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LB 144

Change provisions relating to veterans preferences for employment

109th Legislature (2025-2026) Introduced by Bob Andersen and 2 co-sponsors

LB 144 expands veterans hiring preference to include certain spouses, clarifies eligibility, requires documentation, and applies to state hiring and optional private policies.

Approved by Governor on April 9, 2025
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Bill Summary · LB 144

Summary — LB 144 (2025)

Title: Change provisions relating to veterans preferences for employment
Statutes amended: Neb. Rev. Stat. §§ 48-225, 48-226, 48-227, 48-238
Status: Approved by Governor April 9, 2025

Purpose

LB 144 revises Nebraska law on veterans' hiring preference to (1) clarify and expand who qualifies for preference (including certain spouses), (2) standardize terminology (introducing “preference eligible”), (3) set documentation requirements, and (4) adjust the personnel actions to which the preference applies for state and private employers.

Key provisions and changes

  • Defines “preference eligible” to include:
    • Veterans (existing statutory definitions retained), and
    • Spouses of servicemembers — limited to while the servicemember is on active status and for up to 180 days after discharge/separation.
  • Expands the definition of spouse-of-veteran who may qualify to include spouses of veterans who were killed in the line of duty or who died due to their military service (in addition to spouses of veterans rated 100% disabled).
  • State employment (§ 48-226): Veterans preference applies to initial hiring, reassignment, transfer to a new position, and return to employment (if prior termination was not disciplinary). (A proposal to allow use for promotions was removed by committee amendment.)
  • Preference mechanics (§ 48-227):
    • Veterans who pass examinations get +5% added to passing score; disabled veterans get an additional +5%.
    • When no numerical scoring is used and two or more equally qualified candidates are considered, preference applies; if multiple preference eligibles are considered, the preference is applied equally.
    • Hiring authorities must be provided specified documentation (see below).
    • Applicants who are preference eligibles and not hired must be notified within 30 days after a position is filled and informed of any administrative appeal rights.
  • Private employers (voluntary) (§ 48-238):
    • May adopt a written, uniformly applied veterans preference policy for hiring and promotion.
    • When such a policy exists, similar documentation and time limits for spouses of servicemembers apply.
  • Documentation requirements:
    • Veteran: DD Form 214 (or successor).
    • Spouse of a veteran: DD-214 and either VA disability verification showing 100% permanent disability or documentation the veteran was killed/died due to service, plus proof of marriage.
    • Spouse of a servicemember: proof of the servicemember’s active status and proof of marriage.

Who is affected

  • Veterans and certain spouses (as described above).
  • State agencies and governmental subdivisions responsible for hiring, reassignment, transfers, and reemployment.
  • Private employers that choose to adopt voluntary veterans preference policies (they must put such policies in writing and apply them uniformly).
  • Human resources offices: will need to update hiring processes and documentation handling.

Procedural / timeline highlights

  • Introduced: January 13, 2025.
  • Committee hearing: January 27, 2025 (Business & Labor); advanced with amendment (AM175).
  • Final Reading passed 47–0–2 on April 3, 2025; presented to Governor April 3; signed April 9, 2025.
  • Sponsors: Sen. Victor Rountree (primary), with cosponsors including Sen. Conrad and Sen. Andersen.

Practical impact / notes

  • Provides temporary job-preference access for spouses of active servicemembers to ease employment after relocations.
  • Clarifies documentation and notification procedures, which may require administrative updates in hiring practices.
  • Does not mandate private employers to adopt a preference policy; it remains voluntary but must be written and uniform if adopted.
  • No fiscal note or effective date beyond enactment is specified in this summary; agencies will need to incorporate the changes into HR policies and training.

Compiled from official sources — confirm details with the bill’s official record.

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