Soc for Human Resrc Mgmt HRPA

<a href="http://www.sourcewatch.org/index.php/Professional_Services_Council">http://www.sourcewatch.org/index.php/Professional_Services_Council</a>


The Professional Services Council (PSC) is a trade association

describing itself as "the leading advocate and resource for the federal

professional and technical services industry."<a href="http://www.sourcewatch.org/index.php/Professional_Services_Council#cite_note-1">[1]</a> It has around 370 member corporations. PSC is a major opponent of the <a href="http://www.sourcewatch.org/index.php/Fair_Pay_and_Safe_Workplaces_Executive_Order" title="Fair Pay and Safe Workplaces Executive Order">Fair Pay and Safe Workplaces Executive Order</a>,

an order issued by President Obama in 2014 that aims to ensure that

federal contractors comply with federal wage laws, health and safety

standards, and civil rights laws.<a href="http://www.sourcewatch.org/index.php/Professional_Services_Council#cite_note-2">[2]</a>

In a 2015 statement to the House Committee on Education and the

Workforce, then-PSC President Stan Soloway claimed, "There is no

evidence of a widespread problem of pervasive, repeated or willful

violations of labor laws by federal contractors," and called the order

"a de facto blacklisting of well-intentioned, ethical businesses."<a href="http://www.sourcewatch.org/index.php/Professional_Services_Council#cite_note-soloway_testimony-3">[3]</a>

However, many of PSC's member companies and/or their subsidiaries

have multiple serious violations of Occupational Safety and Health

Administration (OSHA) workplace safety standards that would be

actionable under the EO.

See, the 2016 special report from the Center for Media and Democracy <a rel="nofollow" class="external text" href="http://www.prwatch.org/news/2016/02/13041/federal-contractors-osha-violators-battle-new-rules">"Reporter's Guide: Federal Contractors with History of Repeat OSHA Violations Battle New Safety Rules.</a>"

See <a href="http://www.sourcewatch.org/index.php/Professional_Services_Council#Member_Companies_Cited_for_Serious_OSHA_Violations">below</a>. See <a href="http://www.sourcewatch.org/index.php/Professional_Services_Council#External_Resources">External Resources</a> for links to additional reports and information on federal contractors and labor issues.....

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<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association">http://www.sourcewatch.org/index.php/HR_Policy_Association</a>

The Human Resources Policy Association (HR Policy Association

or HRPA) is a trade association describing itself as "the lead public

policy organization of chief human resource officers" and represents

more than 360 corporations in the United States, many of them federal

contractors.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-1">[1]</a> HRPA is a major opponent of the <a href="http://www.sourcewatch.org/index.php/Fair_Pay_and_Safe_Workplaces_Executive_Order" title="Fair Pay and Safe Workplaces Executive Order">Fair Pay and Safe Workplaces Executive Order</a>,

an order issued by President Obama in 2014 that aims to ensure that

federal contractors comply with federal wage laws, health and safety

standards, and civil rights laws.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-2">[2]</a>

See, the February 2016 special report from the Center for Media and Democracy <a rel="nofollow" class="external text" href="http://www.prwatch.org/news/2016/02/13041/federal-contractors-osha-violators-battle-new-rules">"Reporter's Guide: Federal Contractors with History of Repeat OSHA Violations Battle New Safety Rules.</a>"

HRPA claims that its members "have a long standing commitment to

complying with all federal and state employment and labor laws,"<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-3">[3]</a>

but many of the member companies with executives on its board of

directors and/or their subsidiaries have multiple serious and repeat

violations of Occupational Safety and Health Administration (OSHA)

workplace safety standards. <a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#Member_Companies_Cited_for_Dozens_of_Serious_and_Repeat_OSHA_Violations">See below</a>.

See <a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#External_Resources">External Resources</a> for links to additional reports and information on federal contractors and labor issues.

<h2>Contents</h2>

</div></div><div id="toc" class="toc">

<ul><li class="toclevel-1 tocsection-1"><a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#Member_Companies_Cited_for_Dozens_of_Serious_and_Repeat_OSHA_Violations">1 Member Companies Cited for Dozens of Serious and Repeat OSHA Violations</a>

<ul><li class="toclevel-2 tocsection-2"><a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#DuPont">1.1 DuPont</a></li><li class="toclevel-2 tocsection-3"><a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#Honeywell_International_Inc.">1.2 Honeywell International Inc.</a></li><li class="toclevel-2 tocsection-4"><a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#Verizon_and_Subsidiaries">1.3 Verizon and Subsidiaries</a></li><li class="toclevel-2 tocsection-5"><a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#Caterpillar">1.4 Caterpillar</a></li><li class="toclevel-2 tocsection-6"><a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#ManpowerGroup">1.5 ManpowerGroup</a></li></ul>

</li><li class="toclevel-1 tocsection-7"><a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#Federal_Lobbying">2 Federal Lobbying</a>

<ul><li class="toclevel-2 tocsection-8"><a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#Opposition_to_Fair_Pay_and_Safe_Workplaces_Executive_Order">2.1 Opposition to Fair Pay and Safe Workplaces Executive Order</a></li><li class="toclevel-2 tocsection-9"><a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#Lobbying_Summary_Data">2.2 Lobbying Summary Data</a></li></ul>

</li><li class="toclevel-1 tocsection-10"><a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#Personnel">3 Personnel</a>

<ul><li class="toclevel-2 tocsection-11"><a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#Board_of_Directors">3.1 Board of Directors</a></li><li class="toclevel-2 tocsection-12"><a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#Executive_Staff">3.2 Executive Staff</a></li></ul>

</li><li class="toclevel-1 tocsection-13"><a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#Finances">4 Finances</a>

<ul><li class="toclevel-2 tocsection-14"><a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#Core_Finances">4.1 Core Finances</a></li><li class="toclevel-2 tocsection-15"><a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#Compensation_of_Officers_and_Board_Members">4.2 Compensation of Officers and Board Members</a></li></ul>

</li><li class="toclevel-1 tocsection-16"><a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#HR_Policy_Foundation">5 HR Policy Foundation</a></li><li class="toclevel-1 tocsection-17"><a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#Contact">6 Contact</a></li><li class="toclevel-1 tocsection-18"><a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#External_Resources">7 External Resources</a></li><li class="toclevel-1 tocsection-19"><a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#References">8 References</a></li></ul>

</div>

<h2>Member Companies Cited for Dozens of Serious and Repeat OSHA Violations</h2>

An investigation by the Center for Media and Democracy of OSHA

inspection records found that numerous corporations (and/or their

subsidiaries) whose executives sit on the HRPA board had been cited for

serious and repeat violations of OSHA standards from 2013-2015 that

would be reportable under the EO. A "serious" violation indicates "a

substantial probability that death or serious physical harm could

result" from a hazard, a "willful" violation is cited when "evidence

shows either an intentional violation of the Act or plain indifference

to its requirements," and a "repeat" violation indicates the business

"has been cited previously for a substantially similar condition."<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-4">[4]</a>

<h3>DuPont</h3>

<dl><dd>Chemical, agricultural, and biotech giant <a href="http://www.sourcewatch.org/index.php/DuPont" title="DuPont">DuPont</a> has an executive on the board of HPRA.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-hrpa_board-5">[5]</a></dd></dl>

<dl><dd>Over recent years, DuPont and/or subsidiaries have had multiple

federal contracts with the Department of Defense, the Department of

Agriculture or other federal agencies.</dd></dl>

<dl><dd>As described in detail below, from 2013 to 2015, DuPont or its

subsidiaries or related entities have incurred 41 “Serious,” 3

”Willful,” 4 “Repeat,” and 4 “Other-than-Serious” citations from OSHA,

along with $598,836 in OSHA penalties.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-6">[6]</a> <a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-7">[7]</a></dd></dl>

<dl><dd>The multiple Serious, Willful, and Repeat violations include

citations for infractions of safety rules related to four worker

fatalities in 2014, some of which were still found to be in violation

during a follow-up inspection in 2015, as described below. Some

citations are being contested by the company. Recent OSHA citations (May

5, 2015 and April 28, 2014) also include violations under the

lockout/tagout regulation that was referenced after a 2010 worker death

in Buffalo, New York (see below).</dd></dl>

<dl><dd>Four Tragic Deaths in Texas, Followed by Additional OSHA Violations</dd></dl>

<dl><dd>In May 2015, OSHA cited DuPont for a hazardous gas leak in November

2014 that led to the deaths of four workers at DuPont’s La Porte, Texas

plant after what OSHA characterized as "serious failures" by DuPont. An

employee collapsed when 20,000 pounds of gaseous methyl mercaptan leaked

into the enclosed space where she was working. Three other employees,

including two brothers, were killed one by one by the toxic fumes while

trying to rescue her and each other.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-Texas_leak-8">[8]</a>

OSHA issued DuPont 1 “Repeat” and 9 “Serious” violations for failing to

train its employees about the ventilation system and use of

respirators, as well as a fine of $99,000. The violations are under

contest by the company.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-9">[9]</a></dd></dl>

<dl><dd>“Four people lost their lives and their families lost loved ones

because DuPont did not have proper safety procedures in place,”

Assistant Secretary of Labor for Occupational Safety and Health Dr.

David Michaels said of the incident.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-10">[10]</a></dd></dl>

<dl><dd>A follow-up inspection at the same plant in January 2015 found that

DuPont was continuing to violate safety rules. OSHA fined the company an

additional $273,000, and found 4 “Serious,” 3 “Willful,” and 1 “Repeat”

violations.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-11">[11]</a>

In addition, OSHA placed the company on the Severe Violator Enforcement

Program list, which focuses on companies that have “demonstrated

indifference towards creating a safe and healthy workplace.”</dd></dl>

<dl><dd>“We have concerns about the safety culture,” OSHA’s Michaels told

the Texas Tribune. “We expect chemical facilities where highly toxic

materials are used to have a culture that focuses on ensuring worker

protection. It appears to have broken down.”<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-Texas_leak-8">[8]</a>

Michaels noted that the fines were "petty cash" for a corporation with

approximately $35 billion in annual revenues. The violations are under

contest by the company.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-Texas_leak-8">[8]</a></dd></dl>

<dl><dd>Serious Violations at Other DuPont or Its Subsidiaries’ Facilities</dd></dl>

<dl><dd>Workers Exposed to Hazardous Chemicals in New Jersey</dd></dl>

<dl><dd>In May 2014, a chemical leak from a tanker truck exposed workers to

hazardous chemicals at the DuPont Chamber Works plant in Deepwater, New

Jersey. An inspection in response to a complaint led to OSHA issuing 11

violations and initial penalties of $120,300 to E.I. du Pont de Nemours

& Co., Chamber Works. OSHA inspectors cited the company for eight

“Serious” violations under the process safety management standard. In

addition to the Serious violations, the company failed to perform an

analysis addressing hazards related to the storage and transport of

chemicals. DuPont Chamber Works also did not perform inspections and

tests on the equipment used in chemical processes, resulting in 2

“Repeat” violations, as the company was previously cited for these same

violations at other facilities in 2010 and 2011. One

“Other-than-Serious” violation was cited because the company failed to

address issues relating to hazards promptly. The violations are under

contest by the company.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-12">[12]</a><a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-13">[13]</a></dd></dl>

<dl><dd>Deaths from Chemical Leaks in West Virginia and New York</dd></dl>

<dl><dd>While violations occurring in 2010 would not be reportable under the

terms of the Executive Order, as they are outside the three-year

look-back period, the two fatal incidents described below provide

background and context for DuPont’s subsequent reportable violations,

including the recent fatal accidents in 2015 in La Porte, Texas.</dd></dl>

<dl><dd>On January 23, 2010 a DuPont worker was sprayed in the face with

hazardous phosgene, an herbicide that was used as a chemical weapon in

World War I, after a hose ruptured in a storage area in DuPont's Belle,

West Virginia plant. The man was taken to the hospital, where he died

the following night. The phosgene release was the third hazardous

chemical release in two days at the plant. An investigation by the U.S.

Chemical Safety and Hazard Investigation Board (CSB) found problems with

DuPont's use of automated safety software, communication with emergency

crews, and equipment maintenance.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-14">[14]</a>

In July, 2010, OSHA announced that it had fined the company $43,000,

citing it for 6 “Serious” and 5 “Other-than-Serious” violations,

including the company's failure to properly inspect piping used to

transfer phosgene, perform a thorough process hazard analysis for its

phosgene operation, train workers on hazards associated with phosgene,

thoroughly inspect all high-risk sections of piping used to transfer

oleum, and properly install energized electrical conductors.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-15">[15]</a> The case closed in August, 2010 and the penalties and citations were sustained.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-16">[16]</a></dd></dl>

<dl><dd>A storage tank at DuPont’s Yerkes facility in Buffalo, New York

exploded on November 9, 2010 due to an undetected leak of flammable

vinyl fluoride, killing one worker and causing first-degree burns in

another. The Chemical Safety Board, which produced a safety video based

on the incident, called the accident “preventable” and identified

problems with DuPont's monitoring of flammable vapor.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-17">[17]</a><a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-18">[18]</a>

After a separate investigation, OSHA announced on May 5, 2011 that it

had cited DuPont and a contractor for a combined total of 17 “Serious”

violations, and $61,500 and $55,440 in proposed fines, respectively.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-19">[19]</a>

The case was closed in February, 2012, after an Administrative Law

Judge sustained 7 of the Serious citations against DuPont and a fine of

$49,000.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-20">[20]</a></dd></dl>

<h3>Honeywell International Inc.</h3>

<dl><dd><a href="http://www.sourcewatch.org/index.php/Honeywell" title="Honeywell">Honeywell</a>

and its subsidiary companies are involved in numerous industries,

including manufacturing specialty chemicals and aerospace products. In

2014, Honeywell generated $3.69 billion in revenue from the federal

government, primarily related to aerospace.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-honeywell_2014_10-k-21">[21]</a> Honeywell executives sit on the HR Policy Association Board and the board of the <a href="http://www.sourcewatch.org/index.php/Professional_Services_Council" title="Professional Services Council">Professional Services Council</a>.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-hrpa_board-5">[5]</a></dd></dl>

<dl><dd>Between 2013-2015, Honeywell International Inc. or its subsidiaries

or related entities incurred 18 “Serious” and 13 “Other-than-Serious”

OSHA citations and $39,125 in penalties.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-22">[22]</a></dd></dl>

