is not an agreement because it is unsigned. The Texas General Arbitration Act requires only that the terms of the agreement be written; it does not require that it be signed by either party. See Tex. Civ. Prac. & Rem.Code Ann. § 171.001 (Vernon Pamph. 1997). Burlington set forth the terms of its policy in its written supplement to its employee handbook. Akpan accepted the agreement and provided consideration by continuing to work for Burlington. Although an employee handbook is not a contract that will alter the at-will nature of the employment relationship, a provision in an employee manual may create enforceable rights where the provision does not alter the at-will nature of the employment relationship. Compare Federal Express Corp. v. Dutschmann, 846 S.W.2d 282, 283-84 (Tex.1993) (<HOLDING>) with E-Z Mart Stores, Inc. v. Hale, 883 S.W.2d
holding enforceable employee manual that was distributed to all employees holding an employee manual did not create contract restricting the employmentatwill relationship holding that whether a personnel policy manual modifies an employment contract is a question of fact holding that there was no employment contract where personnel manual provided that after three months an employee became a permanent employee where there was no additional expression as to duration holding employee manual binding based in part on its widespread distribution