Not a Member? Get access to HR news and resources that you can trust.
Change can be scary, but deploying new HR software doesn't have to be.
Is your employee handbook ready for the New Year? With SHRM’s Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Get the HR education you need without travel expenses or time out of the office.
We don’t just visit a city, we take it over. Join the HR community in NOLA -- June 18-21, 2017.
As the Policy Delegate for the .jobs top-level domain, SHRM is responsible for ensuring compliance with the registration eligibility requirements as set forth in the .jobs Charter, and is further responsible for overseeing .jobs' Policy Development Process ("PDP").Integral to the PDP is a PDP Council, which evaluates the substance of each proposed amendment and provides a recommendation (Approval or Disapproval) to SHRM and Employ Media, the registry operator of .jobs. SHRM's review of recommendations is limited to ensuring compliance with the .jobs Charter.
To submit a proposed amendment and to view the Council, please visit www.Policy.jobs.
The following process shall govern the SHRM policy development process for the .jobs sponsored TLD, until such time as modifications are approved in accordance with this policy development process. The Charter for the .jobs sponsored TLD defines the Community to be served by that sponsored TLD.SHRM, as policy delegate, will independently oversee the policy development process which shall provide input from that Community.
SHRM will create and oversee a Policy Development Council (the "Council"). At the beginning of each calendar year, the SHRM Executive Committee or its delegate will appoint to the Council for a one year term individuals representing the varied interests and perspectives (i.e., Constituencies) of the Community, including without limitation individuals representing the Constituencies of small employers, large employers, union employers, non-union employers, government employers, private employers, international employers, academic employers, service employers, manufacturing employers, high technology employers, and recruitment companies. SHRM will also select a Manager to interface with the Council and perform Council-related activities.
The Council may consider new policies and/or any changes to current policies and/or the Charter (each, a "proposed amendment") if raised by SHRM, Employ Media, and or interested members of the HR community.). To ensure receipt of any proposed amendment, such must be submitted through www.Policy.jobs. Community proposed amendments will be evaluated by the .jobs Policy Development Council Manager, representing the Community's interest to determine whether any such Community proposed amendment will be considered by the Council.
For each proposed amendment considered by Council, the Staff Manager will create a report (an "Issue Report") which, inter alia, details the proposed amendment and the policy(ies) affected by the amendment, the identity of the party submitting the proposed amendment and how that party is affected by the proposed amendment. The Issue Report will be created within 30 days of receipt of the proposed amendment. The Issue Report will be distributed to the Council for review.
Within 45 days of receipt of the Issue Report, the Council shall meet (in-person, email or conference call) to vote whether to disregard the proposed amendment, approve it or appoint a task force for additional information. Approval requires majority approval vote. Upon approval the proposed amendment is forwarded to the SHRM Executive Committee and Employ Media for further processing. Upon a majority vote by the Council of disapproval, the proposed amendment is disregarded. The Policy Development Council Manager will report such to the amendment submitter, who may take no action or submit a revised proposed amendment. In any event, the results of the vote will be posted to the Community consistently with the principles of transparency.
If a majority vote from the Council is "undecided," the Council may appoint a task force for gathering information. The task force will solicit and gather information regarding the positions of various parties or groups (including the Community) as comprehensively as possible. The task force may solicit opinions of outside advisors, experts and/or other members of the public. The task force will create a Task Force Report which details all received information/reports, states the majority vote position of the members of the task force, and, if a majority vote position has not been reached, explains the differing positions of the task force.
A public comment period will last for 15 calendar days after the Task Force Report is publicly posted (e.g., at SHRM's website). Any individual or organization may submit comments during this time. At the conclusion of the comment period, the Policy Development Council Manager will attach all relevant commentary to the Task Force Report to create a Final Task Force Report which is submitted to the Council for review.
The Council will review the Final Task Force Report, may solicit the advice of outside counsel in this review, and will vote on the proposed amendment based upon the Final Task Force Report (with the same results detailed above regarding approval or disapproval).
Council-approved proposed amendments will be reviewed separately by the SHRM Executive Committee and Employ Media. No policy or amendment will be implemented if not in the interests of the HR Community (as determined by SHRM and defined by the Charter) or if detrimental to the management of the TLD (as determined by Employ Media). In the event that either the SHRM Executive Committee or Employ Media do not approve the proposed amendment, the submitter of the proposed amendment may request reconsideration (in writing) by the disapproving entity. If reconsideration is denied, the submitter may always resubmit the proposal or a modified proposal.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Become a SHRM Member
SHRM’s HR Vendor Directory contains over 3,200 companies