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julio
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I have an employee who refuses to sign the signature page of the company’s handle book that outlines all policies and procedures for the organization. She claims that she does not understand certain policies that have been put into place (Grievance being one of them). However, she at the sometime feels that she has the right to grievance other employees. 1. Does she have the right to grievance if she chooses not to sign off on company policies and 2. Can we suspend her until she signs the employee handbook?
Comments
If she refuses to sign for the receipt of the Handbook then have a manager or another supervisor witness her receipt of the handbook and her refusal to sign the receipt. Note it on the reciept and on the handbook. "This is to acknowelege that the emplyee has refused to sing for the reciept of the handbook. She was given the handbook on X date at x time. Signed supervisor, the witness )both dated.
Tell her that even though she didn't sign for the receipt of the handbook, she is still responsible for knowing what is in it and for complying with its policies.
Confirm all that in writing to her and at the tie you give her the handbook and have the witness sign off on her refusal include her refusal (I suspect there'll be one) to sign for the memo.
Give her the nadbook, a copy of the witnessed refused receipt and a copy of the memo.
And move on.
If you're tricky enough, tell her that you need her to sign off on her refusal to sign for receipt. "This is to acknowledge that I refused to sign the receipt when I received the handbook on x dat at y time from my superisor, Johnny Jones. signed" the employee on x date." Then you won't have to hav a wtiness to the refusal.
Seriously, I do as Hatchetman suggests when someone refuses to sign a document - the supervisor (witness) and myself sign and date that ee refused to sign. Never had it happen on receipt of a handbook, but a few times for written reprimands.
You could in fact have a special meeting with this person with a witness, then issue her a new employee handbook with the explanation that the contents have no bearing on the meeting. "She is only signing for a piece of company property to which the ownership OF THE WORDS AND MEANINGS transfers to the employee in order to keep the company at its words, immediately. Additionally, explain the receipt of this piece of company property is her legal point of fact, that the company now must stand on any issue as written." She is not giving the right of refusal of the words, whether she does or doesnot understand them.
Should the ee refuse with the witness present, simply make a pen statement on the signatue page that "the company property (employee handbook)was issued to this named person at 10:22 AM, on this date, with witness and HR manager present, in her place for signature, write in "EMPLOYEE REFUSED TO SIGN FOR THE DOCUMENT". Both you and the witness sign the booklet in her presence and then make a copy of the signed page and issue the signee handbook to the ee AGAIN.
The final thought is that this individual is apparantly an ee with a non-trusting attitude and you should simply let her go now, before it grows into a bigger issue and concern. I would do this after the second special meeting and any further negative attitude toward your desire to provide the ee with the company Bible, the EMPLOYEE HANDBOOK!
PORK
If this were part of the signup process for a new employee, they would be out the door immediately. A serious sign of things to come.
I hope Hatchetman won't mind my levity at his expense, but I noticed at one point in his response he did mention an employee SINGING for his handbook. I'm sure that has been ruled illegal in California. Down here we make them work the rockpile, but never have them sing.
However, if this is a long time employee and your trying to get acknowledgment signatures for an upadated or new handbook, I'd do as the others say, get a witness that she refused and set it in file. She's still responsible for the information - and you make sure she knows that.