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Arguments Against Employee Handbook

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An employee handbook outlines the policies and procedures of the organization. It is considered a major part of the on-boarding process for employees. Employees have the responsibility of carefully reading the verbiage in the handbook and acknowledging that they understand the policies and procedures. The employee’s acknowledgements are typically done with employers requiring them to sign a document. At that time, employers have written proof that an employee received the handbook and agree to the terms and conditions of the policies. Employees sometimes misunderstand that by refusing to sign the acknowledgement form means that they are not still held accountable for following and complying with the policies and procedures in the handbook. However, this is not the case as the acknowledgement form merely addresses the receipt of the information and not compliance with the policies (Baskin, 1987).
An employer cannot force an employee to sign the handbook acknowledgment. However, if an employee refuses to sign a handbook acknowledgment, an employer does have some options. One option would be to have the …show more content…

Employers are able to terminate or discipline employees at any time or reason without involving third parties. This action will save money and time for employers as they avoid lengthy hearings and possible appeals. Moreover, employees must be mindful of the states classified as “employment at will”. For example, The State of Tennessee is recognized as at-will employment state. This means that employers in Tennessee have the ability to suspend, terminate, and discipline employees for any reason (dol.gov). The at-will employment law basically, serves as a tool to assist employers in terminating employees that are guilty of violating company policies. The management team must ensure that proper protocol has been taken to support the employer’s reason for

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Unformatted content sneak peak: READY AIM FIRE 1 Ready Aim Fire: At-Will Employment Name Bus 311 Marla Muse March 6, 2013 READY AIM FIRE 2 The freely livelihood teaching vocation voluntarily implies that head honchos have the capacity to fire ones business whenever, for any reason - with or without notification. (Rogers, S. 2012) was put into spot to ensure both the worker and the boss. By making the work freely both the business and worker can void the agreement whenever without repercussions. The "Vocation At Will" Doctrine was made in the US in the late 1800 's. This Doctrine was supported by head honchos since it gave them compelling opportunity to maintain their business as they saw fit and ensured them by the courts in the meantime. Similarly

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Right to Work States prohibits Union security agreements; Unions cannot force employees of non-Union companies to become a unionized organization or members, pay dues and fees as a condition of employment. Right to Work states, allows employees if they elect, to be members of a Union (Shriberg, 2012, pp. 231-233). Currently, there are 25 Right to work States, and Tennessee is a Right to Work State. The textbook uses a 2002 survey, depicting 22 Right to Work States, increasing by three States over the past decade.

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Employers have a broad scope of what issues they may cover in a mandatory arbitration agreement. This broad scope was first established by the Supreme Court when it held that claims under the Age Discrimination in Employment Act (ADEA) could be subject to mandatory arbitration. See Gilmer v. Interstate/Johnson Lane Corp., 500 U.S. 20, 111 S. Ct. 1647, 114 L. Ed. 2d 26 (1991). Following the ruling in Gilmer, most courts have held that other federal statutes, including the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), and Title VII of the Civil Rights Act of 1964 (Title VII), are subject to mandatory arbitration as well.

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Most companies provide employees with an employee handbook, to communicate the company’s policies and procedures as conditions of employment. The employer usual present the employee with an agreement of full understanding and request their signature of confirmation. As the employee continues to be employed at that company, their may need to be changes made to the employee handbook, that was originally provided to the employee. These changes are often made without notification. The changes are often made with the discretion of the employer.

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The employer may not want to accommodate the employee because it may jeopardize workplace safety, result in poor work performance, decrease professionalism in the

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