Charter
MISSION:
To serve the professional and advance the profession by providing, for the human resource profession and the SHRM membership via the SHRM staff, current and emerging practices, advice, and expertise on all aspects of HR as it relates to employee health, safety and security in the workplace including all elements surrounding the work environment that expose the organization and /or its employees to risks of any kind.
Content Area Includes (but is not limited to):
- Employee Assistance Programs (EAPs) – including financial and legal assistance
Drug and alcohol programs
- Health and wellness
- Stress
- Smoking
- Mental health
- Workplace Violence
- Domestic violence
- Communicable diseases (SARS, HIV/AIDs, TB, lice, hepatitis)
- Terrorism/Bioterrorism
- Immunization
- Disaster contingency planning
- Business continuity plans
- Risk Management
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- Safety issues
- Safety training and awareness
- /OSHA/ergonomics/air quality and other environmental factors
- Theft and fraud protection
- Identity theft
- Polygraph testing
- Protection of proprietary information/non-compete agreements
- Reference Checking
- Background Investigations
- Workplace monitoring of phone/video/audio/e-mail/internet as a security function (also under Technology)
- Workers Compensation (also Total Rewards)
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Tasks:
- Serve as subject matter experts for SHRM.
Identify emerging trends in area of expertise for inclusion in an annual report to the SHRM Board.
Respond to deliverables identified by SHRM staff to include:
a. Providing current and emerging practices, advice, and subject matter expertise to SHRM
b. Providing public policy guidance to SHRM
c. Producing white papers and contributing to virtual forums and other online content
Specific goals and deliverables derived annually.
Membership:
The panel is comprised of 5-15 SHRM professional members that serve a -3 year term. Member competencies must include subject matter expertise in the panel topic area, good communication, interpersonal skills, an established professional network with strategic/operational connections, and the ability to participate- including financial. Members are identified by SHRM staff, reviewed and recommended by Panel Selection Committee and approved by the SHRM Board Governance Committee.