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ARTICLE I - NAME
The name of the Association shall be known as the HR Corsicana otherwise referred to as the Association.

ARTICLE II - PURPOSES
Section 1. The purposes of the Association shall be to improve the competence of Human Resources administrators and management professionals; to raise the standards of performance in all phases of Human Resources administration and general managerial practices; to encourage adherence to the Society for Human Resource Management's Code of Ethics. To achieve the purposes of the Association there shall be no discrimination in individual memberships or chapter affiliations because of legally protected status. The Association is organized and shall be operated exclusively for professional, educational, and charitable purposes. In the furtherance of such purposes, members of the organization shall be expected to:

a. Support the goals and objectives of the Association in order to reflect the highest standards of the Human Resource Management profession and managerial principles of the highest caliber;
b. Support the personal and professional development programs of the Association in Human Resource Management to help create an environment of recognition and support of human values in the work place;
c. Support the self-enforcement provisions in the codes of other associations to achieve the overall goal of development of each person to his or her full potential;
d. Display a spirit of unity and cohesiveness of purpose in bringing fair and equitable treatment of all people to the forefront of employers' thought, transmit that cohesiveness to academia by actively cooperating to instill the SHRM ethic into the curricula of accredited institutions;
e. Practice respect and regard for each other as a paramount personal commitment to a lifestyle exemplary in its motivation toward making business profitable both in human and monetary values;
f. Express in the work place, through corporate codes, the basic rule governing moral conduct of the members of the organization in order to provide employees and the public with a sense of confidence about the conduct and intentions of management;
g. Personally refrain from using their official positions (regular or volunteer) to secure special privilege, gain or benefit for themselves, their employers or the Association to include soliciting other members at chapter functions.
h. Maintain positive, professional relationships with the Society for Human Resource Management and similar organizations that advocate sound human resource practices and professional management practices.

When the words "corporate" and "business" are used they are referring to generic type of industry sense and include academic, government and service groups whose SHRM professionals may be members of the Association.

Notwithstanding, any of the foregoing provisions which may be construed to the contrary, the Association shall not engage in any activity which is not educational, professional, or charitable within the meaning of Section 501(c)(3) of the 1954 Internal Revenue Code.

ARTICLE III - MEMBERSHIP
The membership of the Association shall be open to any persons who are actively engaged in and who have the responsibility in their organization for one or more functions of human resource administration or who holds the position of faculty member as assistant, associate or full professor in the field of human resources or any of its specialized phases in an accredited school of higher learning or attorneys who represent only management interests in human resources.

Section 1. Classes of Members. The membership of this Association shall consist of Regular, Associate, and Student members.

Section 2. Regular Membership: Professionals and managers responsibly engaged in the practice of human resource management or any of its directly allied fields, or such individuals whose positions include the responsibility for the human resource program or any part thereof.
And
Individuals who provide public employment providing human resource related services such as colleges and high school placement officers and Texas Workforce Commission professionals.
And
Faculty members or accredited school systems, junior or senior colleges, universities and technical institutes engaged in the teaching of courses allied to Human Resource Management.

This class of membership shall be entitled to all privileges of membership including the right to vote, chair a committee or hold office.

Section 3. Associate Membership. Any other individuals whose employment regularly involve human resource activities, and others who demonstrate a bonafied interest in the field of human resource management but does not otherwise meet the requirements for regular membership.

This class of membership shall be entitled to all privileges of membership including the right to vote, chair a committee or hold office.

Section 4. Retired Member: An individual who has retired from a Human Resources management position and was a regular or associate HR Corsicana member at that time.

This class of membership shall be entitled to all privileges of membership including the right to vote, chair a committee or hold office. Retired Members shall pay $20.00 per year.

Section 5. Student Membership: Individuals who are full-time students working toward a degree in the human resource profession shall be eligible for Student Membership.

This class of membership shall not be required to pay dues and shall not be entitled to vote or hold an elected office.

Section 6. Application for Membership: Application for membership shall be made in writing on a form provided by the Association. Each year thereafter, a Membership Renewal Form will be forwarded to each member for completion and returned to the Vice President of Membership. If there has been no change in the address or duties of the member, the member's signature on the form will suffice.

Section 7. Questions of Membership. If at any time it becomes apparent, through investigation of the Board of Directors, that an individual has joined the Association without meeting the criteria specified for the appropriate class of membership, the Board of Directors reserves the right to take action to drop an individual from membership in the Association.

