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Copyright & Permissions

Copyright & Permissions

Content available through our print and electronic publications is the property of SHRM or its licensors and is protected by copyright and other intellectual property laws. Therefore, SHRM materials cannot be reproduced, retransmitted, distributed, disseminated, sold, published, broadcasted or circulated without SHRM's prior written consent or license. Members of the Society for Human Resource Management (SHRM) do not have the right to republish or redistribute SHRM materials without SHRM's prior written consent. Content is available for your limited, non-commercial use, as specified in the Terms of Use Agreement.

Fair Use

Fair use is a doctrine in U.S. copyright law that allows limited use of copyrighted material without permission from the rights holders. It provides for the legal, non-licensed citation or incorporation of copyrighted material in another author's work under a four-factor balancing test:

1. The purpose and character of the use, including whether such use is of a commercial nature or is for nonprofit educational purposes;

2. The nature of the copyrighted work;

3. The amount and substantiality of the portion used in relation to the copyrighted work as a whole; and

4. The effect of the use upon the potential market for or value of the copyrighted work.

In practice, this means that short excerpts of longer pieces of content may be quoted without obtaining permission if they are properly cited to the original source.

SHRM does not endorse products or services so we prefer that our content and publications not be quoted in marketing or sales materials.

Requesting Permission to Reuse or Reprint using RightsLink

Permission to republish or make photocopies is generally available for the SHRM content listed below. Click the "Permissions" link appearing at the top and bottom of these online pages to launch an automatic RightsLink menu that will provide instant pricing information and licensing. Please note that RightsLink provides permission to reuse SHRM content but it does not provide PDFs or copies of the content. If you need a PDF or a reprint, please see below for information about SHRM's vendor, YGS.

This service of the Copyright Clearance Center provides permission for reuse only. Once licensed, you may reproduce the content from the electronic or print source that is available to you for your reuse according to terms of your license.

As a benefit of SHRM membership, members receive a discount in RightsLink on permission to make photocopies. Subject to a $5 minimum, members' quotes will be discounted up to $45 for photocopying articles, and up to $60 for photocopying book excerpts.

Additionally, SHRM Chapters are eligible to fill out a special fee-waived permission form to reprint SHRM articles in their Chapter newsletters. SHRM members may also see below for special permission rules regarding the publication Managing Smart.

If you have questions, please e-mail

SHRM Tools and Templates

Managing Smart

SHRM members are authorized to distribute copies, excerpts or e-mails of this information for educational purposes internally within their organizations only. The following credit line must appear: "Reprinted with permission of the Society for Human Resource Management, © [year], SHRM. No other republication or external use is allowed without permission of SHRM. The information is not intended to serve as a substitute for legal advice."

Permission to Translate

Please e-mail if you are interested in translating any SHRM materials into any language. A fee may apply.

Back Issues

Back issues of HR Magazine and Staffing Management magazine are available for purchase through the Member Care Center for $10.


Glossy, customizable reprints or PDFs of content are offered by SHRM's reprint vendor, YGS Group.

Reprints can be ordered in two ways: hard-copy, glossy reprints or electronic Portable Document Format (PDF) files. Glossy reprints are great for mailing and handing out, while a PDF can be used to reproduce editorial content on your website. Both can be customized with separate company information and logo added.

Reprints are available for editorial content from HR Magazine, HR News, Legal Report, Staffing Management magazine or any of the SHRM Online HR Disciplines.

YGS Group provides reliable quality, expert customer service, and fast turnaround—direct from its facility. All aspects of the reprint process are completed on their premises.

If you would like to order reprints, please contact YGS Group by phone at (800) 501-9571 or by e-mail.

 SHRM Logo Use

SHRM restricts the use of its logo to SHRM chapters and affiliates. SHRM is an individual membership society and has no corporate or company memberships. Therefore, no corporation or organization may state or imply that it is a member of the Society for Human Resource Management nor use the SHRM logo to indicate this on any platform.  However, individual members of SHRM are allowed to indicate by their individual names on business cards or on a company website that they, the individuals, are a “Member, Society for Human Resource Management.”

