TexasCHLforum.com

Rex B wrote:If you have made the decision to carry despite company policy, you have decided that your life is more important than your job.
That's a good decision.

Wow, I didn't realize it was one or the other;

....some workplaces more than others

txinvestigator wrote:

Rex B wrote:If you have made the decision to carry despite company policy, you have decided that your life is more important than your job.
That's a good decision.

Wow, I didn't realize it was one or the other;

Well that seems to be what "some" want you to think...And accept...

Most of us do not fall into that rut, right???

Its not a decision to me...I sought no counsel when I saw the light...

txinvestigator wrote:

Rex B wrote:If you have made the decision to carry despite company policy, you have decided that your life is more important than your job.
That's a good decision.

Wow, I didn't realize it was one or the other;

just because I am not armed does not mean I can not defend myself...

DoubleJ wrote:

txinvestigator wrote:

Rex B wrote:If you have made the decision to carry despite company policy, you have decided that your life is more important than your job.
That's a good decision.

Wow, I didn't realize it was one or the other;

just because I am not armed does not mean I can not defend myself...

You kick like a girl!

Written notification is defined. It must be larger than any handbook I have ever seen. Verbal notification can only be proven if they show you have been read the employee handbook or been told directly guns are not allowed. If the written notification was not defined then I would agree with a written employee handbook restriction. I am open to be corrected.

That said, it is better to be judged by 12 than carried by 6. http://www.txdps.state.tx.us/administra ... osting.htm

stevie_d_64 wrote:

DoubleJ wrote:

txinvestigator wrote:

Rex B wrote:If you have made the decision to carry despite company policy, you have decided that your life is more important than your job.
That's a good decision.

Wow, I didn't realize it was one or the other;

just because I am not armed does not mean I can not defend myself...

You kick like a girl!

yeah, well, you should see my girl kick!

shootthesheet wrote:Written notification is defined. It must be larger than any handbook I have ever seen. Verbal notification can only be proven if they show you have been read the employee handbook or been told directly guns are not allowed. If the written notification was not defined then I would agree with a written employee handbook restriction. I am open to be corrected.

You're thinking of the requirements for a "sign", which is different than the requirements for written notification. The requirements for written communication only require that the license holder been notified by means of a "card or document" with the prescribed language (and it doesn't have to be in both English and Spanish for written notification either, only for a sign.)

(3) "Written communication" means:
(A) a card or other document on which is written
language identical to the following: "Pursuant to Section 30.06,
Penal Code (trespass by holder of license to carry a concealed
handgun), a person licensed under Subchapter H, Chapter 411,
Government Code (concealed handgun law), may not enter this
property with a concealed handgun";

http://tlo2.tlc.state.tx.us/statutes/do ... m#30.06.00

Lot's of good comments. I take them in and read them closely because I am of the 'other' persuasion regarding firearms in the work place.

I encourage those that work for me to get a CHL, and it is a question on the employment application every potential employee fills out. To answer is optional, but I haven't found anyone shy about answering if they have a CHL.

I don't use that as a sole factor in a hiring decision of course, but in a couple of cases, it has made the choice an easy one between two qualified applicants.

Only rule regarding CHL or personal carry is if I ever see it, or get a complaint about you not keeping it concealed, you'll be on the bricks right now. We cover this emphatically in the hiring interview.

I look at it like this; it's a person's God given right to be able to protect themselves, a CHL is a good thing. This being said, those who aren't of the same mind also have the right to feel at ease at work.

Carry if you want, no problem, but if you make problems for me by doing so, you gotta go.

We also have company outings to the local range to celebrate a milestone or accomplishment on occasion. If you want to go, and participate, or just watch, that's great. If you'd rather have the time off to do something different, that's OK too.

In the past three years, seven employees have requested time off to take a CHL class. Our policy is, OK, you can go, but you better pass or you lose a vacation day.

So far, everyone has passed and we've had exactly zero instances where CHL, guns or being into shooting has come up.

For me, the key is trust and good communication.

After going thru the process myself, I can't imagine anyone having a CHL being a problem.

So, as an employer, I say bring em if ya got em, just be discreet.

Xander,

I guess you are right. I was thinking only of the sign. Thank you.

Life or punishment? I know what I choose.

My employer prohibits the carrying firearms. Our properties are posted as such and our rule book states employees are prohibited from carrying weapons on property. I can tell you that if you are caught carrying you will be terminated. As the employee in charge of discipline I have had to terminate more than one for carrying on company property.
So you may have the right to carry under CHL laws, but until the law is changed do you want to challenge your employers right to ban them?

My employer's online "handbook" states "No weapons, including firearms..."
No posting, no verbal anyting...
I'll bet you can guess what I choose.

Rex B wrote:If you have made the decision to carry despite company policy, you have decided that your life is more important than your job.
That's a good decision.

Not all situations are the same....

I work in a mental health institution where the clients sometimes get violent & have to be restrained. In these situations, having a concealed weapon isn't just prohibited--it could make a dangerous situation even worse for me, my coworkers, and the clients we're protecting. So CC is prohibited at work...and I agree with that policy.

...doesn't mean I don't have alternate means for self-defense. As long as I have my brain, I'm always armed....

kauboy wrote:My employer's online "handbook" states "No weapons, including firearms..."
No posting, no verbal anyting...
I'll bet you can guess what I choose.

Your employer can still fire you for it if they find out. ANY notice from your employer is valid grounds for termination if they want. They may not be able to have you charged with a crime, but you won't have a job.

Keith B wrote:

kauboy wrote:My employer's online "handbook" states "No weapons, including firearms..."
No posting, no verbal anyting...
I'll bet you can guess what I choose.

Your employer can still fire you for it if they find out. ANY notice from your employer is valid grounds for termination if they want. They may not be able to have you charged with a crime, but you won't have a job.

Oh, I'm fully aware of this.
I've also come to the conclusion that I don't want to be an innocent victim of someone's crazy ex-boyfriend.
I'd prefer to lose my job over losing my life. Wouldn't you?