<dl><dd>Honeywell International Inc., 905 East Randolph, Hopewell, VA</dd></dl>

<dl><dd>On January 28 2015, a tank exploded at Honeywell International's

Hopewell, Virginia plant after it became over-pressurized during

cleaning.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-23">[23]</a>

The Hopewell facility "is one of the world’s largest single-site

producers of caprolactam, the primary feedstock in the production of

nylon polymer used in carpet fibers, plastics and films," and "also

produces a wide range of chemical intermediates," including sulfuric

acid, specialty oximes, ammonia and carbon dioxide, as well as ammonium

sulfate fertilizers.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-24">[24]</a></dd></dl>

<dl><dd>Luckily nobody was injured in the explosion, but the incident comes

as little surprise at a plant that had been cited in 2013 for serious

OSHA violations, and was responsible for numerous chemical leaks between

2013 and 2015 resulting in $300,000 in fines from the Virginia

Department of Environmental Quality for spills of chemicals including

“nitric acid, methyl ethyl ketone, caprolactam, oil and gasoline.”<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-25">[25]</a>

Honeywell agreed to make $13 million in repairs to the plant. “DEQ has

issued 14 enforcement orders to (the Hopewell plant) since 1990,” the

Virginia agency said in a news release. “In addition, a joint consent

decree by DEQ and the U.S. Environmental Protection Agency was issued to

Honeywell in 2013 for air quality violations.”<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-26">[26]</a>

These environmental problems do not trigger action under the Executive

Order, but they are included to demonstrate that companies that run

afoul of workplace health and safety regulations also often have

problems with other regulations that protect the public.</dd></dl>

<dl><dd>02/02/2015: Days after the January 2015 explosion described

above, OSHA inspected the Hopewell site and issued an initial fine of

$3,675 for 1 “Serious” violation of Virginia’s General Duty requirement.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-27">[27]</a></dd></dl>

<dl><dd>03/09/2015: A month later, OSHA returned for a planned

inspection of the facility and cited Honeywell for 3 additional serious

violations and issued fines of $8,330. The company failed to train

workers or to develop and implement safe work practices related to

process safety management of highly hazardous chemicals; or to provide

protection for workers using electrical equipment. The fines were later

reduced to $6,545 in an informal settlement.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-28">[28]</a></dd></dl>

<dl><dd>03/14/2013: Less than two years before the explosion, OSHA

conducted an inspection at Hopewell, and issued 6 “Serious” violations

and fines of $9,540. When the case was closed in May, 2014 Honeywell was

fined $3,780 and cited for 3 serious violations related to process

safety management of highly hazardous chemicals, problems similar to

those that would be found by OSHA in the aftermath of the 2015

explosion. Unfortunately, the Hopewell plant is not the only troubled

Honeywell site: several other facilities have similarly been cited

multiple times by OSHA for serious violations over that same time

period.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-29">[29]</a></dd></dl>

<dl><dd>Honeywell International, Chesterfield Plant, 4101 Bermuda Hundred Road, Chester, VA</dd></dl>

<dl><dd>Honeywell’s Chesterfield facility "is one of the largest U.S.

producers of nylon 6 resin, used in the production of carpet fiber,

molded parts for automobiles, cord for fish nets, and plastic that is

found in food packaging and pharmaceutical applications."<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-30">[30]</a></dd></dl>

<dl><dd>09/08/2014: In response to a complaint, an OSHA inspection

resulted in initial penalties of $8,300 for 3 “Serious” and 4

“Other-than-Serious” violations of OSHA for failing protect workers who

are servicing or maintaining machines and equipment from hazardous

energy; failure to ensure employees had an exit route door which could

be opened from the inside at all times without keys, tools, or special

knowledge; and failure to provide certain protections for workers using

electrical equipment. The violations are under contest.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-31">[31]</a></dd></dl>

<dl><dd>09/08/2014: In response to a complaint, an OSHA inspection

resulted in initial fines of $4,165 for 1 “Serious” and 3

“Other-than-Serious” violations. In a settlement, these were reduced to 3

“Other- than-Serious” violations and a fine of $3,332 for violations

that included failure to perform proper exposure monitoring for

employees, where Methylene Chloride, which OSHA considers a potential

occupational carcinogen, is present.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-32">[32]</a></dd></dl>

<dl><dd>05/22/2013: In response to a complaint, an OSHA inspection

resulted in initial fines of $3,570 for 2 “Serious” violations. In an

informal settlement, these were reduced to 2 “Other-than-Serious”

violations and fines of $1,700 for violations of the lockout/tagout

standard.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-33">[33]</a></dd></dl>

<dl><dd>Honeywell International, Golden Valley, MN</dd></dl>

<dl><dd>"Honeywell’s Golden Valley facility is the global headquarters of

Honeywell’s Automation and Control Solutions (ACS) division and three of

its seven strategic business units."<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-34">[34]</a></dd></dl>

<dl><dd>05/01/2014: In response to a complaint, an OSHA inspection

resulted in a fine of $1,750 for 1 “Serious” violation for failing to

protect the fingers of workers using welding machines.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-35">[35]</a></dd></dl>

<dl><dd>09/24/2013: In a planned inspection, Honeywell was cited for 4

serious violations and fined $5,600 for violations of several OSHA

standards including: failure to provide protections for in-plant

handling, storage, and utilization of all compressed gases; failure to

provide proper guards for machine gears; and failure to provide

protections when using electrical equipment.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-36">[36]</a></dd></dl>

<dl><dd>07/30/2014: Following a planned inspection at another

Honeywell International site in Golden Valley, MN, OSHA issued a $1,750

penalty and 1 serious violation for failing to protect workers against

exposure to electrical wiring and components.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-37">[37]</a></dd></dl>

<dl><dd>Honeywell Aerospace, 1985 Douglas Dr N., Golden Valley, MN 55427</dd></dl>

<dl><dd>09/25/2013: After a planned inspection, Honeywell subsidiary,

Honeywell Aerospace was cited for 1 “Serious” and 1

“Other-than-Serious” violation and fined $1,400. The serious violation

concerned the OSHA standard for hand and portable powered tools and

equipment. An informal settlement sustained the violations and reduced

the penalty to $980.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-38">[38]</a></dd></dl>

<dl><dd>Violations at Other Facilities</dd></dl>

<dl><dd>04/15/2015: After a referral inspection at a Chickasaw, AL

site of UOP LLC, a Honeywell subsidiary, OSHA issued 1 “Serious”

violation and a penalty of $2,168 for failing to maintain floors in a

clean and dry condition.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-39">[39]</a></dd></dl>

<dl><dd>In 2012, OSHA cited Honeywell Electronic Chemicals, LLC for

jeopardizing the safety of employees at its Mansfield, Texas, and issued

10 “Serious” violations with $53,000 proposed penalties. Employees were

found to be exposed to catastrophic releases of highly hazardous

chemicals while conducting operations at the plant,” reads the OSHA

Press release. “This company jeopardized the safety of its employees by

failing to implement OSHA's process safety management regulations

effectively,” said Jack Rector, OSHA's area director in Fort Worth,

Texas. “OSHA requires employers to provide safe and healthful working

conditions to prevent accidents and illnesses.”<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-40">[40]</a>

The case closed in August, 2013 after a formal settlement sustained 5

“Serious” and 2 “Other-than-Serious” violations and a penalty of

$23,300. The serious violations concerned process safety management of

highly hazardous chemicals, and failure to post warning signs of the

danger posed by permit-required confined spaces.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-41">[41]</a></dd></dl>

<dl><dd>In 2011, OSHA cited Honeywell International’s operations in

Metropolis, Illinois for safety violations following a vapor release.

“The U.S. Department of Labor's Occupational Safety and Health

Administration has cited Honeywell International Inc. with 17 serious

safety violations for process safety management violations after its

Metropolis processing plant experienced a release of hydrogen fluoride

vapor. Proposed penalties total $119,000.”<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-42">[42]</a>

The case was closed in March, 2013 after a formal settlement in which

the company was cited for 12 ”Serious” and 1 ”Other-than-Serious”

violation, and a penalty of $70,000.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-43">[43]</a></dd></dl>

<dl><dd>Both of the preceding cases could trigger action under the EO as

they reached a final resolution within the three-year look-back period.</dd></dl>

<dl><dd>Additional Complaints</dd></dl>

<dl><dd>Honeywell International has been trying for years to settle tens of

thousands of asbestos exposure cases, and, in its 2015 SEC filings (see

Note 19) the company estimated that at the end of 2014 it was liable for

$1.5 billion in asbestos-related claims. These private lawsuits would

not trigger action under the EO but are mentioned here to provide

additional context.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-honeywell_2014_10-k-21">[21]</a></dd></dl>

<h3>Verizon and Subsidiaries</h3>

<dl><dd>Telecommunications giant <a href="http://www.sourcewatch.org/index.php/Verizon" title="Verizon" class="mw-redirect">Verizon Communications Inc.</a> and its subsidiaries received federal contracts worth $487.8 million in 2012, according to a U.S. Senate report.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-help_senate_report-44">[44]</a></dd></dl>

<dl><dd>As described in more detail below, between 2013-2015, Verizon

Communications Inc. or its corporate subsidiaries incurred 7 “Serious”

and 13 “Other-than-Serious” OSHA violations along with $46,750 in

penalties.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-45">[45]</a>

These include an April 2015 incident in which a Verizon worker had a

hand caught in a wire and had to be airlifted to a New York hospital.

Verizon was cited for a “Serious” violation of OSHA’s hand and power

tools standard and fined $7,000, the maximum allowable penalty. The case

remains open, pending abatement of violations.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-1057006.015-46">[46]</a></dd></dl>

<dl><dd>Tragic Electrocution Death in Brooklyn</dd></dl>

<dl><dd>In 2012, OSHA found Verizon Communications, Inc. subsidiary Verizon

New York, Inc. had committed multiple serious and repeat violations,

including inadequate training and safety equipment, and gave Verizon New

York a $140,700 fine, the maximum penalty allowed, due to the 2011

electrocution death of death of Douglas Lalima in Brooklyn.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-verizon_osha_press_release-47">[47]</a>

The case was closed in February, 2014 following a formal settlement

that resulted in 2 “Serious” and 1 “Repeat” violations, but increased

the fines to $147,000. The Repeat violation related to the OSHA standard

for telecommunications, requiring the employer to provide rubber

insulating equipment designed for the voltage levels to be encountered

and to ensure that they are used by employees as required.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-1057006.015-46">[46]</a></dd></dl>

<dl><dd>The incident was described in a 2013 U.S. Senate report, which

labeled Verizon Communications, Inc. a “severe violator” of OSHA health

and safety standards. The report described how the cherry picker bucket

in which Lalima was working burst into flames. According to the report,

“an inspection found that the employee and bucket were too close to the

power line, the employee had not been adequately trained, and he lacked

insulated gloves.”<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-help_senate_report-44">[44]</a></dd></dl>

<dl><dd>The tragedy was compounded by the fact that OSHA had cited the

Verizon subsidiary, Verizon New York, for some of the same safety

violations in 2007 after another worker died in Rhode Island. “The

recurring nature of some of these hazards is disturbing,” said OSHA area

director Kay Gee.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-verizon_osha_press_release-47">[47]</a></dd></dl>

<dl><dd>Additional Complaints</dd></dl>

<dl><dd>In 2011, the federal Equal Employment Opportunity Commission filed a

rare lawsuit against Verizon Communications, Inc. and 24 named

subsidiaries for unlawfully denying reasonable accommodations to

hundreds of employees in violation of the Americans with Disabilities

Act. Verizon ultimately settled for $20 million, at the time the largest

disability discrimination settlement in a single lawsuit in EEOC

history.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-48">[48]</a>

This case would not trigger specific action under the Executive Order,

as the settlement occurred prior to the EO’s three-year look-back

period. However, it is included to give an indication of the company’s

overall record of compliance with the laws covered by the order.</dd></dl>

<dl><dd>In 2012, a class action lawsuit was brought against Verizon Services

Corporation, dba Verizon California, Inc (a subsidiary of Verizon

Communications, Inc) by the California Department of Fair Employment and

Housing under California's Family Rights Act.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-dfeh_verizon-49">[49]</a>

One victim described how she was repeatedly denied family and medical

leave to help care for her elderly mother, who was suffering from

Alzheimer's.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-50">[50]</a> The suit resulted in a $6 million settlement.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-dfeh_verizon-49">[49]</a>

However, this case would not trigger specific action under the

Executive Order, as it was settled outside the three-year look- back

period. Additionally, while the Executive Order requires companies to

report violations of state labor laws “equivalent” to the enumerated

federal laws, such as this California statute, the Obama administration

has not yet issued guidance and regulations to implement this aspect of

the Order. Nonetheless, this case is included to give an indication of

the company’s failure to comply with important workplace laws.</dd></dl>

<h3>Caterpillar</h3>

<dl><dd>Construction and mining equipment manufacturer <a href="http://www.sourcewatch.org/index.php/Caterpillar" title="Caterpillar">Caterpillar</a> is a major federal contractor.</dd></dl>

<dl><dd>Between 2013-2015, Caterpillar<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-51">[51]</a> or its subsidiaries Caterpillar Global Mining LLC,<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-52">[52]</a> Solar Turbines Incorporated,<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-53">[53]</a> and Progress Rail Services<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-54">[54]</a> incurred 30 “Serious”, 1 “Repeat” and 8 “Other-than-Serious” OSHA violations and $119,447 in penalties.</dd></dl>

<dl><dd>"Lockout/Tagout" Violations</dd></dl>

<dl><dd>Caterpillar or its subsidiaries have been cited frequently for

violating OSHA "lockout/tagout" standards related to controlling

hazardous energy sources while workers conduct service and maintenance

on machinery.</dd></dl>

<dl><dd>05/07/2015: Caterpillar Inc. was cited for 1 “Serious”

violation at a site in Toccoa, Georgia, which was sustained in an

informal settlement in October with a penalty of $4,500 for a

lockout/tagout violation.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-55">[55]</a></dd></dl>

<dl><dd>10/01/2013: In October, 2013, following a planned inspection

at Caterpillar, Inc.’s Fountain Inn, SC site, OSHA issued 5 “Serious”

violations for and for failing to provide protection from hazardous

machines and power-transmission belts; failure to provide required

electrical grounding. An informal settlement confirmed each serious

violation, but reduced the penalty to $2,400.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-56">[56]</a></dd></dl>

<dl><dd>02/12/2013: Following a referral inspection at a Carrier

Mills, IL worksite of a Caterpillar subsidiary, Caterpillar Global

Mining LLC, OSHA cited the company for 1 “Serious” violation and issued

the maximum penalty of $7,000 for failing to ground containers for

transferring flammable liquids.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-57">[57]</a></dd></dl>

<dl><dd>02/01/2013: In an inspection arising from a complaint at a

Pontiac, IL site, Caterpillar Inc. was cited for 1 “Serious” violation

and issued an initial penalty of $5,000 for a lockout/tagout violation.

