Senate Bill No. 11 (S.B. 11), also known as the "campus carry" law. S.B. 11 amends Section 411.2031 of the Texas Government Code allows carrying of handguns by license holders on college campuses. For more information on the University of Houston policy, please visit: http://www.uh.edu/police/campus-carry/faq.html.
The University of Houston’s 2016 Annual Campus Security and Fire Safety Report as required by Title 20 U.S.C. 1092(f), also known as the "Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act," is now available.
This report includes:
- Statistical data for the previous three years concerning reported crimes that occurred on-campus; in certain non-campus buildings or property owned or controlled by the University of Houston; and on public property within, or immediately adjacent to and accessible from, the campus.
- Statistical data for the previous three years concerning fires occurring in residential facilities, fire safety amenities in residential facilities and policies.
- Institutional policies concerning campus security, and beneficial information for the campus community about safety and security on campus.
The Annual Campus Security and Fire Safety Report is available online at this updated link: http://www.uh.edu/police/2016-University-of-Houston-Annual-Security-and-Fire-Report.pdf. If you would like a printed copy of the report, please send a request to email@example.com. Be sure to include your name and mailing address.
All positions at the University of Houston System are security sensitive and will require a criminal history check.
Federal law requires all employers to verify the identity and employment eligibility of all persons hired to work in the United States. Accordingly, Section 1 of the Form I-9 must be completed on or before an employee's first working day and all new employees will be required to complete fully the I-9 verification process and produce the appropriate documentation within three business days of starting work. All offers of employment are contingent upon a candidate's fulfillment of this requirement and a failure to do so will result in termination.
As an E-Verify employer, the University of Houston will provide the Social Security Administration (SSA) and, if necessary, the Department of Homeland Security (DHS), with information from each new employee's Form I-9 to confirm work authorization. Employment eligibility verification through E-Verify will also be required for current employees who begin work on covered federal grants or contracts but who previously have not been entered into E-Verify.
The policy of the University of Houston (UH) is to ensure equal opportunity in all its educational programs and activities, and all terms and conditions of employment without regard to age, race, color, disability, religion, national origin, veteran's status, genetic information, or sex (including pregnancy), except where such a distinction is required by law. Additionally, UH prohibits discrimination in all aspects of employment and educational programs on the basis of sexual orientation, gender identity, or gender expression. Employees, students, and visitors to campus with questions and/or complaints regarding discrimination, or sexual misconduct (such as sexual violence) under Title IX may contact Dr. Richard Anthony Baker, Title IX Coordinator and Assistant VC/VP for Equal Opportunity Services (EOS) or the U.S. Department of Education’s Office for Civil Rights. Dr. Baker serves as the Title IX Coordinator as well as the ADA and Section 504 Coordinator for UH and can be contacted at:
Dr. Richard Anthony Baker
4367 Wheeler St
Houston, TX 77204
In compliance with Texas SB805, the University of Houston is committed to providing a preference in employment to eligible veteran or disabled 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 of Houston to appoint a veteran or disabled veteran. However, they do require that an eligible veteran or disabled veteran be appointed when the veteran’s or disabled veteran’s application assessment, combined with the veteran’s or disabled veteran’s preference, is equal to or higher than that of a non-veteran. For more information, please visit our Veterans Site: http://www.uh.edu/human-resources/manager-toolbox/hiring/Veterans/
The University of Houston System (the “System”) adheres to the mandates of the Rehabilitation Act of 1973, the Americans with Disabilities Act of 1990, the ADA Amendments Act of 2008, and the Texas Commission on Human Rights Act, as applicable. The System has developed this Reasonable Workplace Accommodations for Employees with Disabilities Policy to assist with the submission and processing of workplace accommodation requests. For more informatin on our policy, please visit: http://www.uh.edu/af/universityservices/policies/sam/2HumanResources/2E9.pdf
The University of Houston is a Tobacco free campus.
The University of Houston is an Equal Opportunity/Affirmative Action institution. Minorities, women, veterans and persons with disabilities are encouraged to apply. Additionally, the University prohibits discrimination in employment on the basis of sexual orientation, gender identity or gender expression.