Employee Handbook Sign For Free

Generally speaking, an employee handbook is not a legally binding contract unless it explicitly states that it is. However, certain statements in the handbook can be interpreted as contractual promises if they are specific enough and imply mutual obligations between employer and employee.

Should employees be required to sign an acknowledgment form for the employee handbook? What if an employee refuses? Though not required by law, employers should make every effort to receive signed handbook acknowledgments from all employees when first hired and at any time the handbook is updated.

They may explain the changes and the reasons for them and request that you sign the agreement. Your employer may terminate your employment: If you refuse to sign the updated agreement and your employer considers it a material change to your employment terms, they may choose to.

The employer could consider refusal to sign the acknowledgement page to be insubordination and could discipline the employee, up to and including termination of employment.

An employer cannot force an employee to sign the handbook acknowledgment. However, if an employee does refuse to sign, consider the following options: Have the employee write "I refuse to sign acknowledgment" in his or her own handwriting.

The employee should be informed that the refusal to sign does not mean that they are exempt from the policies and procedures in the handbook. It is also possible to make the acknowledgment of the handbook a condition of employment, in which case discipline may be pursued.

Even if there is a writing, signatures are not legally required, unless signing the contract is a material term. In other words, if the parties agree that signatures are necessary, then the contract is not binding until it is signed by both parties.

I accept the terms of the handbook. I also understand that it is my responsibility to comply with the policies contained in this handbook, and any revisions made to it. I further agree that if I remain with the Company following any modifications to the handbook, I thereby accept and agree to such changes.

If your employer has agreed in a legally binding contract to do all of those things, a termination without warning may be a wrongful termination. If, however, the handbook is just a statement of policy that can be changed or disregarded, it is likely not a contract.

Courts in the United States find that the employee handbooks and various papers signed by the employee constitute an implied contract between the worker and employer. Without a waiver, the guidelines and policies that the company enacts do not create contractual rights.