Section 8. Non-Solicitation: There shall be no solicitation, either verbally or through printed material, during any HR Corsicana sponsored function. Members determined to be soliciting by a Board of Directors investigation will be subject to Board of Director action up to and including forfeiting membership.

Section 9. Individual Membership: Membership is provided to individuals, not to companies. However, if a current paid member transfers out of the Corsicana Texas region, the member may request in writing to transfer his/her membership to the individual replacing him/her.

ARTICLE IV - MEMBERSHIP DUES AND SUSTAINING LEVIES
Section 1. Payment of membership dues: Annual dues shall become payable on January 1 or each year for January through December. New members joining in the last quarter of a calendar year will not be billed for the following calendar year.

Section 2. An annual membership fee shall be levied on a twelve-month basis. A nonmember, upon acceptance of his/her application, will pay a membership fee for the Association year. Member dues are payable on or before the February meeting. Dues not paid on or before the February meeting are delinquent.

Section 3. Membership fees shall not be refunded.

Section 4. Further assessments to meet additional expenses of the Association shall be made as necessary upon two-thirds affirmative vote of those in attendance at any regular meeting.

Section 5. Student members shall be exempt from payment of annual dues.

ARTICLE V - GOVERNING BODY
Section 1. Board of Directors. The governing body of the Association shall be the Board of Directors consisting of a President, President Elect, Secretary, Treasurer, Past President, Vice President of Membership, Vice President of Programs, Vice President of Certification, Vice President of Diversity, Vice President of Legislation, Vice President of School-to-Work, Vice President of Public Relations and a general member.

Section 2. Powers of Directors. The Board of Directors shall have the entire management and control of the business and affairs of the Association. In the management and control of the property, business and affairs of the Association, the Board of Directors is hereby vested with all of the powers possessed by the Association itself so far as this delegation of authority is not inconsistent with the laws of the State of Texas or with these by-laws.

Section 3. Powers of the Members. Each Member of the Association shall have the right to:
a. Attend and participate in all regular and committee meetings concerning the Association.
b. Propose for consideration and participate in any or all programs and/or projects of the Association as long as those activities are in the interest of and adhere to the purpose of the Association, as determined by the Board of Directors.
c. Debate any question brought before any meeting that he/she attends.
d. Vote, where qualified, on any question brought before any meeting that he/she attends, save Board of Directors and special committee meetings, unless otherwise a Member of the Board of Directors or such committee as may be established under the by-laws.

ARTICLE VI - MEETINGS
A regular monthly meeting of this Association shall be held the third Tuesday, provided that in an emergency or for good cause the Board of Directors may change the regular meeting of any month to a different day of the month or to a different hour of the regular meeting day. Due notice of such change of the regular meeting shall be given to all members of the Association.

Meetings of the Board of Directors may be held at such times and places as the President may determine. A special meeting may be held at any time on the request of the Board of Directors. The Board of Directors may hold a Board meeting without publicity.

The annual business meeting of the Association shall be held on the regular meeting day in January each year.

ARTICLE VII - OFFICERS OF THE ASSOCIATION
Section 1. Elected Officers: The elected officers of the Association shall be President, President Elect, Vice President of Membership, Vice President of Programs, Vice President of Certification, Vice President of Diversity, Vice President of Legislation, Vice President of School-To-Work, Secretary, and Treasurer, each of whom shall be elected by the Members. The elected officers in addition to the Immediate Past President shall constitute the Board of Directors. Such other officers and assistant officers as may be deemed necessary may be elected or appointed by the Board of Directors at any duly constituted meeting, regular or special, of the Board. Any two or more offices may be held by the same person, except the office of President.

Section 2. Qualifications: Candidates for elected office must be qualified members in good standing at the time of nomination or election. The President and President Elect who are elected must be a member in good standing with SHRM.

Section 3. PRESIDENT: The President shall serve as chairperson of the Board of Directors and perform all the duties incidental to his/her office, including, but not limited to, conducting the business affairs of the Association, preside at all meetings of the Association, and represent the Association as official contact person with SHRM. In the event that the President is absent or temporarily unavailable, the President Elect shall preside. If the President Elect is not available, the President shall designate another officer to perform his/her duties. The President shall appoint the Chairs of all standing committees. He/she may appoint special delegates and/or special committees to represent the Association. Further, he/she shall have the authority to sign or co-sign checks of the Association. The President shall have general supervision over the interests and welfare of the Association, subject to the direction and control of the Board of Directors.

