Comments on: Who won this case? He says the handbook’s a contract http://www.hrmorning.com/who-won-this-case-he-says-the-handbook%e2%80%99s-a-contract/ Your daily dose of HR Thu, 18 Mar 2010 13:43:13 -0400 http://wordpress.org/?v=abc hourly 1 By: Chris Davis http://www.hrmorning.com/who-won-this-case-he-says-the-handbook%e2%80%99s-a-contract/comment-page-1/#comment-3390 Chris Davis Tue, 18 Nov 2008 15:47:09 +0000 http://www.hrmorning.com/who-won-this-case-he-says-the-handbook%e2%80%99s-a-contract#comment-3390 Simple solution: Our handbook lays out the typical steps of discipline but CLEARLY states that if the nature of the problem is serious enough we may "fast track" to any step including termination. Simple solution: Our handbook lays out the typical steps of discipline but CLEARLY states that if the nature of the problem is serious enough we may “fast track” to any step including termination.

]]> By: Jermaine Hood http://www.hrmorning.com/who-won-this-case-he-says-the-handbook%e2%80%99s-a-contract/comment-page-1/#comment-58 Jermaine Hood Tue, 25 Mar 2008 14:07:10 +0000 http://www.hrmorning.com/who-won-this-case-he-says-the-handbook%e2%80%99s-a-contract#comment-58 This is my first issue of HR Morning and I'm looking forward to many more. Great job, HR Morning!! This is my first issue of HR Morning and I’m looking forward to many more.
Great job, HR Morning!!

]]> By: Janet Bakos http://www.hrmorning.com/who-won-this-case-he-says-the-handbook%e2%80%99s-a-contract/comment-page-1/#comment-33 Janet Bakos Fri, 14 Mar 2008 18:20:28 +0000 http://www.hrmorning.com/who-won-this-case-he-says-the-handbook%e2%80%99s-a-contract#comment-33 So the next employee is allowed to argue with a customer, or commits another infraction two or even three times, but management does not terminate them, as a "favor" to upper management or for some other reason. Once management starts to "cherry-pick" handbook policies that they will uphold, it is a death knell for employee morale, because sooner or later everyone will know about it. If you don't happen to be on the A-List, (or the right gender, or the right religion...) you'd better keep your nose clean and follow the letter of the handbook. Exceptions like this are discrimination, pure and simple. So the next employee is allowed to argue with a customer, or commits another infraction two or even three times, but management does not terminate them, as a “favor” to upper management or for some other reason. Once management starts to “cherry-pick” handbook policies that they will uphold, it is a death knell for employee morale, because sooner or later everyone will know about it. If you don’t happen to be on the A-List, (or the right gender, or the right religion…) you’d better keep your nose clean and follow the letter of the handbook. Exceptions like this are discrimination, pure and simple.

]]> By: Shelly D'Amour http://www.hrmorning.com/who-won-this-case-he-says-the-handbook%e2%80%99s-a-contract/comment-page-1/#comment-25 Shelly D'Amour Tue, 11 Mar 2008 20:17:30 +0000 http://www.hrmorning.com/who-won-this-case-he-says-the-handbook%e2%80%99s-a-contract#comment-25 What is the point of an employee handbook that includes a description of progressive discipline if the company is not committed to the practice? Once a company declines to uphold the provisions of its own handbook, the handbook ceases to have any legitimacy in the eyes of workers. An employee could just as easily say "well, it's just a guideline - not a contract that's binding on me" - and, according to the logic of this legal decision - s/he'd be right. What is the point of an employee handbook that includes a description of progressive discipline if the company is not committed to the practice? Once a company declines to uphold the provisions of its own handbook, the handbook ceases to have any legitimacy in the eyes of workers. An employee could just as easily say “well, it’s just a guideline – not a contract that’s binding on me” – and, according to the logic of this legal decision – s/he’d be right.

]]> By: George O'Connell http://www.hrmorning.com/who-won-this-case-he-says-the-handbook%e2%80%99s-a-contract/comment-page-1/#comment-21 George O'Connell Tue, 11 Mar 2008 15:13:59 +0000 http://www.hrmorning.com/who-won-this-case-he-says-the-handbook%e2%80%99s-a-contract#comment-21 What states took the acknowledgement of receipt as the equivalent of an agreement? Many handbooks have a receipt statement to ensure a new employee has one, and has an opportunity to ask questions or seek advice before a problem occurs.. so what was the reasoning? What states took the acknowledgement of receipt as the equivalent of an agreement? Many handbooks have a receipt statement to ensure a new employee has one, and has an opportunity to ask questions or seek advice before a problem occurs.. so what was the reasoning?

]]> By: Melissa neiberlein http://www.hrmorning.com/who-won-this-case-he-says-the-handbook%e2%80%99s-a-contract/comment-page-1/#comment-13 Melissa neiberlein Tue, 11 Mar 2008 11:16:34 +0000 http://www.hrmorning.com/who-won-this-case-he-says-the-handbook%e2%80%99s-a-contract#comment-13 We ask that employees sign as a receipt they received the company handbook. We having been doing this for years. Do you think it would be better to keep a list with each employee's name and the date the handbook was distributed? Thank you. We ask that employees sign as a receipt they received the company handbook. We having been doing this for years. Do you think it would be better to keep a list with each employee’s name and the date the handbook was distributed?

Thank you.

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