The case was closed in July, 2013 after an informal settlement confirmed

the violation and reduced the penalty to $3,500.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-58">[58]</a></dd></dl>

<dl><dd>East Peoria, IL: OSHA cites Caterpillar for failing to lock out equipment</dd></dl>

<dl><dd>In June, 2011, OSHA “cited Caterpillar Inc. in East Peoria with

three lockout/tagout violations, and issued an initial penalty of

$66,000 following an investigation into a December 2010 incident in

which an employee was injured while attempting to clear a jam on the

link orienter in the full link heat treat area. Lockout/tagout

provisions for the equipment had not been implemented prior to the

employee entering the area.”</dd><dd>“Two repeat violations include failing to train employees on

lockout/tagout procedures and to affix a lockout or tagout device to

isolate energy to the link orienter....Caterpillar was cited for the

same violations at the East Peoria facility in May 2009.”<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-59">[59]</a> The case was closed in July, 2013 after a formal settlement sustained 1 ”Repeat” violation and reduced the penalty to $7,000.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-60">[60]</a></dd></dl>

<dl><dd>Progress Rail Services Corp.</dd></dl>

<dl><dd>03/10/2015: Following a complaint investigation at the site

of Caterpillar Inc. subsidiary, Progress Rail Services Corp., in Taylor

Mill, KY, OSHA issued 2 “Serious” violations and issued a penalty of

$9,500 for failure to provide machine guarding to protect operators and

other employees in the machine area. In an informal settlement, the

penalty was reduced to $4,750.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-61">[61]</a></dd></dl>

<dl><dd>01/23/2015: Following a referral investigation at another

Progress Rail Services site in Muncie, IN, OSHA cited the company for 1

“Serious” and 1 “Willful” violation and issued $55,000 in penalties for

violations of the “General Duty” requirement; and for failing to ensure

the safe condition of tools and equipment used by employees. In an

informal settlement the willful violation was reduced to serious, and

the penalty reduced to $9,000. This case remains open.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-62">[62]</a></dd></dl>

<dl><dd>06/04/2014: Following an accident inspection at a Progress

Rail Services site on Terminal Island, CA, CalOSHA cited the company for

1 “Serious” and 1 “Other-than-Serious” violation and issued an initial

penalty of $9,370. The serious citation was a violation of CalOSHA’s

General Industry Safety Orders standard (Cranes and Other Hoisting

Equipment) for failing to take certain measures to prevent crane

movement while making repairs on crane runways, supporting structures,

or equipment. A formal settlement deleted the “Other-than-Serious”

violation and reduced the penalty to $5,000. The case remains open.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-63">[63]</a></dd></dl>

<dl><dd>10/01/2013: Following an accident inspection at another

Progress Rail Services site in Rocklin, CA, CalOSHA cited the company

for 2 “Serious” violations and issued penalties of $25,500. The serious

violations were for failures to protect workers from exposure to

hazardous liquids. In a formal settlement the penalty was reduced to

$13,375.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-64">[64]</a></dd></dl>

<dl><dd>09/25/2013: Following an accident inspection, at a Progress

Rail Services site in Mojave, CA, CalOSHA cited the company for 1

“Serious” and 4 “Other-than-Serious” violations and issued penalties of

$17,700. The serious violation was for failure to secure a load against

dangerous displacement. The case remains open.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-65">[65]</a></dd></dl>

<dl><dd>09/10/2013: Following a complaint inspection at a Progress

Rail Services site in Patterson, GA, OSHA cited the company for 3

“Serious” violations and issued penalties of $15,660. The violations

concerned failure to provide safe floors;100 to provide workers with

personal protective equipment; and to ensure that powered industrial

trucks are taken out of service when they are in need of repair,

defective, or in any way unsafe. The penalty was reduced to $10,962 in

an informal settlement.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-66">[66]</a></dd></dl>

<dl><dd>07/29/2013: Following a complaint inspection at another

Progress Rail Services site in Mayfield, KY, OSHA cited the company for 2

“Serious” violations and issued the maximum allowable penalties of

$14,000. The violations concerned the General Duty requirement;103 and

general industry standards. The penalty was reduced to $7,000 in an

informal settlement.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-67">[67]</a></dd></dl>

<dl><dd>Solar Turbines Incorporated</dd></dl>

<dl><dd>03/04/2015: Following an inspection at the site of a

Caterpillar Inc. subsidiary, Solar Turbines Inc. in Channelview, TX,

OSHA cited the company for 1 “Serious” and 1 “Other-than-Serious”

violation and issued penalties of $8,000. The serious violation

concerned the General Duty clause: “Employees were exposed to being

struck by loads lifted with a Gaffey 10 ton semi-gantry crane...that did

not have the hook over the load in such a manner to minimize swinging.”

The violations are under contest.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-68">[68]</a><a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-69">[69]</a></dd></dl>

<dl><dd>Caterpillar Loses Lawsuit over Refusal to Allow Union Health and

Safety Investigator on Site after Worker Death; Hit with OSHA Violation

and Violation of the National Labor Relations Act</dd></dl>

<dl><dd>After a worker at a unionized weld shop acquired by Caterpillar Inc.

in South Milwaukee, Wisconsin was crushed to death on September 8,

2011, Caterpillar refused to allow a safety specialist with the United

Steel Workers to access and investigate the worksite.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-70">[70]</a></dd></dl>

<dl><dd>USW complained to the NLRB, which found that the company had

violated Section 8(a)(5) and (1) of the National Labor Relations Act and

ordered that the union's investigator should be allowed access. The

company appealed the Board’s decision, which was upheld in October 2015

by the U.S. Court of Appeals for the Seventh Circuit.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-71">[71]</a><a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-72">[72]</a></dd></dl>

<dl><dd>The accident's cause was never determined, but in a separate

investigation by OSHA, Caterpillar’s predecessor, Bucyrus International

Inc. (which had been acquired by Caterpillar two months before the

accident), was fined $7,000 for 1 “Serious” violation, the maximum

allowable penalty for a violation of the general duty standard.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-73">[73]</a></dd></dl>

<dl><dd>The South Milwaukee case would trigger reporting obligations under

the EO as the company committed NLRB violations subject to a court

judgment within the three-year look-back period.</dd></dl>

<h3>ManpowerGroup</h3>

<dl><dd>In 2015, <a href="http://www.sourcewatch.org/index.php/Manpower" title="Manpower">ManpowerGroup Inc.</a> received $4.4 million in federal contracts according to USA Spending.</dd></dl>

<dl><dd>Between 2013-2015 subsidiaries ManpowerGroup US Inc., Manpower US

Inc., and Manpower, Inc have incurred 1 “Serious,” 1 “Repeat,” and 9

“Other-than-Serious” OSHA violations and $43,120 in penalties.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-manpower_osha-74">[74]</a>

These include violations related to incidents involving a worker who

needed surgical treatment after receiving chemical burns on the job in

2014 (Manpower US Inc.) and another who was hospitalized after a welding

accident in 2013 (Manpower Inc.).<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-manpower_osha-74">[74]</a></dd></dl>

<dl><dd>05/18/2015: Following a referral inspection at a site in

Temple, TX, ManpowerGroup US, Inc. was cited for 1 “Repeat” violation

and a penalty of $38,500 for failing to provide the guards that would

protect workers from hazardous machines. The company is contesting the

violations.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-75">[75]</a></dd></dl>

<dl><dd>07/08/2014: Following an inspection prompted by a complaint

at a site in Albany, OR, Manpower US, Inc. was cited with 1 “Serious”

and 1 “Other-than-Serious” violation and a fine of $300 for violating

OSHA’s requirement that workers be trained on “The physical, health,

simple asphyxiation, combustible dust, and pyrophoric gas hazards...of

the chemicals in the work area...”; and rules for workplace safety

committees.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-76">[76]</a></dd></dl>

<dl><dd>Additional <a href="http://www.sourcewatch.org/index.php/Wage_Theft" title="Wage Theft">Wage Theft</a> Complaint</dd></dl>

<dl><dd>In January 2015 Manpower Inc. agreed to an $8.75 million settlement

with more than 20,000 temp workers in the state of California over

claims that they weren't paid on time and didn't receive accurate pay

stubs.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-77">[77]</a>

This case would not trigger specific action under the Executive Order,

as it was settled before there was a judgment or merits determination

and was based on a state law not yet included within the EO. It is

included to give an indication of the company’s lax compliance with

other important workplace laws.</dd></dl>

<h2>Federal Lobbying</h2>

<h3>Opposition to Fair Pay and Safe Workplaces Executive Order</h3>

In its fight against President Obama’s <a href="http://www.sourcewatch.org/index.php/Fair_Pay_and_Safe_Workplaces_Executive_Order" title="Fair Pay and Safe Workplaces Executive Order">Fair Pay and Safe Workplaces Executive Order</a> (EO 13673), the HRPA has penned press releases claiming the President lacks legal authority to issue the order,<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-78">[78]</a> policy briefs complaining the order will threaten jobs<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-79">[79]</a> and "intimidate companies" that have labor disputes,<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-80">[80]</a>

and has submitted several official comments seeking to block or slow

the order's implementation. HRPA has even compared making corporations

disclose labor law violations to the plight of job applicants having to

reveal arrest records.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-81">[81]</a>

Its 2014 lobbying blitz in the halls of Congress (see references to

EO 13673 under Lobbying) was followed in March 2015 by meetings with

high-level administration officials,<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-82">[82]</a> efforts in June 2015 to extend the comment period and delay the implementation of the rules,<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-83">[83]</a> and a July conference call.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-84">[84]</a>

In a 2015 comment to the Department of Labor, HRPA recommended the

Department "withdraw this rulemaking for reasons stated in these

comments.” <a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-85">[85]</a>

<h3>Lobbying Summary Data</h3>

Total Lobbying Spending<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-86">[86]</a>

Lobbying Issues reported, 2015:<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-87">[87]</a>

<ul><li>Pay ratio repeal (H.R. 414)</li><li>Executive Order #13672 (related to equal employment opportunity/discrimination on sexual orientation and gender identity)</li><li>H.R. 2029 (Military Construction and Veterans Affairs and Related Agencies Appropriations Act, 2016)</li><li>Healthcare (Preserving Employee Wellness Programs Act (S. 620); Ax

the Tax on Middle Class American's Health Plans Act * (H.R. 879); SGR

Repeal and Medicare Provider Payment Modernization Act of 2015 (S.810);

potential bill on U.S. * Preventive Services Task Force recommendation

process; H.R. 2050, ACA excise high-cost tax repeal; H.R. 1151;

Submitted comments on EEOC wellness program proposed rule (RIN

3046-AB01); Meeting with staff from the Departments of Labor, Treasury,

and Health and Human Services on the maximum annual cost sharing

limitations for large group and self-insured employers)</li><li>Forty Hours is Full Time Act of 2015 (S.30)</li><li>Fair Labor Standards Act</li><li>Future DOL Overtime Rulemaking</li><li>Meeting with Department of Labor's Principal Deputy Assistant

Secretary for Policy and Staff Regarding the Department's Priorities

this Year</li><li>wellness program proposed rule (RIN 3046-AB01)</li><li>potential paycheck fairness legislation</li><li>FLSA issues and future DOL overtime rulemaking</li><li>maximum annual cost sharing limitations for large group and self-insured employers</li><li>Misc. education and immigration (met with House committees on annual priorities)</li></ul>

Lobbying on Fair Pay and Safe Workplaces E.O., 2014:<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-88">[88]</a>

<ul><li>Meeting with staff from the offices of Sens. Shelby and Cochran regarding executive order #13673.</li><li>Meeting with staff from the House Small Business Committee regarding executive order #13673.</li><li>Meeting with staff from Sen. Patrick Leahys office regarding executive order #13673.</li><li>Meeting with staff from House Speaker and Majority leaders offices, regarding executive order #13673.</li><li>Meeting with staff from the House Committee on Oversight and Government Reform regarding executive order #13673.</li><li>Meeting with staff from the House Committee on Education and the Workforce regarding executive order #13673.</li><li>Meeting with staff from the Senate HELP committee regarding executive order #13673</li><li>Meeting with staff from the House Committee on Small Business regarding executive order #13673</li><li>Official White House & Department of Labor listening session with employer groups regarding executive order #13673</li><li>Letter to the Secretary of Labor and the Director of the White House

Domestic Policy Council regarding implementation of executive order

#13673</li></ul>

<h2>Personnel</h2>

<h3>Board of Directors</h3>

As of 2015:<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-89">[89]</a>

Executive Committee

<ul><li>Mirian M. Graddick-Weir, Chair. Executive Vice President, Human Resources, <a href="http://www.sourcewatch.org/index.php/Merck" title="Merck">Merck & Co., Inc.</a></li><li>L. Kevin Cox, Vice Chair. Chief Human Resources Officer, <a href="http://www.sourcewatch.org/index.php/American_Express_Company" title="American Express Company" class="mw-redirect">American Express Company</a></li><li>Susan F. Davis, Vice Chair. Executive Vice President, Asia Pacific, <a href="http://www.sourcewatch.org/index.php?title=Johnson_Controls&action=edit&redlink=1" class="new" title="Johnson Controls (page does not exist)">Johnson Controls, Inc.</a></li><li>Richard R. Floersch, Vice Chair. Executive Vice President, Chief Human Resources Officer, <a href="http://www.sourcewatch.org/index.php?title=McDonald%27s_Corporation&action=edit&redlink=1" class="new" title="McDonald's Corporation (page does not exist)">McDonald's Corporation</a></li><li>Mara E. Swan, Vice Chair. Executive Vice President, Global Strategy and Talent <a href="http://www.sourcewatch.org/index.php?title=ManpowerGroup&action=edit&redlink=1" class="new" title="ManpowerGroup (page does not exist)">ManpowerGroup</a></li></ul>

