Though not required by law, employers should consider requiring employees to sign the employee handbook acknowledgment form. In addition, employers may require employees to sign an acknowledgment whenever an updated handbook is distributed.
Because an employee handbook outlines the policies and guidelines of the organization, it is an important part of the employment process for employees. The purpose of a signed acknowledgment is to demonstrate that the employee has not only received the handbook but is also responsible for knowing the information contained within the handbook. Depending on the language in the acknowledgment form, signing this form can also demonstrate that the employee understands the “at-will” statement and that nothing in the handbook creates an “employment contract” with the organization. Employers that have proof that an employee received a handbook may find that it becomes critical in legal disputes.
Distribute, distribute, distribute
To be an effective management tool, personnel policies and employee handbooks must be distributed to all employees. Employers all too often overlook the need to communicate handbook and other policy changes to their employees and underestimate the importance of requiring employees to acknowledge their receipt of a revised policy. A signed acknowledgment is important proof that employees have received and are aware of your current policies — thus negating any claim that an employee “didn’t know” about your rules.
Consequently, whenever you implement a policy change, you should distribute the changed policy to all employees and require some type of written acknowledgment that they have received it. The signed acknowledgments should be kept in employees’ personnel files.
Changes in policies and employee handbooks must also be communicated to your supervisors, and they must be trained on the meaning and impact of the policy changes. Without knowledge of the changes or training on how to properly apply new policies, supervisors are much more likely to enforce your rules incorrectly or make decisions that result in inconsistent treatment — which often leads to claims of discrimination.
HRCI CODE OF ETHICS
6. USE OF INFORMATION
As an HR Certification Institute certificant you must consider and protect the rights of individuals, especially in the acquisition and dissemination of information while ensuring truthful communications and facilitating informed decision making. You will:
• Acquire and disseminate information through ethical and responsible means.
• Ensure only appropriate information is used in decisions affecting the employment relationship.
• Investigate the accuracy and source of information before allowing it to be used in employment related decisions.
• Maintain current and accurate HR information.
• Safeguard restricted or confidential information.
• Take appropriate steps to ensure the accuracy and completeness of all communicated information about HR policies and practices.
• Take appropriate steps to ensure the accuracy and completeness of all communicated information used in HR-related training.
AND MOST IMPORTANTLY THERE IS A METHOD TO BRING CHARGES AGAINST HIM WITH HIS ORGANIZATION IN HIS CODE OF ETHICS
It is clear that Ed Sisson, SPHR, CEBS, RPA, GBA, HIJKLMNOP has:
- Caused additional issues in an ongoing employment issue due to his failures
- Failed to timely notify employees of HR Manual Changes
- Failed to implement the Personnel Board the City committed to the State of Florida
- Failed to have a thorough knowledge of the City's HR policies and procedures
- Attempted to manipulate the employee selectee process for the Personnel Board