Section 4. PRESIDENT ELECT: The President Elect shall be considered to be preparing to succeed the President of the Association in the immediately ensuing term. He/she shall represent the President at his/her request and assist him/her in carrying out the objectives of the Association. Further, he/she shall have the authority to co-sign checks of the Association. He/she shall have such powers and perform such duties as the Board of Directors or the President may determine. The President Elect shall perform the duties of the President during the President's absence or temporary disability. In the event of the President's death, resignation, or inability to serve, he/she shall assume those powers inherent in the President's position and become President of the Association for the balance of the unexpired term. He/she will attend the National SHRM Leadership Conference the year prior to becoming President.

Section 5. VICE PRESIDENT OF MEMBERSHIP: The Vice President of Membership shall serve as Chairperson of the Membership Committee and is primarily concerned with the recruiting and approval of applications for membership. He/she shall maintain all records up to date on the membership. He/she shall be responsible for obtaining, receiving, and passing upon applications for membership, for extending an official welcome to new members, and for attendance. In addition, the Vice President of Membership shall be responsible for coordinating the publication of the membership directory.

Section 6. VICE PRESIDENT OF PROGRAMS: The Vice President of Programs shall serve as the Chairperson of the Program Committee and is primarily concerned with the selecting of subject material for discussions at general membership meetings and for providing speakers when desirable for such meetings; shall select and direct entertainment and shall make all arrangements for regular and special meetings of the Association, including such matters as engaging place of the meetings and order the meal when necessary.

Section 7. VICE PRESIDENT OF CERTIFICATION: The Vice President of Certification shall serve as the Chairperson of the Certification Committee and shall promote the benefits of professional certification by the Human Resources Certification Institute (HRCI); plan and conduct study groups; serve as a process liaison and advisor to members seeking test application, study materials, and resources; and coordinate annual recognition event for certified members.

Section 8. VICE PRESIDENT OF DIVERSITY: The Vice President of Diversity shall service as the Chairperson of the Diversity Committee, oversee the development and delivery of programs, partnerships and resources that reflect the diverse interests of the Association and the Corsicana human resource community.

Section 9. VICE PRESIDENT OF LEGISLATION: The Vice President of Legislation shall serve as the Chairperson of the Legislative Committee, provide periodic updates on the status of key legislative issues that affect the human resource management field through the newsletter and at membership meetings. The Vice President of Legislation works directly with SHRM and the Texas State Council to ensure that the views and concerns of the Association Members are well represented in Congress and in the media.

Section 10. VICE PRESIDENT OF SCHOOL-TO-WORK: The Vice President of School-to-Work shall serve as the Chairperson of the School-to-Work Committee. He/she coordinates the Association's educational activities and partnerships between the Association and other organizations to enhance the development of our future workforce.

Section 11. VICE PRESIDENT OF PUBLIC RELATIONS: The Vice President of Public Relations shall serve as the Chairperson of the Public Relations Committee. He/she publishes the monthly newsletter for the Association, designs and maintains the web site for the Association, and notifies the newspaper of monthly meetings and any other happenings of the Association. He/she will also write a short article for HR News Chapter Chatter no less than two times per year.

Section 12. SECRETARY: The Secretary shall record and maintain the minutes of all Board of Directors and regular meetings, notify all responsible parties relative to special actions, and all the meetings of the Association. Further, the minutes of the previous meeting shall be provided to all members.

Section 13. TREASURER: The Treasurer shall be responsible for all monies of the Association, to include the depositing and disbursing of funds from a bank approved by the Board of Directors, maintaining a complete ledger of said receipts and disbursements, and supplying a financial statement each month to the Board of Directors and the general membership. The Treasurer shall bill Members for annual dues and any other fees due to the Association. Further the Treasurer shall have the authority to sign and co-sign checks of the Association. Disbursements equal to or less than $500.00 may be signed by either the Treasurer or the President. The Treasurer and the President will sign disbursements over $500. A regular set of accounts shall be maintained consisting of a checkbook, paid voucher, cash receipts and disbursement ledger, membership dues record and other records, which may be deemed necessary. These records shall be audited at the end of the Association year and a report of the same submitted at the first regular meeting in May of each year. He/she shall also perform duties pertaining to this office, including the furnishing of bond if required by the Board of Directors.

Section 14. Immediate Past President: In addition to the elected officers, the Immediate Past President shall serve as a member of the Executive Board in an advisory capacity and shall have administrative duties as are specifically assigned by the Board of Directors.