Board Members

<ul><li>William S. Allen, Chief Human Resources Officer, Macy's, Inc.</li><li>Maureen K. Ausura, Chief Human Resources Officer, Lowe's Companies, Inc.</li><li>Marcia J. Avedon, Senior Vice President, Human Resources, Communications and Corporate Affairs, Ingersoll Rand Company</li><li>Mark F. Biegger, Chief Human Resources Officer, The Procter & Gamble Company</li><li>William A. Blase, Jr., Senior Executive Vice President, Human Resources, AT&T Inc.</li><li>Benito Cachinero-Sánchez, Senior Vice President, Human Resources, E.I. du Pont de Nemours & Company</li><li>Kenneth J. Carrig, Corporate Executive Vice President and Chief Human Resources Officer, SunTrust Banks Inc.</li><li>Rizwan Chand, Vice President, Human Resources and Medical, Chief Human Resources Officer, BNSF Railway Company</li><li>Charles E. Columbus, Senior Vice President, Chief Human Resources Officer, Kaiser Permanente</li><li>Timothy M. Crow, Executive Vice President, Chief Human Resources Officer, The Home Depot</li><li>Peter M. Fasolo, Chief Human Resources Officer, Johnson & Johnson</li><li>Jorge L. Figueredo, Executive Vice President of Human Resources, McKesson Corporation</li><li>Roger C. Gaston, Senior Vice President, Human Resources, Avaya Inc.</li><li>Diane J. Gherson, Senior Vice President, Human Resources, IBM Corporation</li><li>Kimberly S. Hauer, Vice President and Chief Human Resources Officer, Caterpillar Inc.</li><li>Anne Hill, Senior Vice President, Chief Human Resources and Communications Officer, Avery Dennison Corporation</li><li>Mark R. James, Senior Vice President, Human Resources, Procurement and Communications, Honeywell International Inc.</li><li>Michael G. Johnson, Vice President, Chief Human Resources Officer, United Parcel Service, Inc.</li><li>Tracy Keogh, Executive Vice President, Human Resources, Hewlett-Packard Company</li><li>Pamela O. Kimmet, Senior Vice President, Human Resources, Coca-Cola Enterprises, Inc.</li><li>Angela S. Lalor, Senior Vice President, Human Resources, Danaher Corporation</li><li>Alan R. May, Executive Vice President, Human Resources, Hewlett-Packard Enterprise</li><li>Marlene M. McGrath, Senior Vice President, Human Resources, 3M Company</li><li>Denise Merle, Senior Vice President, Human Resources, Weyerhaeuser Company</li><li>John M. Murabito, Executive Vice President, Human Resources and Services, Cigna Corporation</li><li>Anthony M. Parasida, Senior Vice President, Human Resources and Administration, The Boeing Company</li><li>Denise M. Peppard, Corporate Vice President and Chief Human Resources Officer, Northrop Grumman Corporation</li><li>Susan P. Peters, Senior Vice President, Human Resources, General Electric Company</li><li>Marc C. Reed, Chief Administrative Officer, Verizon Communications Inc.</li><li>David A. Rodriguez, Executive Vice President and Global Chief Human Resources Officer, Marriott International, Inc.</li><li>John M. Steele, Senior Vice President, Human Resources, HCA Inc.</li><li>Larry E. Steward, Senior Vice President, Human Resources, DTE Energy Company</li><li>Susan M. Suver, Senior Vice President and Chief Human Resources Officer, Delphi Automotive PLC</li><li>Sharon C. Taylor, Senior Vice President, Human Resources, Prudential Financial, Inc.</li><li>Johnna G. Torsone, Executive Vice President and Chief Human Resources Officer, Pitney Bowes Inc.</li></ul>

<h3>Executive Staff</h3>

As of 2015: <a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-90">[90]</a>

<ul><li>Jeffrey C. McGuinness, CEO</li><li>Daniel V. Yager, President and General Counsel</li><li>Charles G. Tharp, Executive Vice President and CEO, Center on Executive Compensation</li><li>Timothy J. Bartl, President, Center On Executive Compensation, Secretary, HR Policy Association</li></ul>

<h2>Finances</h2>

<h3>Core Finances</h3>

2013:<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-2013_990-91">[91]</a>

<ul><li>Total Revenues: $8,379,447

<ul><li>$4,430,496 to McGuinness & Yager LLP for consulting</li></ul>

</li><li>Total Expenses: $10,431,195</li><li>Net Assets: -$1,587,077</li></ul>

<h3>Compensation of Officers and Board Members</h3>

HRPA reported paying no compensation to board members or officers;

however, several officers were also partners in McGuinness & Yager,

receiving compensation for the firm's consulting services. In 2013 they

received:<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-2013_990-91">[91]</a>

<ul><li>Jeffrey McGuinness, $468,000</li><li>Daniel Yager, $468,000</li><li>Timothy Bartl, $468,000</li></ul>

<h2>HR Policy Foundation</h2>

HRPA has a related tax-exempt 501(c)(3) organization, the HR Policy

Foundation, which received a contribution of $1,993,372 from HRPA in

2013.<a href="http://www.sourcewatch.org/index.php/HR_Policy_Association#cite_note-2013_990-91">[91]</a>

<h2>Contact</h2>

HR Policy Association

1100 13th Street NW, Suite 850

Washington, DC 20005

Phone: 202.789.8670

Fax: 202.789.0064

Email: info@HRPolicy.org

<h2>External Resources</h2>

Reports:

<ul><li>"<a rel="nofollow" class="external text" href="http://www.help.senate.gov/imo/media/doc/Labor%20Law%20Violations%20by%20Contractors%20Report.pdf">Acting Responsibly? Federal Contractors Frequently Put Workers' Lives and Livelihoods at Risk</a>," U.S. Senate Health, Education, Labor, and Pensions Committee, Tom Harkin, Chair. December 11, 2013.</li><li>"<a rel="nofollow" class="external text" href="https://cdn.americanprogress.org/wp-content/uploads/2013/12/BadFedContractors-3.pdf">At Our Expense: Federal Contractors that Harm Workers Also Shortchange Taxpayers</a>," Karla Walter and David Madland, Center for American Progress, December 2013.</li></ul>

Other Resources:

<ul><li><a rel="nofollow" class="external text" href="https://www.osha.gov/">Occupational Safety and Health Administration</a>, OSHA homepage.</li><li><a rel="nofollow" class="external text" href="http://www.contractormisconduct.org/">Federal Contractor Misconduct Database</a>, Project on Government Oversight.</li></ul>

<h2>References</h2>

 ===<a href="http://www.prwatch.org/news/2016/02/13041/federal-contractors-osha-violators-battle-new-rules">http://www.prwatch.org/news/2016/02/13041/federal-contractors-osha-violators-battle-new-rules</a>Every

day, American workers are killed and injured on the job. From

explosions, electrocutions, and toxic fumes to more common falls or

crushing injuries, lives are altered and families irreparably torn

apart.

For too long, many corporations have taken a cavalier attitude to

worker safety, but when these corporations are federal contractors paid

by U.S. taxpayers, the public demands a special level of accountability.

That is why President Obama issued the <a href="http://ed.sourcewatch.org/swtest/index.php/Fair_Pay_and_Safe_Workplaces_Executive_Order" target="_blank">Fair Pay and Safe Workplaces Executive Order</a>

(EO) in 2014. The order requires federal contractors to report their

safety record to the federal government as a condition for receiving

federal contracts. It is a good first step toward holding repeat,

serious violators to account and protects more than <a href="http://www.dol.gov/ofccp/regs/compliance/aa.htm">26 million workers or 1 in 5 in the workforce.</a>

But some of these federal contractors are pulling out the stops,

urging the Obama administration to withdraw new rules providing worker

protections and using little-known trade organizations to do the dirty

work for them.

<h2>Companies Use Little-Known Trade Associations to Lobby Against Accountability</h2>

Federal contractors are pushing back hard on the EO, with two trade associations leading the charge: the <a href="http://www.sourcewatch.org/index.php/Professional_Services_Council" target="blank">Professional Services Council</a> (PSC) and the <a href="http://www.sourcewatch.org/index.php/HR_Policy_Association" target="blank">HR Policy Association</a> (HRPA).

The PSC, with 370 member companies, calls itself "<a href="http://www.pscouncil.org/i/a/The_PSC_Mission/c/a/The_PSC_Mission/About_PSC.aspx?hkey=d138b175-d0a3-4f0e-9234-b6e3d11027b5" target="_blank">the leading advocate and resource for the federal professional and technical services industry</a>."

The HRPA represents more than 360 corporations in the U.S., many of

them federal contractors, and describes itself as "the lead public

policy organization of chief human resource officers."

Both associations have taken strong stands in the media,

congressional testimony, and lobbying asserting that the EO is

unnecessary because, <a href="http://edworkforce.house.gov/uploadedfiles/soloway_testimony.pdf" target="_blank">according to the PSC</a>,

there is "no evidence of a widespread problem of pervasive, repeated or

willful violations of labor laws by federal contractors." In <a href="http://www.hrpolicy.org/downloads/2015/15-53_Comments_on_Blacklisting_EO.pdf" target="_blank">HRPA's words</a>, "The Order simply seeks to solve a problem that does not exist."

The <a href="http://edworkforce.house.gov/uploadedfiles/soloway_testimony.pdf" target="_blank">PSC concedes</a>

that there are "instances" where contractors have violated labor laws,

and some of these "may well have been intentional." But "the laws

involved are so complex and challenging to execute that many companies,

sometimes at the direction of the government itself, take actions that

result in honest mistakes." These "honest, administrative errors," the

PSC asserts, "make up the vast bulk of ‘violations.'" And existing

accountability mechanisms are more than sufficient to deal with cases

where there has been "nefarious intent."

Yet a closer look at the companies whose senior executives sit on <a href="http://www.pscouncil.org/i/a/Board_of_Directors_and_Executive_Committee/c/a/BoardofDirectorsandExecutiveCommittee1/Board_of_Directors.aspx?hkey=639baaac-4130-489b-9ad5-ecc35fd90bbc" target="blank">PSC's</a> and <a href="http://www.hrpolicy.org/about/board-of-directors" target="_blank">HRPA's</a>

Boards of Directors undermines these assertions. By CMD's count, at

least ten firms (or their subsidiaries) whose officials sit on these

boards have histories of labor law violations which would be reportable

under the EO, including numerous violations that occurred even after the

order was signed in July 2014.

<h2>Company Track Records Illustrate the Need for Change</h2>

Key examples of violations which would be reportable under the EO include:

DuPont (HR Policy Association Board): 4 workers died after a gas leak on November 15, 2014 at its LaPorte, Texas plant. OSHA <a href="https://www.osha.gov/pls/imis/establishment.inspection_detail?id=1008319.015" target="blank">cited</a> DuPont for 1 "Repeat" and 9 "Serious" violations and issued a fine of $99,000. A <a href="https://www.osha.gov/pls/imis/establishment.inspection_detail?id=1019650.015" target="blank">follow-up inspection</a>

in January 2015 found that DuPont continued to violate safety rules,

and OSHA fined the company an additional $273,000, and found 4

"Serious," 3 "Willful," and 1 "Repeat" violations. The LaPorte

violations are under contest by the company. Just months before the

LaPorte accident, a <a href="https://www.osha.gov/pls/oshaweb/owadisp.show_document?p_table=NEWS_RELEASES&p_id=27060" target="_blank">chemical leak</a>

from a tanker truck exposed workers to hazardous chemicals at DuPont

subsidiary DuPont Chamber Works' Deepwater, New Jersey plant. OSHA <a href="https://www.osha.gov/pls/imis/establishment.inspection_detail?id=977332.015" target="_blank">cited</a>

the company for 11 violations, including 8 "Serious" and 2 "Repeat"

violations and initial penalties of $120,300. The violations are under

contest by the company.

Honeywell (PSC & HR Policy Association Board):

Several Honeywell Inc. production facilities have each been cited for

serious violations over the last three years. At a Hopewell, VA plant,

the company was cited for 7 "Serious" violations in <a href="https://www.osha.gov/pls/imis/establishment.inspection_detail?id=316979269" target="blank">three</a> <a href="https://www.osha.gov/pls/imis/establishment.inspection_detail?id=1024985.015" target="blank">separate</a> <a href="https://www.osha.gov/pls/imis/establishment.inspection_detail?id=1046067.015" target="_blank">inspections</a>.

These violations are under contest by the company. The nearby

Chesterfield plant was cited for 1 "Serious" violation and 9

"Other-than- Serious" violations in <a href="https://www.osha.gov/pls/imis/establishment.inspection_detail?id=994185.015" target="blank">three</a> <a href="https://www.osha.gov/pls/imis/establishment.inspection_detail?id=994264.015" target="blank">separate</a> <a href="https://www.osha.gov/pls/imis/establishment.inspection_detail?id=317129252" target="_blank">inspections</a>.

Honeywell's Golden Valley, MN facility was cited for 6 "Serious"

violations in three separate inspections. A separate Golden Valley

facility owned by a Honeywell subsidiary, Honeywell Aerospace, was <a href="https://www.osha.gov/pls/imis/establishment.inspection_detail?id=317806297" target="blank">cited</a> for 1 "Serious" violation, as was a facility in <a href="https://www.osha.gov/pls/imis/establishment.inspection_detail?id=1055988.015" target="blank">Chickasaw, AL</a> owned by another Honeywell subsidiary, UOP.

BAE Systems (PSC Board): A worker drowned in an

April, 2013 incident at a Mobile, AL shipyard owned by a BAE Systems

subsidiary, BAE Systems Southeast Shipyard Alabama LLC, and OSHA

officials <a href="https://www.osha.gov/pls/imis/establishment.inspection_detail?id=899880.015" target="blank">cited the company for 1 "Serious" violation</a> and a $7,000 fine. In <a href="https://www.osha.gov/pls/imis/establishment.inspection_detail?id=982935.015" target="blank">two</a> <a href="https://www.osha.gov/pls/imis/establishment.inspection_detail?id=1074266.015" target="blank">inspections</a> since the incident, OSHA cited the Mobile shipyard for 3 additional "Serious" violations. Recently, in January 2015, OSHA <a href="https://www.osha.gov/pls/imis/establishment.inspection_detail?id=1019211.015" target="blank">cited</a>

BAE Systems in Norfolk, VA for 1 "Other than Serious" violation. Since

2013, another BAE subsidiary, BAE Systems Norfolk Ship Repair in

Norfolk, VA was cited for 1 "Serious" violation in each of <a href="https://www.osha.gov/pls/imis/establishment.inspection_detail?id=1070225.015" target="blank">two</a> <a href="https://www.osha.gov/pls/imis/establishment.inspection_detail?id=838723.015" target="blank">separate</a> inspections. Finally, another BAE subsidiary, BAE Systems Southeast Shipyard Jacksonville, in Jacksonville, FL was <a href="https://www.osha.gov/pls/imis/establishment.inspection_detail?id=1014200.015" target="blank">cited</a> for 1 "Serious" violation in a 2014 inspection, as were other subsidiaries in <a href="https://www.osha.gov/pls/imis/establishment.inspection_detail?id=987396.015" target="blank">Nashua, NH</a> and <a href="https://www.osha.gov/pls/imis/establishment.inspection_detail?id=1043029.015" target="_blank">Charleston, SC</a>.