Policy Development Process for .jobs

As the Policy Delegate for the .jobs top-level domain, SHRM is responsible for ensuring compliance with the registration eligibility requirements as set forth in the .jobs Charter, and is further responsible for overseeing .jobs' Policy Development Process ("PDP").Integral to the PDP is a PDP Council, which evaluates the substance of each proposed amendment and provides a recommendation (Approval or Disapproval) to SHRM and Employ Media, the registry operator of .jobs. SHRM's review of recommendations is limited to ensuring compliance with the .jobs Charter.

To submit a proposed amendment and to view the Council, please visit

The following process shall govern the SHRM policy development process for the .jobs sponsored TLD, until such time as modifications are approved in accordance with this policy development process. The Charter for the .jobs sponsored TLD defines the Community to be served by that sponsored TLD.SHRM, as policy delegate, will independently oversee the policy development process which shall provide input from that Community.

SHRM will create and oversee a Policy Development Council (the "Council"). At the beginning of each calendar year, the SHRM Executive Committee or its delegate will appoint to the Council for a one year term individuals representing the varied interests and perspectives (i.e., Constituencies) of the Community, including without limitation individuals representing the Constituencies of small employers, large employers, union employers, non-union employers, government employers, private employers, international employers, academic employers, service employers, manufacturing employers, high technology employers, and recruitment companies. SHRM will also select a Manager to interface with the Council and perform Council-related activities.

The Council may consider new policies and/or any changes to current policies and/or the Charter (each, a "proposed amendment") if raised by SHRM, Employ Media, and or interested members of the HR community.). To ensure receipt of any proposed amendment, such must be submitted through proposed amendments will be evaluated by the .jobs Policy Development Council Manager, representing the Community's interest to determine whether any such Community proposed amendment will be considered by the Council.

For each proposed amendment considered by Council, the Staff Manager will create a report (an "Issue Report") which, inter alia, details the proposed amendment and the policy(ies) affected by the amendment, the identity of the party submitting the proposed amendment and how that party is affected by the proposed amendment. The Issue Report will be created within 30 days of receipt of the proposed amendment. The Issue Report will be distributed to the Council for review.

Within 45 days of receipt of the Issue Report, the Council shall meet (in-person, email or conference call) to vote whether to disregard the proposed amendment, approve it or appoint a task force for additional information. Approval requires majority approval vote. Upon approval the proposed amendment is forwarded to the SHRM Executive Committee and Employ Media for further processing. Upon a majority vote by the Council of disapproval, the proposed amendment is disregarded. The Policy Development Council Manager will report such to the amendment submitter, who may take no action or submit a revised proposed amendment. In any event, the results of the vote will be posted to the Community consistently with the principles of transparency.

If a majority vote from the Council is "undecided," the Council may appoint a task force for gathering information. The task force will solicit and gather information regarding the positions of various parties or groups (including the Community) as comprehensively as possible. The task force may solicit opinions of outside advisors, experts and/or other members of the public. The task force will create a Task Force Report which details all received information/reports, states the majority vote position of the members of the task force, and, if a majority vote position has not been reached, explains the differing positions of the task force.

A public comment period will last for 15 calendar days after the Task Force Report is publicly posted (e.g., at SHRM's website). Any individual or organization may submit comments during this time. At the conclusion of the comment period, the Policy Development Council Manager will attach all relevant commentary to the Task Force Report to create a Final Task Force Report which is submitted to the Council for review.

The Council will review the Final Task Force Report, may solicit the advice of outside counsel in this review, and will vote on the proposed amendment based upon the Final Task Force Report (with the same results detailed above regarding approval or disapproval).

Council-approved proposed amendments will be reviewed separately by the SHRM Executive Committee and Employ Media. No policy or amendment will be implemented if not in the interests of the HR Community (as determined by SHRM and defined by the Charter) or if detrimental to the management of the sTLD (as determined by Employ Media). In the event that either the SHRM Executive Committee or Employ Media do not approve the proposed amendment, the submitter of the proposed amendment may request reconsideration (in writing) by the disapproving entity. If reconsideration is denied, the submitter may always resubmit the proposal or a modified proposal.