Section 15. Unexpired Term: Should any office become vacant by reason of death, resignation, removal, disqualification or otherwise, the President, with the approval of the Board of Directors, shall appoint an Active Member in good standing to fill the unexpired term. In the event the President Elect is unable to serve as the President, a vacancy in the office of President shall be filled for the unexpired term by the Board of Directors from its remaining Members by a majority vote of its Members at any regular or special meeting.

ARTICLE VIII - ELECTIONS
Section 1. At the August meeting each year, the Board of Directors shall appoint a Nominating Committee to be comprised of three (3) members to submit a slate of officers for election at the October monthly meeting. Recommendations of the Nominating Committee shall be presented at the October meeting. Nominations for any office can be made from the floor. The Board of Directors shall provide an election ballot to each member with the notice for the October meeting. This will afford each member the opportunity to vote in the event he or she is not able to attend the meeting.

Section 2. Absentee Ballots: All absentee ballots must be mailed so as to reach the Association prior to its October meeting. Absentee ballots are to be mailed in an envelope marked "Ballot" and will be opened and counted at the general membership's election.

Section 3. Plurality: Candidates receiving the plurality of votes cast shall be considered elected. In the case of a tie, balloting the membership will continue until the tie is broken. If the candidates are unopposed, for at least one candidate per office, the vote can be secret ballot or viva vos (voice vote).

Section 4. Term of Office: The term of office for each elected officer shall be one (1) year and the newly elected officers shall officially assume their duties January 1.

ARTICLE IX - AFFILIATIONS
The Association shall be and is hereby affiliated with the Society for Human Resource Management (SHRM)

ARTICLE X - STATEMENT OF ETHICS
Section 1. Each Member shall honor and respect the purpose of the Association and shall pledge himself/herself to its support. The interchange of ideas, information, and the discussion of problems shall be viewed as privileged communication or confidential information and not regarded as any reflection of the official attitude or opinion of any Member employer.

Section 2. The Association shall not be represented as advocating or endorsing any issue unless approved by the Board of Directors.

ARTICLE XI - PROCEDURES
Section 1. Parliamentary procedure will be observed in accordance with Roberts' Rules of Order unless otherwise specified in the by-laws.

Section 2. Thirty-three (33%) percent of the membership shall constitute a quorum for the transaction of business at any regular meeting of the Association. A simple majority affirmative vote shall be necessary to carry any motion properly presented at a regular or special meeting.

ARTICLE XIII - DISSOLUTION
Notwithstanding anything herein above contained, in the event of the dissolution or liquidation of this organization, any surplus funds, in excess of then current outstanding liabilities, shall be transferred and delivered to the Texas State Council. No part of the income or principal of the Association shall go to the benefit of or be distributed to any Member or Officer of the Association or any other private individual, no substantial part of the activities or the Association shall be the carrying on of propaganda or otherwise attempting to influence legislation.

ARTICLE XIV - AMENDMENTS
The By-laws of the Association may be amended, altered, or repealed by a two-thirds (2/3) vote of the Members present at any meeting of the Association, provided that notice of the proposed amendment is published by the Board of Directors to all members at least two weeks prior to such meeting.

ARTICLE IX - MISCELLANEOUS
Section 1. The fiscal year of the Association shall be the same as a calendar year.

Section 2. This Association affirms that it will provide opportunities for participation to all Members and potential Members regardless of race, color, religion, national origin, handicap, sex or age.

Section 3. This Association invites full discussion of all phases of Management and Human Resource problems so that all members may have benefit of the views and experience of the membership.

Section 4. Members are not required to divulge or contribute any information considered by them to be confidential.

Amended date: April 15, 2003
January 1, 2003

SHRM Code of Ethical
and Professional Standards
in Human Resource Management

Society for Human Resource Management
CODE PROVISIONS

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PROFESSIONAL RESPONSIBILITY

Core Principle

As HR professionals, we are responsible for adding value to the organizations we serve and contributing to the ethical success of those organizations. We accept professional responsibility for our individual decisions and actions. We are also advocates for the profession by engaging in activities that enhance its credibility and value.

Intent

" To build respect, credibility and strategic importance for the HR profession within our organizations, the business community, and the communities in which we work.
" To assist the organizations we serve in achieving their objectives and goals.
" To inform and educate current and future practitioners, the organizations we serve, and the general public about principles and practices that help the profession.
" To positively influence workplace and recruitment practices.
" To encourage professional decision-making and responsibility.
" To encourage social responsibility.