AECOM (PSC Board): An employee of an AECOM

subsidiary, AECOM Technical Services Inc., was killed on March 30, 2015

when he was struck by a 1,200 foot pylon at a Sunoco site in Marcus

Hook, PA, and the AECOM subsidiary was <a href="https://www.osha.gov/pls/imis/establishment.inspection_detail?id=1050255.015" target="_blank">cited for 2</a>

"Serious" violations and a $14,000 penalty, the maximum allowed. The

case remains open, pending abatement of violations and penalty payment.

Another AECOM subsidiary, URS Federal Technical Services, was <a href="https://www.osha.gov/pls/imis/establishment.inspection_detail?id=1020632.015" target="_blank">cited for</a>

$62,900 in penalties and 18 "Serious" and 1 "Other-than-Serious"

violation of multiple OSHA standards following a January, 13, 2015

inspection at a Barstow, CA facility. These violations are being

contested by the company. AECOM subsidiary Cleveland Wrecking Company

has been cited for multiple violations since an employee died in a 2012

accident in Bakersfield, CA in which the company was <a href="https://www.osha.gov/pls/imis/establishment.inspection_detail?id=314829680" target="blank">cited </a>by CalOSHA for 1 "Serious" and 4 "Other-than-Serious" violations and fined $12,250. Subsequently, it was <a href="https://www.osha.gov/pls/imis/establishment.inspection_detail?id=316817246" target="blank">cited for 1</a> "Serious" and 2 "Other-than-Serious" citations at a site in Antioch, CA and <a href="https://www.osha.gov/pls/imis/establishment.inspection_detail?id=1015296.015" target="_blank">for 2</a> "Other-than-Serious" citations at a site in San Diego, CA....

==<a href="http://www.prwatch.org/news/2016/01/13026/dupont-rakes-federal-dollars-despite-history-hazards">http://www.prwatch.org/news/2016/01/13026/dupont-rakes-federal-dollars-despite-history-hazards</a>Four

workers were tragically killed when an insecticide leaked into a

building at DuPont's LaPorte, Texas plant in November 2014. After two

workers were overcome by toxic fumes, another responded to a distress

call and was overwhelmed. His brother, too, died attempting to aid the

fallen. Three others were injured.

OSHA officials blasted DuPont in the strongest terms, <a href="http://www.texastribune.org/2015/05/23/osha-chief-fine-deadly-dupont-leak-petty-cash/" target="_blank">stating</a>

those who died "would be alive today, had their employer taken steps to

protect them." Yet, just months later, the same plant was cited by OSHA

for even more safety violations. Now, DuPont—which with its

subsidiaries has held multiple <a href="https://www.usaspending.gov/Pages/AdvancedSearch.aspx?sub=y&ST=C&FY=2015,2014,2013&A=0&SS=USA&k=001315704" target="blank">federal</a> <a href="http://www.prweb.com/releases/dupont-protection-tech/nomex-defense-logistics/prweb12392141.htm" target="blank">contracts</a>

over recent years totaling millions of dollars—is part of a corporate

coalition trying to block rules that would ensure federal contractors

abide by health, safety, and labor laws.

President Obama's <a href="https://www.whitehouse.gov/the-press-office/2014/07/31/executive-order-fair-pay-and-safe-workplaces" target="_blank">Fair Pay and Safe Workplaces Executive Order</a>

aims to protect hard-working Americans by requiring companies with an

ongoing history of violating safety and labor standards to clean up

their acts and comply with federal health and safety laws before being

rewarded with taxpayer dollars. DuPont and its subsidiaries, whose

history of <a href="https://www.osha.gov/pls/imis/establishment.inspection_detail?id=1070309.015&id=1061000.015&id=1059112.015&id=1019650.015&id=1008319.015&id=1006627.015&id=977332.015&id=977053.015&id=317257467&id=918904.015&id=848883.015#1019650.015" target="blank">OSHA</a> <a href="https://www.osha.gov/pls/imis/establishment.inspection_detail?id=1041794.015&id=1006772.015&id=954514.015" target="blank">violations</a>

as of January 2016 includes dozens of "Serious" citations, multiple

"Repeat" and "Willful" citations, and more than $500,000 in penalties

since 2013, are exhibiting exactly the type of behavior the new rules

were created to discourage.

With millions in federal contracts at stake, federal contractors <a href="http://www.prwatch.org/news/2016/02/13041/federal-contractors-osha-violators-battle-new-rules" target="_blank">have pushed back hard</a>

against the new rules through little-known trade organizations like the

Human Resources Policy Association (HRPA), which has attacked the

executive order in congressional testimony, media statements, and

lobbying efforts. A DuPont executive sits on HRPA's board of directors.

HRPA <a href="http://www.hrpolicy.org/downloads/2015/Blacklisting%20EO%20Policy%20Brief.pdf" target="_blank">complains</a>

that holding regular OSHA violators to account is an effort to "create a

black list" and "intimidate companies." The organization also <a href="http://www.hrpolicy.org/downloads/2015/15-53_Comments_on_Blacklisting_EO.pdf" target="_blank">claims</a>

that the rules "seek to solve a problem that does not exist" as its

member companies "have a long standing commitment to complying with all

federal and state employment and labor laws."

But as the records of DuPont and its subsidiaries show, pervasive safety problems with federal contractors are all too real.

<h2>Four Tragic Deaths Follow "Serious Failures" by DuPont</h2>

On November 15,2014, operator Crystal Rae Wise <a href="http://www.texastribune.org/2015/05/23/osha-chief-fine-deadly-dupont-leak-petty-cash/" target="_blank">collapsed</a>

when 20,000 pounds of gaseous methyl mercaptan, a gas used in

insecticide production, leaked into the enclosed space where she was

working at the the LaPorte chemical plant. Other employees were killed

and injured by the toxic fumes in the building trying to rescue her and

each other. OSHA documented what went wrong in a <a href="https://www.youtube.com/watch?v=YjVOJUrhrJM">training film.</a>

OSHA issued DuPont one "Repeat" violation and nine "Serious" violations for what it called "<a href="https://www.osha.gov/pls/oshaweb/owadisp.show_document?p_table=NEWS_RELEASES&p_id=27981" target="_blank">serious failures</a>,"

including failing to train its employees properly, along with a $99,000

fine. Investigators found a "Repeat" violation because the company

didn't teach the employees how to use the plant's ventilation system.

OSHA had found similar problems involving inspection and training

failures following the death of a DuPont worker at its Belle, West

Virginia plant in 2010.

"Four people lost their lives and their families lost loved ones

because DuPont did not have proper safety procedures in place,"

Assistant Secretary of Labor for Occupational Safety and Health Dr.

David Michaels <a href="https://www.osha.gov/newsrelease/reg6-20150514.html" target="_blank">said</a> of the horrific incident at the LaPorte plant, but the violations are being contested by the company.

The same plant <a href="https://www.osha.gov/pls/imis/establishment.inspection_detail?id=1019650.015" target="blank">was inspected</a> again in January 2015. DuPont, which <a href="http://s2.q4cdn.com/752917794/files/doc_financials/2014/5-Annual-Report-Form-10-K_v001_k98y7h.pdf" target="blank">chalked up</a> $34.7 billion in annual revenues and <a href="http://s2.q4cdn.com/752917794/files/doc_financials/2014/DEFC14A-Definitive-Proxy-Statement.pdf">paid</a>

its CEO Ellen Kullman $14.3 million in 2014, had failed to clean up its

act, so OSHA enrolled the company in its "Severe Violator Enforcement

Program."

"We have concerns about the safety culture," Dr. Michaels <a href="http://www.texastribune.org/2015/05/23/osha-chief-fine-deadly-dupont-leak-petty-cash/" target="_blank">told</a> the Texas Tribune

in July 2015 as OSHA issued another 4 "Serious," 3 "Willful," and 1

"Repeat" violation, and $273,000 in penalties on top of those issued in

"We expect chemical facilities where highly toxic materials are

used to have a culture that focuses on ensuring worker protection. It

appears to have broken down." These penalties are also being contested.

