Saturday, February 13, 2016

Sisson Fails to Follow Professional / Industry Guidance in Employee Manuals

SHRM - Society for Human Resource Management

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.

http://www.shrm.org/templatestools/hrqa/pages/signeehandbook.aspx

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.

employee-handbook-helper-communicating-policy-changes/


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

https://www.hrci.org/docs/default-source/default-document-library/code-of-ethical-and-professional-responsibility.pdf?sfvrsn=0
____________________

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
Ed Sisson is terrible at his job.
Ed Sisson should be reported to his oversight organization
Ed Sisson should be terminated.



7 comments:

Anonymous said...

All city employees below the 7th floor of city hall APPROVE THIS MESSAGE! Time for the Big Belly Bassett Boy to Bounce!!!

George Hawthorne said...

YOU CAN DO IT! SHOW YOUR LEADERSHIP. STEP OUT AND START A RECALL PETITION. NO ONE ELSE HAS THE COURAGE. SERVE YOUR CITY BEST INTEREST. YOU WILL HAVE SUPPORT. I AM NOT A CITY RESIDENT OR I WOULD DO IT. OLSON NEEDS TO GO AND IF YOU START THIS RECALL THE MAYOR WILL GET RID OF HIM AND SISSON. PLEASE HELP THE EMPLOYEES OF OUR GREAT CITY!!!!!!!

Anonymous said...

I can't decide if Pensacola has the most inept & unethical HR department or if the employees who work in HR are just doing what Hayward tells them to do so they won't lose their jobs -- and be treated in a degrading, demoralizing manner. In either case, anyone who works in HR & isn't actively looking for another job should be ashamed & banned from the profession.

Anonymous said...

Maren, I hope you have made public record request of all of Sissons email accounts and voicemail activities. He is a very devious, and unprofessional HR manager. Personal info relating to city employees that should be confidential, he regularly talks about or makes improper comments to others. He likes to "throw his weight around" (and that's a lot of weight) City Hall. No one likes him. Many find him to be a complete and utter joke. Its comforting to know his days are numbered though. If he needs a box, Im sure any City Employee would be glad to give him one.

Anonymous said...

City Hall needs a complete ENIMA beginning at the top!!!

Hayward
Olson
Wilkins
Sisson
Walsh
Wells (Again)
Barker
McLellan
Bowling

All need boxes immediately!!!

Anonymous said...

Big Belly Bassett Boy needs a Big Box to Bounce! Lol

Anonymous said...


Guidelines? We don't need no stinkin' guidelines! We be the strong mayor and we do whatever we want whenever we want! Who gonna stop us???