receipt of actual notice of the fact, then fails to read it or remember it, either by his own negligence or by his conscious choice. The party providing unequivocal notice of changes in employment terms cannot force the other party to assimilate and understand the information in the notification. Akpan further contends there is evidence that this agreement is not in compliance with the requirement in the Texas General Arbitration Act that arbitration agreements be written. See Tex. Civ. Prao. & Rem.Code ANN. § 171.001 (Vernon Pamph. 1997). However, Akpan has attached a copy of a writing, which he admits receiving, to his affidavit. This writing sets forth in unequivocal language the terms of Burlington’s arbitration policy. Akpan contends 95, 699 (Tex.App.—Texarkana 1994, writ denied) (<HOLDING>). Both employers as well as employees may
holding a unilaterally issued employer policy created an enforceable right for atwill employees recognizing public policy limits on employer discretion in discharging employees holding failure to follow progressive discipline policy does not constitute pretext when employer reserves right to fire atwill employees without notice recognizing public policy exception to atwill doctrine holding that an atwill employee may not recover for discriminatory discharge under section 1981 because the atwill relationship was not sufficiently contractual under tennessee law