<h2>History of Dangerous Violations</h2>
=
<div>
</div><div>hmmn, freakonomics:</div><div><ul style="margin: 0px 0px 20px -12px; padding: 0px; outline: 0px none; list-style: outside none none; font-size: 15px; line-height: 20px; text-align: justify; background-color: rgb(255, 255, 255);"><li style="margin: 0px 0px 15px 30px; padding: 0px; outline: 0px; list-style: disc;">Levitt is a <a href="http://www.harrywalker.com/speaker/Steven-Levitt-ovations.cfm?Spea_ID=816" style="text-decoration: none; font-weight: bold; color: red; outline: 0px; margin: 0px; padding: 0px;">paid corporate speaker regularly hired</a> by investment banks, financial services companies, venture capital firms as well as various anti-labor "human resource" outfits. One corporate union-busting association, the Society for Human Resource Management (SHRM), gushed over<a href="http://www.harrywalker.com/speaker/Steven-Levitt-ovations.cfm?Spea_ID=816" style="text-decoration: none; font-weight: bold; color: red; outline: 0px; margin: 0px; padding: 0px;"> Levitt's performance</a>: "We received numerous compliments about your remarks from our attendees, well over 500 participants . . . We applaud the valuable work that you are doing." Recently, SHRM opposed legislation that would have made it easier for workers to join union and lobbied to defeat a law that would have protected women against gender-based wage discrimination.</li></ul></div><div>=</div><div>wikifluff</div><div>
</div><div>Society for Human Resource Management (SHRM) is a professional <a href="https://en.wikipedia.org/wiki/Human_resources" title="Human resources" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">human resources</a> membership association headquartered in <a href="https://en.wikipedia.org/wiki/Alexandria,Virginia" title="Alexandria, Virginia" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">Alexandria, Virginia</a>. The largest association in its field, SHRM promotes the role of HR as a profession and provides education, certification, and networking to its members, while lobbying <a href="https://en.wikipedia.org/wiki/Congress" title="Congress" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">Congress</a> on issues pertinent to labor management.<div id="toc" class="toc" style="border: 1px solid rgb(170, 170, 170); padding: 7px; font-size: 13.3000001907349px; display: table; zoom: 1; color: rgb(37, 37, 37); background-color: rgb(249, 249, 249);"><div id="toctitle" style="direction: ltr; text-align: center;"><h2 style="color: black; margin: 1em 0px 0.25em; overflow: hidden; padding: 0px; border: none; font-size: 13.3000001907349px; display: inline; line-height: 1.3; background: none;">Contents</h2>  [<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#" id="togglelink" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">hide</a>] </div><ul style="list-style-type: none; margin: 0.3em 0px; padding: 0px; list-style-image: none;"><li class="toclevel-1 tocsection-1" style="margin-bottom: 0.1em;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#History" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">1 History</a></li><li class="toclevel-1 tocsection-2" style="margin-bottom: 0.1em;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#Research" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">2 Research</a></li><li class="toclevel-1 tocsection-3" style="margin-bottom: 0.1em;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#Lobbying_activity" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">3 Lobbying activity</a></li><li class="toclevel-1 tocsection-4" style="margin-bottom: 0.1em;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#Conferences" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">4 Conferences</a></li><li class="toclevel-1 tocsection-5" style="margin-bottom: 0.1em;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#Continuing_education" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">5 Continuing education</a></li><li class="toclevel-1 tocsection-6" style="margin-bottom: 0.1em;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#Publications_and_services" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">6 Publications and services</a></li><li class="toclevel-1 tocsection-7" style="margin-bottom: 0.1em;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#Affiliates" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">7 Affiliates</a></li><li class="toclevel-1 tocsection-8" style="margin-bottom: 0.1em;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#Partnerships" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">8 Partnerships</a></li><li class="toclevel-1 tocsection-9" style="margin-bottom: 0.1em;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#Student_programs" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">9 Student programs</a></li><li class="toclevel-1 tocsection-10" style="margin-bottom: 0.1em;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#See_also" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">10 See also</a></li><li class="toclevel-1 tocsection-11" style="margin-bottom: 0.1em;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#References" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">11 References</a></li><li class="toclevel-1 tocsection-12" style="margin-bottom: 0.1em;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#External_links" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">12 External links</a></li></ul></div><h2 style="font-weight: normal; margin: 1em 0px 0.25em; overflow: hidden; padding: 0px; border-bottom: 1px solid rgb(170, 170, 170); line-height: 1.3; background: rgb(255, 255, 255) none repeat scroll 0% 0%;">History[<a href="https://en.wikipedia.org/w/index.php?title=Society_for_Human_Resource_Management&action=edit&section=1" title="Edit section: History" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">edit</a>]</h2>Founded in 1948 as the American Society for Personnel Administration (ASPA), the organization operated on a volunteer basis until 1964, when it established headquarters in <a href="https://en.wikipedia.org/wiki/Berea,Ohio" title="Berea, Ohio" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">Berea, Ohio</a>, and began hiring staff members. In 1984, the headquarters was moved to Alexandria, Va., and in 1989, the organization changed its name to the Society for Human Resource Management.<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-1" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[1]</a>SHRM was ranked the ninth largest association<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-2" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[2]</a> in the <a href="https://en.wikipedia.org/wiki/United_States" title="United States" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">United States</a> based on revenue. The association has more than 575 chapters in the United States and around the world, which provide certification and networking opportunities for members. In April 2014, SHRM opened an office in<a href="https://en.wikipedia.org/wiki/Sacramento,California" title="Sacramento, California" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">Sacramento, California</a>.<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-3" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[3]</a>SHRM has over 450 staff members and over 275,000 members in 140 countries.<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-4" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[4]</a> SHRM has subsidiary offices in <a href="https://en.wikipedia.org/wiki/China" title="China" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">China</a>, <a href="https://en.wikipedia.org/wiki/India" title="India" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">India</a> and <a href="https://en.wikipedia.org/wiki/United_Arab_Emirates" title="United Arab Emirates" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">United Arab Emirates</a>. The current President and Chief Executive Officer is Henry G. (Hank) Jackson.<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-5" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[5]</a><h2 style="font-weight: normal; margin: 1em 0px 0.25em; overflow: hidden; padding: 0px; border-bottom: 1px solid rgb(170, 170, 170); line-height: 1.3; background: rgb(255, 255, 255) none repeat scroll 0% 0%;">Research[<a href="https://en.wikipedia.org/w/index.php?title=Society_for_Human_Resource_Management&action=edit&section=2" title="Edit section: Research" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">edit</a>]</h2>SHRM's Survey Research Center<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-6" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[6]</a> produces original research on emerging workplace issues and their implications for the HR professional and business leaders. Among its research surveys are the annual Employee Benefits Survey<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-7" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[7]</a> and Employee Job Satisfaction and Engagement Survey<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-8" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[8]</a> and the monthly Leading Indicators of National Employment (LINE) report.<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-9" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[9]</a> In addition to producing surveys in house, SHRM conducts Customized Research Services for organizations.<h2 style="font-weight: normal; margin: 1em 0px 0.25em; overflow: hidden; padding: 0px; border-bottom: 1px solid rgb(170, 170, 170); line-height: 1.3; background: rgb(255, 255, 255) none repeat scroll 0% 0%;">Lobbying activity[<a href="https://en.wikipedia.org/w/index.php?title=Society_for_Human_Resource_Management&action=edit&section=3" title="Edit section: Lobbying activity" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">edit</a>]</h2>SHRM is involved in lobbying governmental bodies regarding workplace law and industry practice. For example, in April 2008, SHRM announced in a press release that its representatives had appeared before the <a href="https://en.wikipedia.org/wiki/US_Senate" title="US Senate" class="mw-redirect" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">US Senate</a> to petition for changes in the administration of the <a href="https://en.wikipedia.org/wiki/Family_and_Medical_Leave_Act" title="Family and Medical Leave Act" class="mw-redirect" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">Family and Medical Leave Act</a>.<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-10" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[10]</a>Additionally, the organization announced in the November 2003 issue of its HR Magazine that it had submitted a position paper to the <a href="https://en.wikipedia.org/wiki/Equal_Employment_Opportunity_Commission" title="Equal Employment Opportunity Commission" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">Equal Employment Opportunity Commission</a> suggesting factors the agency should consider when determining how to amend the definition of the term "job applicant" for the purposes of record keeping required by companies in order to comply with affirmative action and anti-discrimination laws.<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-11" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[11]</a>In 2003, SHRM conducted an e-mail survey of its members intended to gauge the effectiveness of the <a href="https://en.wikipedia.org/wiki/Equal_Employment_Opportunity_Commission" title="Equal Employment Opportunity Commission" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">Equal Employment Opportunity Commission</a>(EEOC), and provide feedback on how the commission could improve its operations. It presented the results of this survey to the EEOC at a meeting on September 8, 2003.<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-12" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[12]</a>In November 2006, the Office of Disability Employment Policy (ODEP) of the <a href="https://en.wikipedia.org/wiki/U.S.Department_of_Labor" title="U.S. Department of Labor" class="mw-redirect" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">U.S. Department of Labor</a> established an alliance with SHRM to encourage and promote the employment of people with disabilities.<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-13" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[13]</a><h2 style="font-weight: normal; margin: 1em 0px 0.25em; overflow: hidden; padding: 0px; border-bottom: 1px solid rgb(170, 170, 170); line-height: 1.3; background: rgb(255, 255, 255) none repeat scroll 0% 0%;">Conferences[<a href="https://en.wikipedia.org/w/index.php?title=Society_for_Human_Resource_Management&action=edit&section=4" title="Edit section: Conferences" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">edit</a>]</h2>SHRM holds an Annual Conference each June as well as smaller conferences and regional student conferences throughout the year. Individual state conferences are organized independently by SHRM's state councils.<div class="thumb tright" style="clear: right; float: right; margin: 0.5em 0px 1.3em 1.4em; width: auto; color: rgb(37, 37, 37); font-size: 14px; line-height: 22.3999996185303px; background-color: rgb(255, 255, 255);"><div class="thumbinner" style="min-width: 100px; border: 1px solid rgb(204, 204, 204); padding: 3px; font-size: 13.1599998474121px; text-align: center; overflow: hidden; width: 222px; background-color: rgb(249, 249, 249);"><a href="https://en.wikipedia.org/wiki/File:2014_SHRM_Annual_Conference_and_Exposition.JPG" class="image" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><img alt="" src="https://upload.wikimedia.org/wikipedia/commons/thumb/e/e0/2014_SHRM_Annual_Conference_and_Exposition.JPG/220px-2014_SHRM_Annual_Conference_and_Exposition.JPG" class="thumbimage" srcset="//upload.wikimedia.org/wikipedia/commons/thumb/e/e0/2014_SHRM_Annual_Conference_and_Exposition.JPG/330px-2014_SHRM_Annual_Conference_and_Exposition.JPG 1.5x, //upload.wikimedia.org/wikipedia/commons/thumb/e/e0/2014_SHRM_Annual_Conference_and_Exposition.JPG/440px-2014_SHRM_Annual_Conference_and_Exposition.JPG 2x" data-file-width="4608" data-file-height="3072" style="border: 1px solid rgb(204, 204, 204); vertical-align: middle; background-color: rgb(255, 255, 255);" height="147" width="220" /></a><div class="thumbcaption" style="border: none; line-height: 1.4em; padding: 3px; font-size: 12.370400428772px; text-align: left;"><a href="https://en.wikipedia.org/wiki/File:2014_SHRM_Annual_Conference_and_Exposition.JPG" class="internal" title="Enlarge" style="text-decoration: none; color: rgb(11, 0, 128); display: block; text-indent: 15px; white-space: nowrap; overflow: hidden; width: 15px; height: 11px; -webkit-user-select: none; background: linear-gradient(transparent, transparent), url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%20standalone%3D%22no%22%3F%3E%0A%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20viewBox%3D%220%200%2011%2015%22%20width%3D%2215%22%20height%3D%2211%22%3E%0A%20%20%20%20%3Cg%20id%3D%22magnify-clip%22%20fill%3D%22%23fff%22%20stroke%3D%22%23000%22%3E%0A%20%20%20%20%20%20%20%20%3Cpath%20id%3D%22bigbox%22%20d%3D%22M1.509%201.865h10.99v7.919h-10.99z%22%2F%3E%0A%20%20%20%20%20%20%20%20%3Cpath%20id%3D%22smallbox%22%20d%3D%22M-1.499%206.868h5.943v4.904h-5.943z%22%2F%3E%0A%20%20%20%20%3C%2Fg%3E%0A%3C%2Fsvg%3E%0A);">The 2014 SHRM Annual Conference & Exposition took place at Orlando’s </a><a href="https://en.wikipedia.org/wiki/Orange_County_Convention_Center" title="Orange County Convention Center" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">Orange County Convention Center</a>.</div></div></div>SHRM's national conferences include:<ul style="margin: 0.3em 0px 0px 1.6em; padding: 0px; list-style-image: url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%0A%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20version%3D%221.1%22%20width%3D%225%22%20height%3D%2213%22%3E%0A%3Ccircle%20cx%3D%222.5%22%20cy%3D%229.5%22%20r%3D%222.5%22%20fill%3D%22%2300528c%22%2F%3E%0A%3C%2Fsvg%3E%0A); color: rgb(37, 37, 37); font-size: 14px; line-height: 22.3999996185303px; background-color: rgb(255, 255, 255);"><li style="margin-bottom: 0.1em;">The Annual Conference & Exposition<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-14" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[14]</a> held in June is SHRM's largest conference, with more than 13,000 attendees.<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-15" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[15]</a></li><li style="margin-bottom: 0.1em;">The Employment Law & Legislative Conference<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-16" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[16]</a> is held in <a href="https://en.wikipedia.org/wiki/Washington,D.C." title="Washington, D.C." style="text-decoration: none; color: rgb(11, 0, 128); background: none;">Washington, D.C.</a> every March, covering topics about employment law and legislation that impact the workplace.</li><li style="margin-bottom: 0.1em;">The Talent Management Conference & Exposition<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-17" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[17]</a> is held in April, for recruiters, HR generalists, and managers with recruiting responsibilities.</li><li style="margin-bottom: 0.1em;">The Emerging LEAD(HR) Conference<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-18" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[18]</a> held in the fall provides education and development for midlevel HR professionals interested in transitioning into leadership roles.</li><li style="margin-bottom: 0.1em;">The Diversity & Inclusion Conference & Exposition<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-19" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[19]</a> in October is for HR professionals seeking to develop strategies that promote diversity in the workplace.</li></ul><h2 style="font-weight: normal; margin: 1em 0px 0.25em; overflow: hidden; padding: 0px; border-bottom: 1px solid rgb(170, 170, 170); line-height: 1.3; background: rgb(255, 255, 255) none repeat scroll 0% 0%;">Continuing education[<a href="https://en.wikipedia.org/w/index.php?title=Society_for_Human_Resource_Management&action=edit&section=5" title="Edit section: Continuing education" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">edit</a>]</h2><ul style="margin: 0.3em 0px 0px 1.6em; padding: 0px; list-style-image: url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%0A%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20version%3D%221.1%22%20width%3D%225%22%20height%3D%2213%22%3E%0A%3Ccircle%20cx%3D%222.5%22%20cy%3D%229.5%22%20r%3D%222.5%22%20fill%3D%22%2300528c%22%2F%3E%0A%3C%2Fsvg%3E%0A); color: rgb(37, 37, 37); font-size: 14px; line-height: 22.3999996185303px; background-color: rgb(255, 255, 255);"><li style="margin-bottom: 0.1em;">Online courses: Starting in 2003, SHRM created online courses for its members. More than 200 courses are available, with certificates of completion.<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-20" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[20]</a></li><li style="margin-bottom: 0.1em;">Seminars: Online seminars are also available to SHRM members.</li><li style="margin-bottom: 0.1em;">Certification: In 2014, SHRM announced its competency-based certifications.<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-21" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[21]</a> These include the SHRM Certified Professional (SHRM-CP) and the SHRM Senior Certified Professional (SHRM-SCP).<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-22" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[22]</a></li></ul>In 2009, through its relationships with both the <a href="https://en.wikipedia.org/wiki/American_National_Standards_Institute" title="American National Standards Institute" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">American National Standards Institute</a> (ANSI) and the <a href="https://en.wikipedia.org/wiki/International_Organization_for_Standardization" title="International Organization for Standardization" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">International Organization for Standardization</a>(<a href="https://en.wikipedia.org/wiki/ISO" title="ISO" class="mw-redirect" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">ISO</a>), SHRM established professional HR standards in the United States and around the globe.