the hiring department incapable of making a reasonable determination that the qualifications held by one applicant are significantly better suited for the position than those held by another applicant.

Related Requirements

External Regulations and Consequences

University Policies, Standards, and Procedures

Contact Information

Policy Contact

Office of Human Resources
Campus Box #1045
UNC-Chapel Hill

104 Airport Drive
Chapel Hill, NC 27599
(919) 843-2300
hr@unc.edu

Details

Article ID: 131837
Created
Thu 4/8/21 9:17 PM
Modified
Thu 7/29/21 3:54 PM
Effective Date
If the date on which this document became/becomes enforceable differs from the Origination or Last Revision, this attribute reflects the date on which it is/was enforcable.
12/01/2013 12:00 AM
Issuing Officer
Name of the document Issuing Officer. This is the individual whose organizational authority covers the policy scope and who is primarily responsible for the policy.
Issuing Officer Title
Title of the person who is primarily responsible for issuing this policy.
Associate Vice Chancellor
Last Review
Date on which the most recent document review was completed.
12/01/2013 12:00 AM
Last Revised
Date on which the most recent changes to this document were approved.
12/01/2013 12:00 AM
Next Review
Date on which the next document review is due.
12/03/2018 12:00 AM
Origination
Date on which the original version of this document was first made official.
09/01/2007 12:00 AM
Responsible Unit
School, Department, or other organizational unit issuing this document.
Office of Human Resources