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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.
ALEXANDRIA, Va. — The Society for Human Resource Management (SHRM) Board of Directors has adopted a public policy statement that supports efforts to prevent workplace discrimination based on sexual orientation or gender identity.
President Barack Obama today signed an
executive order protecting employees of federal contractors and federal workers from discrimination based on sexual orientation and gender identity.
The 275,000-member SHRM, the world’s largest association representing HR, is reviewing the executive order to determine how it will impact all of its members. SHRM supports public policy that has a specific focus in order to avoid unintended consequences for employers and employees.
SHRM will comment on regulations to implement the executive order when they are proposed by the Department of Labor within 90 days.
SHRM is committed to encouraging fair and consistent employment practices and policies in the hiring, training, compensation, benefits, promotion, discipline, transfer and termination of workers. The Society believes that employment decisions should be made on the basis of an individual’s qualifications for a job, such as education, experience and demonstrated competencies, not on the basis of non-job-related characteristics, including sexual orientation and gender identity.
SHRM supports public policy efforts to bar workplace discrimination based on sexual orientation or gender identity. Any such legislation should be narrowly drafted to avoid unintended consequences for employers and employees.
SHRM supports employers that want to offer domestic partner benefits to their employees, but opposes any legislative, regulatory or judicial requirement on employers to provide these benefits. In addition, SHRM believes that the Employee Retirement Income Security Act (ERISA) pre-emption standard must be maintained and strengthened, including the pre-emption of state or local efforts to require benefits coverage of an employee’s domestic partner.
SHRM’s public policy position supports the following key principles:
Media: For more information, please contact Kate Kennedy of SHRM Media Relations at 703-535-6260 and
Kate.firstname.lastname@example.org or Vanessa Gray at 703-535-6072 and
Founded in 1948, the Society for Human Resource Management (SHRM) is the world’s largest HR membership organization devoted to human resource management. Representing more than 275,000 members in over 160 countries, the Society is the leading provider of resources to serve the needs of HR professionals and advance the professional practice of human resource management. SHRM has more than 575 affiliated chapters within the United States and subsidiary offices in China, India and United Arab Emirates. Visit SHRM Online at
www.shrm.org and follow us on Twitter @SHRMPress.
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