<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-23" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[23]</a><h2 style="font-weight: normal; margin: 1em 0px 0.25em; overflow: hidden; padding: 0px; border-bottom: 1px solid rgb(170, 170, 170); line-height: 1.3; background: rgb(255, 255, 255) none repeat scroll 0% 0%;">Publications and services[<a href="https://en.wikipedia.org/w/index.php?title=Society_for_Human_Resource_Management&action=edit&section=6" title="Edit section: Publications and services" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">edit</a>]</h2>HR Magazine,<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-24" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[24]</a> SHRM's largest publication, provides news, features and analysis of topics targeted at HR professionals.The SHRM website is updated daily with original reporting, providing news on workplace, workforce and HR topics.<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-25" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[25]</a>SHRM also produces general and topic-focused newsletters<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-26" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[26]</a> including: HR Week, California Employment Law, Compensation & Benefits, Diversity, Employee Relations & Engagement, Global HR, HR Job Seekers, HR Technology, and several others.The HR Knowledge Center<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-27" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[27]</a> is a Question & Answer phone call and email service available to members.In 2010, SHRM introduced WeKnowNext.com,<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-28" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[28]</a> a website for business executives, policymakers and human resource leaders to discuss trends that are shaping the HR industry. The site includes a blog<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-29" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[29]</a> and hosts a weekly Twitter chat (#NextChat).<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-30" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[30]</a><h2 style="font-weight: normal; margin: 1em 0px 0.25em; overflow: hidden; padding: 0px; border-bottom: 1px solid rgb(170, 170, 170); line-height: 1.3; background: rgb(255, 255, 255) none repeat scroll 0% 0%;">Affiliates[<a href="https://en.wikipedia.org/w/index.php?title=Society_for_Human_Resource_Management&action=edit&section=7" title="Edit section: Affiliates" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">edit</a>]</h2><ul style="margin: 0.3em 0px 0px 1.6em; padding: 0px; list-style-image: url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%0A%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20version%3D%221.1%22%20width%3D%225%22%20height%3D%2213%22%3E%0A%3Ccircle%20cx%3D%222.5%22%20cy%3D%229.5%22%20r%3D%222.5%22%20fill%3D%22%2300528c%22%2F%3E%0A%3C%2Fsvg%3E%0A); color: rgb(37, 37, 37); font-size: 14px; line-height: 22.3999996185303px; background-color: rgb(255, 255, 255);"><li style="margin-bottom: 0.1em;">The SHRM Foundation<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-31" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[31]</a> is a nonprofit affiliate of SHRM and aims to provide thought leadership, educational support, sponsorships and evidence-based research.<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-32" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[32]</a></li><li style="margin-bottom: 0.1em;">SHRM India's<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-33" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[33]</a> mission is to exchange U.S. and global thinking with the HR profession in India.<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-34" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[34]</a></li><li style="margin-bottom: 0.1em;">Council for Global Immigration (CFGI),<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-35" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[35]</a> previously known as the American Council on International Personnel, works to advance employment-based immigration of educated professionals.</li><li style="margin-bottom: 0.1em;">HR People & Strategy (HRPS)<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-36" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[36]</a> works with SHRM to provide information, resources and dual-membership opportunities for SHRM and HRPS members.<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-37" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[37]</a></li></ul><h2 style="font-weight: normal; margin: 1em 0px 0.25em; overflow: hidden; padding: 0px; border-bottom: 1px solid rgb(170, 170, 170); line-height: 1.3; background: rgb(255, 255, 255) none repeat scroll 0% 0%;">Partnerships[<a href="https://en.wikipedia.org/w/index.php?title=Society_for_Human_Resource_Management&action=edit&section=8" title="Edit section: Partnerships" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">edit</a>]</h2>SHRM has held a relationship with <a href="https://en.wikipedia.org/wiki/AARP" title="AARP" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">AARP</a><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-38" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[38]</a> since 2010 to raise awareness of issues facing older workers. SHRM co-sponsored AARP's 2013 Best Employers for Workers over 50 award<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-39" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[39]</a> in addition to its Workforce Assessment Tool,<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-40" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[40]</a> which helped HR professionals assess how the retiring<a href="https://en.wikipedia.org/wiki/Baby_Boomer" title="Baby Boomer" class="mw-redirect" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">Baby Boomer</a> generation will affect their respective companies.Also in 2010, SHRM partnered with <a href="https://en.wikipedia.org/wiki/Employer_Support_of_the_Guard_and_Reserve" title="Employer Support of the Guard and Reserve" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">Employer Support of the Guard and Reserve</a> to find solutions to the high unemployment rate among military veterans.In 2011, SHRM joined the Families and Work Institute (FWI)<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-41" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[41]</a> in educating HR professionals, employers and employees on the value of flexible work arrangements.<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-42" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[42]</a> For the partnership's When Work Works Initiative,<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-43" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[43]</a> SHRM created a toolkit<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-44" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[44]</a> that provides individuals with the tools needed to build support for workplace flexibility in their communities and organizations. FWI and SHRM award approximately 300 employers from across the country with workplace flexibility awards.<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-45" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[45]</a><h2 style="font-weight: normal; margin: 1em 0px 0.25em; overflow: hidden; padding: 0px; border-bottom: 1px solid rgb(170, 170, 170); line-height: 1.3; background: rgb(255, 255, 255) none repeat scroll 0% 0%;">Student programs[<a href="https://en.wikipedia.org/w/index.php?title=Society_for_Human_Resource_Management&action=edit&section=9" title="Edit section: Student programs" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">edit</a>]</h2>The SHRM Student Program<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-46" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[46]</a> was created in 1965 to promote interaction between human resource management students and practitioners. The program includes over 450 affiliated student chapters and more than 18,000 student members. SHRM holds five regional student conferences each year and one annual event, which is part of the SHRM Annual Conference & Exposition.<a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_note-47" style="text-decoration: none; color: rgb(11, 0, 128); white-space: nowrap; background: none;">[47]</a><h2 style="font-weight: normal; margin: 1em 0px 0.25em; overflow: hidden; padding: 0px; border-bottom: 1px solid rgb(170, 170, 170); line-height: 1.3; background: rgb(255, 255, 255) none repeat scroll 0% 0%;">See also[<a href="https://en.wikipedia.org/w/index.php?title=Society_for_Human_Resource_Management&action=edit&section=10" title="Edit section: See also" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">edit</a>]</h2><div class="noprint portal tright" style="clear: right; float: right; margin: 0.5em 0px 0.5em 1em; color: rgb(37, 37, 37); font-size: 14px; line-height: 22.3999996185303px; border: 1px solid rgb(170, 170, 170); background-color: rgb(255, 255, 255);"><table style="font-size: 11.8999996185303px; line-height: 13.0900001525879px; max-width: 175px; background: rgb(249, 249, 249);"><tbody><tr style="vertical-align: middle;"><td style="text-align: center;"><a href="https://en.wikipedia.org/wiki/File:Emblem-money.svg" class="image" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><img alt="Portal icon" src="https://upload.wikimedia.org/wikipedia/commons/thumb/f/f3/Emblem-money.svg/28px-Emblem-money.svg.png" class="noviewer" srcset="//upload.wikimedia.org/wikipedia/commons/thumb/f/f3/Emblem-money.svg/42px-Emblem-money.svg.png 1.5x, //upload.wikimedia.org/wikipedia/commons/thumb/f/f3/Emblem-money.svg/56px-Emblem-money.svg.png 2x" data-file-width="48" data-file-height="48" style="border: none; vertical-align: middle;" height="28" width="28" /></a></td><td style="padding: 0px 0.2em; vertical-align: middle; font-style: italic; font-weight: bold;"><a href="https://en.wikipedia.org/wiki/Portal:Business_and_economics" title="Portal:Business and economics" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">Business and economics portal</a></td></tr><tr style="vertical-align: middle;"><td style="text-align: center;"><a href="https://en.wikipedia.org/wiki/File:Nuvola_apps_bookcase.svg" class="image" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><img alt="Portal icon" src="https://upload.wikimedia.org/wikipedia/commons/thumb/a/a5/Nuvola_apps_bookcase.svg/28px-Nuvola_apps_bookcase.svg.png" class="noviewer" srcset="//upload.wikimedia.org/wikipedia/commons/thumb/a/a5/Nuvola_apps_bookcase.svg/42px-Nuvola_apps_bookcase.svg.png 1.5x, //upload.wikimedia.org/wikipedia/commons/thumb/a/a5/Nuvola_apps_bookcase.svg/56px-Nuvola_apps_bookcase.svg.png 2x" data-file-width="128" data-file-height="128" style="border: none; vertical-align: middle;" height="28" width="28" /></a></td><td style="padding: 0px 0.2em; vertical-align: middle; font-style: italic; font-weight: bold;"><a href="https://en.wikipedia.org/wiki/Portal:Education" title="Portal:Education" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">Education portal</a></td></tr><tr style="vertical-align: middle;"><td style="text-align: center;"><a href="https://en.wikipedia.org/wiki/File:Syndicalism.svg" class="image" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><img alt="Portal icon" src="https://upload.wikimedia.org/wikipedia/commons/thumb/d/d5/Syndicalism.svg/28px-Syndicalism.svg.png" class="noviewer" srcset="//upload.wikimedia.org/wikipedia/commons/thumb/d/d5/Syndicalism.svg/42px-Syndicalism.svg.png 1.5x, //upload.wikimedia.org/wikipedia/commons/thumb/d/d5/Syndicalism.svg/56px-Syndicalism.svg.png 2x" data-file-width="512" data-file-height="512" style="border: none; vertical-align: middle;" height="28" width="28" /></a></td><td style="padding: 0px 0.2em; vertical-align: middle; font-style: italic; font-weight: bold;"><a href="https://en.wikipedia.org/wiki/Portal:Organized_Labor" title="Portal:Organized Labor" class="mw-redirect" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">Organized Labor portal</a></td></tr></tbody></table></div><ul style="margin: 0.3em 0px 0px 1.6em; padding: 0px; list-style-image: url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%0A%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20version%3D%221.1%22%20width%3D%225%22%20height%3D%2213%22%3E%0A%3Ccircle%20cx%3D%222.5%22%20cy%3D%229.5%22%20r%3D%222.5%22%20fill%3D%22%2300528c%22%2F%3E%0A%3C%2Fsvg%3E%0A); color: rgb(37, 37, 37); font-size: 14px; line-height: 22.3999996185303px; background-color: rgb(255, 255, 255);"><li style="margin-bottom: 0.1em;"><a href="https://en.wikipedia.org/wiki/List_of_human_resource_management_associations" title="List of human resource management associations" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">List of human resource management associations</a></li></ul><h2 style="font-weight: normal; margin: 1em 0px 0.25em; overflow: hidden; padding: 0px; border-bottom: 1px solid rgb(170, 170, 170); line-height: 1.3; background: rgb(255, 255, 255) none repeat scroll 0% 0%;">References[<a href="https://en.wikipedia.org/w/index.php?title=Society_for_Human_Resource_Management&action=edit&section=11" title="Edit section: References" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">edit</a>]</h2><div class="reflist columns references-column-count references-column-count-2" style="font-size: 12.6000003814697px; margin-bottom: 0.5em; margin-top: 0.3em; color: rgb(37, 37, 37); -webkit-column-count: 2; list-style-type: decimal; background-color: rgb(255, 255, 255);"><ol class="references" style="margin: 0px 0px 0.5em 3.2em; padding: 0px; list-style-image: none; font-size: 12.6000003814697px; list-style-type: inherit;"><li id="cite_note-1" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-1" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://www.shrm.org/about/history/pages/default.aspx/" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"SHRM History"</a>. SHRM.org. Retrieved 4 December2013.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=SHRM+History&rft.genre=article&rft_id=http%3A%2F%2Fwww.shrm.org%2Fabout%2Fhistory%2Fpages%2Fdefault.aspx%2F&rft.jtitle=SHRM.org&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-2" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-2" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://www.bizjournals.com/washington/news/2010/11/01/top-of-the-list-associations.html?page=all" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"Associations Ranked by Revenue"</a>. Washington Business Journal. Retrieved 2010.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=Associations+Ranked+by+Revenue&rft.genre=article&rft_id=http%3A%2F%2Fwww.bizjournals.com%2Fwashington%2Fnews%2F2010%2F11%2F01%2Ftop-of-the-list-associations.html%3Fpage%3Dall&rft.jtitle=Washington+Business+Journal&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-3" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-3" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://www.bizjournals.com/sacramento/news/2013/12/06/society-human-resource-management-office.html?page=all" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"California SHRM"</a>. Sacramento Business Journal. Retrieved December 2013.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=California+SHRM&rft.genre=article&rft_id=http%3A%2F%2Fwww.bizjournals.com%2Fsacramento%2Fnews%2F2013%2F12%2F06%2Fsociety-human-resource-management-office.html%3Fpage%3Dall&rft.jtitle=Sacramento+Business+Journal&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-4" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-4" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://www.shrm.org/about/pressroom/PressReleases/Pages/2013StateofSociety.aspx" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"About SHRM"</a>. SHRM.org. Retrieved 25 November2013.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=About+SHRM&rft.genre=article&rft_id=http%3A%2F%2Fwww.shrm.org%2Fabout%2Fpressroom%2FPressReleases%2FPages%2F2013StateofSociety.aspx&rft.jtitle=SHRM.org&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-5" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-5" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://www.tlnt.com/2011/06/26/hank-jackson-named-shrms-new-ceo/" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"Henry G. Jackson Bio"</a>. TLNT.com. Retrieved26 June 2011.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=Henry+G.+Jackson+Bio&rft.genre=article&rft_id=http%3A%2F%2Fwww.tlnt.com%2F2011%2F06%2F26%2Fhank-jackson-named-shrms-new-ceo%2F&rft.jtitle=TLNT.com&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-6" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-6" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://www.shrm.org/RESEARCH/Pages/default.aspx" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"Research"</a>. SHRM.org. Retrieved 13 December2013.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=Research&rft.genre=article&rft_id=http%3A%2F%2Fwww.shrm.org%2FRESEARCH%2FPages%2Fdefault.aspx&rft.jtitle=SHRM.org&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-7" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-7" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://finance.yahoo.com/news/workplace-benefits-disappearing-131819834.html/" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"Employee Benefits Survey"</a>. Yahoo! Finance. Retrieved 28 July 2014.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=Employee+Benefits+Survey&rft.genre=article&rft_id=http%3A%2F%2Ffinance.yahoo.com%2Fnews%2Fworkplace-benefits-disappearing-131819834.html%2F&rft.jtitle=Yahoo%21+Finance&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-8" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-8" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://fortune.com/2014/06/03/employee-pay/" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"Job Satisfaction Survey"</a>. Fortune. Retrieved 3 June2014.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=Job+Satisfaction+Survey&rft.genre=article&rft_id=http%3A%2F%2Ffortune.com%2F2014%2F06%2F03%2Femployee-pay%2F&rft.jtitle=Fortune&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-9" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-9" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://www.bizjournals.com/albuquerque/blog/morning-edition/2014/07/hiring-expected-to-hit-a-high-in-july.html" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"LINE Report"</a>. Albuquerque Business First. Retrieved 2 July 2014.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=LINE+Report&rft.genre=article&rft_id=http%3A%2F%2Fwww.bizjournals.com%2Falbuquerque%2Fblog%2Fmorning-edition%2F2014%2F07%2Fhiring-expected-to-hit-a-high-in-july.html&rft.jtitle=Albuquerque+Business+First&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-10" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-10" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a>}<a rel="nofollow" class="external free" href="http://www.shrm.org/press_published/CMS_025255.asp#P-4_0" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">http://www.shrm.org/press_published/CMS_025255.asp#P-4_0</a> SHRM Press Release: Who Does the Work When Employees Take FMLA Leave?</li><li id="cite_note-11" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-11" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://findarticles.com/p/articles/mi_m3495/is_11_48/ai_111170596" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">HR Magazine, November 2003: SHRM submits definition of 'job applicant' to EEOC</a></li><li id="cite_note-12" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-12" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }Camille A. Olson (8 September 2003). <a rel="nofollow" class="external text" href="http://web.archive.org/web/20080526002324/http://www.eeoc.gov/abouteeoc/meetings/9-8-03/olson.html" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"Securing EEOC's Continued Effectiveness"</a>. <a href="https://en.wikipedia.org/wiki/EEOC" title="EEOC" class="mw-redirect" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">EEOC</a>. Archived from <a rel="nofollow" class="external text" href="http://www.eeoc.gov/abouteeoc/meetings/9-8-03/olson.html" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">the original</a> on 14 September 2007. Retrieved4 February 2011.