Guidelines

1.Adhere to the highest standards of ethical and professional behavior.
2.Measure the effectiveness of HR in contributing to or achieving organizational goals.
3.Comply with the law.
4.Work consistent with the values of the profession.
5.Strive to achieve the highest levels of service, performance and social responsibility.
6.Advocate for the appropriate use and appreciation of human beings as employees.
7.Advocate openly and within the established forums for debate in order to influence decision-making and results.

PROFESSIONAL DEVELOPMENT

Core Principle

As professionals we must strive to meet the highest standards of competence and commit to strengthen our competencies on a continuous basis.

Intent

" To expand our knowledge of human resource management to further our understanding of how our organizations function.
" To advance our understanding of how organizations work ("the business of the business").

Guidelines

1.Pursue formal academic opportunities.
2.Commit to continuous learning, skills development and application of new knowledge related to both human resource management and the organizations we serve.
3.Contribute to the body of knowledge, the evolution of the profession and the growth of individuals through teaching, research and dissemination of knowledge.
4.Pursue certification such as CCP, CEBS, PHR, SPHR, etc. where available, or comparable measures of competencies and knowledge.

ETHICAL LEADERSHIP

Core Principle

HR professionals are expected to exhibit individual leadership as a role model for maintaining the highest standards of ethical conduct.

Intent

To set the standard and be an example for others.
To earn individual respect and increase our credibility with those we serve.

Guidelines

1.Be ethical; act ethically in every professional interaction.
2.Question pending individual and group actions when necessary to ensure that decisions are ethical and are implemented in an ethical manner.
3.Seek expert guidance if ever in doubt about the ethical propriety of a situation.
4.Through teaching and mentoring, champion the development of others as ethical leaders in the profession and in organizations.

FAIRNESS AND JUSTICE

Core Principle

As human resource professionals, we are ethically responsible for promoting and fostering fairness and justice for all employees and their organizations.

Intent

To create and sustain an environment that encourages all individuals and the organization to reach their fullest potential in a positive and productive manner.

Guidelines

1.Respect the uniqueness and intrinsic worth of every individual.
2.Treat people with dignity, respect and compassion to foster a trusting work environment free of harassment, intimidation, and unlawful discrimination.
3.Ensure that everyone has the opportunity to develop their skills and new competencies.
4.Assure an environment of inclusiveness and a commitment to diversity in the organizations we serve.
5.Develop, administer and advocate policies and procedures that foster fair, consistent and equitable treatment for all.
6.Regardless of personal interests, support decisions made by our organizations that are both ethical and legal.
7.Act in a responsible manner and practice sound management in the country(ies) in which the organizations we serve operate.

CONFLICTS OF INTEREST

Core Principle

As HR professionals, we must maintain a high level of trust with our stakeholders. We must protect the interests of our stakeholders as well as our professional integrity and should not engage in activities that create actual, apparent, or potential conflicts of interest.

Intent

To avoid activities that are in conflict or may appear to be in conflict with any of the provisions of this Code of Ethical and Professional Standards in Human Resource Management or with one's responsibilities and duties as a member of the human resource profession and/or as an employee of any organization.

Guidelines

1.Adhere to and advocate the use of published policies on conflicts of interest within your organization.
2.Refrain from using your position for personal, material or financial gain or the appearance of such.
3.Refrain from giving or seeking preferential treatment in the human resources processes.
4.Prioritize your obligations to identify conflicts of interest or the appearance thereof; when conflicts arise, disclose them to relevant stakeholders.

USE OF INFORMATION

Core Principle

HR professionals consider and protect the rights of individuals, especially in the acquisition and dissemination of information while ensuring truthful communications and facilitating informed decision-making.

Intent

To build trust among all organization constituents by maximizing the open exchange of information, while eliminating anxieties about inappropriate and/or inaccurate acquisition and sharing of information.

Guidelines

1.Acquire and disseminate information through ethical and responsible means.
2.Ensure only appropriate information is used in decisions affecting the employment relationship.
3.Investigate the accuracy and source of information before allowing it to be used in employment related decisions.
4.Maintain current and accurate HR information.
5.Safeguard restricted or confidential information.
6.Take appropriate steps to ensure the accuracy and completeness of all communicated information about HR policies and practices.
7.Take appropriate steps to ensure the accuracy and completeness of all communicated information used in HR-related training.