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THE
HR CORSICANA BY-LAWS
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.
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