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.au=Camille+A.+Olson&rft.aulast=Camille+A.+Olson&rft.btitle=Securing+EEOC%27s+Continued+Effectiveness&rft.date=8+September+2003&rft.genre=book&rft_id=http%3A%2F%2Fwww.eeoc.gov%2Fabouteeoc%2Fmeetings%2F9-8-03%2Folson.html&rft.pub=EEOC&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Abook" class="Z3988" /></li><li id="cite_note-13" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-13" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }Peggy Abrahamson (13 November 2006). <a rel="nofollow" class="external text" href="http://web.archive.org/web/20070914132201/http://www.dol.gov/opa/media/press/odep/odep20061963.htm" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"U.S. Department of Labor Forms Alliance with SHRM to Promote Employment of Workers with Disabilities"</a>.<a href="https://en.wikipedia.org/wiki/U.S.Department_of_Labor" title="U.S. Department of Labor" class="mw-redirect" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">U.S. Department of Labor</a>. Archived from <a rel="nofollow" class="external text" href="http://www.dol.gov/opa/media/press/odep/odep20061963.htm" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">the original</a>on 14 September 2007. Retrieved 4 February 2011.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.aulast=Peggy+Abrahamson&rft.au=Peggy+Abrahamson&rft.btitle=U.S.+Department+of+Labor+Forms+Alliance+with+SHRM+to+Promote+Employment+of+Workers+with+Disabilities&rft.date=13+November+2006&rft.genre=book&rft_id=http%3A%2F%2Fwww.dol.gov%2Fopa%2Fmedia%2Fpress%2Fodep%2Fodep20061963.htm&rft.pub=U.S.+Department+of+Labor&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Abook" class="Z3988" /></li><li id="cite_note-14" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-14" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://annual.shrm.org/" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"Annual Conference"</a>. SHRM.org. Retrieved4 December 2013.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=Annual+Conference&rft.genre=article&rft_id=http%3A%2F%2Fannual.shrm.org%2F&rft.jtitle=SHRM.org&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-15" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-15" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://blog.hreonline.com/2014/06/24/whats-next-work-workers/" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"Annual Conference"</a>. Human Resource Executive. Retrieved 24 June 2014.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=Annual+Conference&rft.genre=article&rft_id=http%3A%2F%2Fblog.hreonline.com%2F2014%2F06%2F24%2Fwhats-next-work-workers%2F&rft.jtitle=Human+Resource+Executive&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-16" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-16" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://www.thehumanracehorses.com/2014/03/21/shrm-2014-legislative-conference-recap-shrmleg/?utm_source=feedburner&utm_medium=feed&utm_campaign=Feed%3A+TheHumanRaceHorses+%28The+Human+Race+Horses%29" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"Employment Law & Legislative Conference"</a>. The Human Race Horses. Retrieved 21 March 2014.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=Employment+Law+%26+Legislative+Conference&rft.genre=article&rft_id=http%3A%2F%2Fwww.thehumanracehorses.com%2F2014%2F03%2F21%2Fshrm-2014-legislative-conference-recap-shrmleg%2F%3Futm_source%3Dfeedburner%26utm_medium%3Dfeed%26utm_campaign%3DFeed%253A%2BTheHumanRaceHorses%2B%2528The%2BHuman%2BRace%2BHorses%2529&rft.jtitle=The+Human+Race+Horses&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-17" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-17" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://conferences.shrm.org/talent-conference" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"Talent Management Conference"</a>. SHRM.org. Retrieved 4 December 2014.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=Talent+Management+Conference&rft.genre=article&rft_id=http%3A%2F%2Fconferences.shrm.org%2Ftalent-conference&rft.jtitle=SHRM.org&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-18" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-18" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://conferences.shrm.org/emerging-leader-conference" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"Emerging LEAD(HR) Conference"</a>. SHRM.org. Retrieved July 2014.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=Emerging+LEAD%28HR%29+Conference&rft.genre=article&rft_id=http%3A%2F%2Fconferences.shrm.org%2Femerging-leader-conference&rft.jtitle=SHRM.org&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-19" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-19" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://talentmgt.com/articles/hundreds-of-diversity-leaders-to-gather-for-shrm-diversity-conference" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"Diversity Conference"</a>. talentmgt.com. Retrieved4 December 2013.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=Diversity+Conference&rft.genre=article&rft_id=http%3A%2F%2Ftalentmgt.com%2Farticles%2Fhundreds-of-diversity-leaders-to-gather-for-shrm-diversity-conference&rft.jtitle=talentmgt.com&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-20" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-20" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://www.shrm.org/Education/Pages/SHRMeLearning.aspx" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"e-Learning"</a>. SHRM.org. Retrieved 4 December2013.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=e-Learning&rft.genre=article&rft_id=http%3A%2F%2Fwww.shrm.org%2FEducation%2FPages%2FSHRMeLearning.aspx&rft.jtitle=SHRM.org&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-21" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-21" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://talentmgt.com/articles/shrm-sheds-light-on-new-certification-but-questions-remain" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"SHRM Certification"</a>. talentmgt.com. Retrieved23 June 2014.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=SHRM+Certification&rft.genre=article&rft_id=http%3A%2F%2Ftalentmgt.com%2Farticles%2Fshrm-sheds-light-on-new-certification-but-questions-remain&rft.jtitle=talentmgt.com&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-22" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-22" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://www.shrmcertification.org/" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"SHRM Certification"</a>. shrmcertification.org. Retrieved July 2014.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=SHRM+Certification&rft.genre=article&rft_id=http%3A%2F%2Fwww.shrmcertification.org&rft.jtitle=shrmcertification.org&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-23" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-23" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://www.shrm.org/HRSTANDARDS/Pages/default.aspx" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"HR Standards"</a>. SHRM.org. Retrieved 27 December2013.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=HR+Standards&rft.genre=article&rft_id=http%3A%2F%2Fwww.shrm.org%2FHRSTANDARDS%2FPages%2Fdefault.aspx&rft.jtitle=SHRM.org&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-24" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-24" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://www.shrm.org/Publications/hrmagazine/Pages/default.aspx" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"HR Magazine"</a>. SHRM.org. Retrieved 13 December2013.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=HR+Magazine&rft.genre=article&rft_id=http%3A%2F%2Fwww.shrm.org%2FPublications%2Fhrmagazine%2FPages%2Fdefault.aspx&rft.jtitle=SHRM.org&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-25" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-25" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://www.asbpe.org/blog/2014/07/28/builder-aba-journal-shrm-online-top-2014-asbpe-honors-corporate-counsels-david-hechler-gets-stephen-barr-award/" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"SHRM Online"</a>. ASBPE.org. 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Retrieved 13 December 2013.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=Welcome+to+the+SHRM+Foundation&rft.genre=article&rft_id=http%3A%2F%2Fwww.shrm.org%2Fabout%2Ffoundation%2FPages%2FFoundationHome.aspx&rft.jtitle=SHRM.org&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-32" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-32" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://www.benefitspro.com/2014/03/04/shrm-project-to-focus-on-aging-workforce" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"SHRM Foundation"</a>. BenefitsPro. Retrieved 4 March2014.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=SHRM+Foundation&rft.genre=article&rft_id=http%3A%2F%2Fwww.benefitspro.com%2F2014%2F03%2F04%2Fshrm-project-to-focus-on-aging-workforce&rft.jtitle=BenefitsPro&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-33" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-33" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://www.shrmindia.org/about-shrm/about-shrm-india" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"About SHRM India"</a>. SHRMIndia.org. Retrieved13 December 2013.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=About+SHRM+India&rft.genre=article&rft_id=http%3A%2F%2Fwww.shrmindia.org%2Fabout-shrm%2Fabout-shrm-india&rft.jtitle=SHRMIndia.org&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-34" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-34" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://www.business-standard.com/article/economy-policy/need-govt-support-to-reach-smaller-cities-shrm-india-114070600168_1.html" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"SHRM India"</a>. Business Standard. Retrieved 6 July2014.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=SHRM+India&rft.genre=article&rft_id=http%3A%2F%2Fwww.business-standard.com%2Farticle%2Feconomy-policy%2Fneed-govt-support-to-reach-smaller-cities-shrm-india-114070600168_1.html&rft.jtitle=Business+Standard&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-35" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-35" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://www.councilforglobalimmigration.org/about" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"About"</a>. Council for Global Immigration.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=About&rft.genre=article&rft_id=http%3A%2F%2Fwww.councilforglobalimmigration.org%2Fabout&rft.jtitle=Council+for+Global+Immigration&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-36" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-36" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://www.hrps.org/" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"Homepage"</a>. HRPS Website.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=Homepage&rft.genre=article&rft_id=http%3A%2F%2Fwww.hrps.org%2F&rft.jtitle=HRPS+Website&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-37" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-37" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://blog.hreonline.com/2013/07/11/on-the-shrm-hrps-alliance/" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"SHRM Partners with HRPS"</a>. Human Resource Executive. Retrieved 11 July 2013.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=SHRM+Partners+with+HRPS&rft.genre=article&rft_id=http%3A%2F%2Fblog.hreonline.com%2F2013%2F07%2F11%2Fon-the-shrm-hrps-alliance%2F&rft.jtitle=Human+Resource+Executive&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-38" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-38" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://www.shrm.org/hrdisciplines/staffingmanagement/Articles/Pages/AARPPartnership.aspx" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"SHRM-AARP Partnership"</a>. SHRM.org. Retrieved4 December 2013.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=SHRM-AARP+Partnership&rft.genre=article&rft_id=http%3A%2F%2Fwww.shrm.org%2Fhrdisciplines%2Fstaffingmanagement%2FArticles%2FPages%2FAARPPartnership.aspx&rft.jtitle=SHRM.org&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-39" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-39" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://www.aarp.org/work/employee-benefits/best_employers/" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"2013 Best Employers for Workers Over 50"</a>.AARP.org. Retrieved 27 December 2013.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=2013+Best+Employers+for+Workers+Over+50&rft.genre=article&rft_id=http%3A%2F%2Fwww.aarp.org%2Fwork%2Femployee-benefits%2Fbest_employers%2F&rft.jtitle=AARP.org&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-40" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-40" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://www.aarpworkforceassessment.org/" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"AARP Workforce Assessment Tool"</a>. AARP Work for Assessment Website. Retrieved 16 December 2013.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=AARP+Workforce+Assessment+Tool&rft.genre=article&rft_id=http%3A%2F%2Fwww.aarpworkforceassessment.org%2F&rft.jtitle=AARP+Work+for+Assessment+Website&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-41" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-41" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://www.familiesandwork.org/" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"Homepage"</a>. FamiliesAndWork.org.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=Homepage&rft.genre=article&rft_id=http%3A%2F%2Fwww.familiesandwork.org%2F&rft.jtitle=FamiliesAndWork.org&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-42" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-42" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://www.benefitspro.com/2014/04/30/employers-more-flexible-on-telecommuting" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"SHRM and FWI Partnership"</a>. BenefitsPro. Retrieved 30 April 2014.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=SHRM+and+FWI+Partnership&rft.genre=article&rft_id=http%3A%2F%2Fwww.benefitspro.com%2F2014%2F04%2F30%2Femployers-more-flexible-on-telecommuting&rft.jtitle=BenefitsPro&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-43" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-43" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://www.whenworkworks.org/" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"Homepage"</a>. WhenWorkWorks.org. Retrieved4 December 2013.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=Homepage&rft.genre=article&rft_id=http%3A%2F%2Fwww.whenworkworks.org%2F&rft.jtitle=WhenWorkWorks.org&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-44" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-44" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://www.whenworkworks.org/what-is-effective" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"What is Effective?"</a>. WhenWorkWorks.org. Retrieved 16 December 2013.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=What+is+Effective%3F&rft.genre=article&rft_id=http%3A%2F%2Fwww.whenworkworks.org%2Fwhat-is-effective&rft.jtitle=WhenWorkWorks.org&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-45" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-45" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://www.whenworkworks.org/sloan-awards/meet-our-winners/2013-winners-of-the-alfred-p-sloan-awards-for-excellence-in-workplace-effectiveness-and-flexibility" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"2013 Winners of the Alfred P. Sloan Awards for Excellence in Workplace Effectiveness and Flexibility"</a>.WhenWorkWorks.org. Retrieved 13 December 2013.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=2013+Winners+of+the+Alfred+P.+Sloan+Awards+for+Excellence+in+Workplace+Effectiveness+and+Flexibility&rft.genre=article&rft_id=http%3A%2F%2Fwww.whenworkworks.org%2Fsloan-awards%2Fmeet-our-winners%2F2013-winners-of-the-alfred-p-sloan-awards-for-excellence-in-workplace-effectiveness-and-flexibility&rft.jtitle=WhenWorkWorks.org&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-46" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-46" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://www.shrm.org/communities/studentprograms/pages/default.aspx" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"Student Programs"</a>. SHRM.org. Retrieved13 December 2013.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=Student+Programs&rft.genre=article&rft_id=http%3A%2F%2Fwww.shrm.org%2Fcommunities%2Fstudentprograms%2Fpages%2Fdefault.aspx&rft.jtitle=SHRM.org&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li><li id="cite_note-47" style="margin-bottom: 0.1em; -webkit-column-break-inside: avoid; page-break-inside: avoid;"><a href="https://en.wikipedia.org/wiki/Society_for_Human_Resource_Management#cite_ref-47" style="text-decoration: none; color: rgb(11, 0, 128); background: none;"><span class="cite-accessibility-label" style="top: -99999px; clip: rect(1px 1px 1px 1px); overflow: hidden; position: absolute !important; padding: 0px !important; border: 0px !important; height: 1px !important; width: 1px !important; -webkit-user-select: none;">Jump up^{</a> }<a rel="nofollow" class="external text" href="http://www.shrm.org/Conferences/StudentConferences/Pages/default.aspx" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">"Student Conferences"</a>. SHRM.org. Retrieved13 December 2013.<span title="ctx_ver=Z39.88-2004&rfr_id=info%3Asid%2Fen.wikipedia.org%3ASociety+for+Human+Resource+Management&rft.atitle=Student+Conferences&rft.genre=article&rft_id=http%3A%2F%2Fwww.shrm.org%2FConferences%2FStudentConferences%2FPages%2Fdefault.aspx&rft.jtitle=SHRM.org&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Ajournal" class="Z3988" /></li></ol></div><h2 style="font-weight: normal; margin: 1em 0px 0.25em; overflow: hidden; padding: 0px; border-bottom: 1px solid rgb(170, 170, 170); line-height: 1.3; background: rgb(255, 255, 255) none repeat scroll 0% 0%;">External links[<a href="https://en.wikipedia.org/w/index.php?title=Society_for_Human_Resource_Management&action=edit&section=12" title="Edit section: External links" style="text-decoration: none; color: rgb(11, 0, 128); background: none;">edit</a>]</h2><ul style="margin: 0.3em 0px 0px 1.6em; padding: 0px; list-style-image: url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%0A%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20version%3D%221.1%22%20width%3D%225%22%20height%3D%2213%22%3E%0A%3Ccircle%20cx%3D%222.5%22%20cy%3D%229.5%22%20r%3D%222.5%22%20fill%3D%22%2300528c%22%2F%3E%0A%3C%2Fsvg%3E%0A); color: rgb(37, 37, 37); font-size: 14px; line-height: 22.3999996185303px; background-color: rgb(255, 255, 255);"><li style="margin-bottom: 0.1em;"><a rel="nofollow" class="external text" href="http://www.shrm.org/" style="text-decoration: none; color: rgb(102, 51, 102); padding-right: 13px; background: linear-gradient(transparent, transparent) 100% 50% no-repeat, url(data:image/svg+xml,%3C%3Fxml%20version%3D%221.0%22%20encoding%3D%22UTF-8%22%3F%3E%3Csvg%20xmlns%3D%22http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%22%20width%3D%2210%22%20height%3D%2210%22%3E%3Cg%20transform%3D%22translate%28-826.429%20-698.791%29%22%3E%3Crect%20width%3D%225.982%22%20height%3D%225.982%22%20x%3D%22826.929%22%20y%3D%22702.309%22%20fill%3D%22%23fff%22%20stroke%3D%22%2306c%22%2F%3E%3Cg%3E%3Cpath%20d%3D%22M831.194%20698.791h5.234v5.391l-1.571%201.545-1.31-1.31-2.725%202.725-2.689-2.689%202.808-2.808-1.311-1.311z%22%20fill%3D%22%2306f%22%2F%3E%3Cpath%20d%3D%22M835.424%20699.795l.022%204.885-1.817-1.817-2.881%202.881-1.228-1.228%202.881-2.881-1.851-1.851z%22%20fill%3D%22%23fff%22%2F%3E%3C%2Fg%3E%3C%2Fg%3E%3C%2Fsvg%3E) 100% 50%;">Society for Human Resource Management Website</a></li></ul></div><div>
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