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Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
As is the case with many professional societies, SHRM sets forth member discipline procedures in its bylaws (see Article II Section 5 in the SHRM Bylaws).
To be eligible for consideration as a member discipline complaint a complaint must:
Not all eligible complaints for member discipline are appropriate for member discipline; and common sense must be used before invoking the SHRM member discipline procedures. In particular typical disputes between an employee and his or her employer are much better resolved through internal employer dispute resolution processes, third party confidential ombudsman channels made available by many employers, or other dispute resolution vehicles. SHRM members should at the very least consider exhausting such avenues before considering use of the SHRM member discipline procedures to deal with such matters. SHRM’s procedures give the SHRM Ethics Officer the authority to dismiss complaints such as routine employee/employer disputes as being inappropriate for SHRM member discipline proceedings.
In addition, SHRM members should never file a complaint against another member for purposes of gaining personal advantage in a dispute with such member. Indeed, a complaint containing intentional falsehoods or brought with intent to harass may itself be a basis for member discipline. Complainants (i.e., the SHRM member(s) bringing the complaint) must always be careful to be objective, complete, and accurate in any complaints they file. Such a practice will protect the Complainant and SHRM against potential defamation claims.
Any questions concerning whether a potential complaint is eligible or appropriate under the SHRM member Discipline Procedures can be directed to SHRM Ethics Officer Elizabeth Owens Bille, Esq., SHRM-SCP at Elizabeth.Bille@shrm.org.
For further information on the SHRM member discipline process contact:
Elizabeth Owens Bille, Esq., SHRM-SCP
General Counsel /Ethics Officer
Society for Human Resource Management
1800 Duke Street
Alexandria, VA 22314-3499 USA
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