TexasCHLforum.com

kauboy wrote:

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?

It comes down to your choice. However, that is why I always stayed away from dating anyone at work when I was single.

Keith B wrote:However, that is why I always stayed away from dating anyone at work when I was single.

Good thinkin'!

As an HR Director and a CHL holder, perhaps I can put my two cents in, even if it has been repeated before.

There is a difference between an internal policy violation and breaking the law. A CHL holder who enters his or her work premesis that is not properly posted risks only disciplinary action from the employer if they have a policy against it. It's the same thing as showing up late or looking at porn on your work computer. I use these examples because neither of these activities are illegal, but that doesn't mean they can't get you fired. Actually, you can be fired even without a policy violation in Texas, so look at your employment as a privelege, not a right. The boss can fire you if the color of your tie sucks (assuming you have no binding employment contract).

We don't have a firearms policy where I work; hopefully I'll never be asked to write one. Even if you don't have a "no carry" policy at work, just remember to carry smart. That means that you should not be printing EVER, and nobody should know you are carrying. Not even your best friend who works next to you; or eventually everyone will know. Kinda like an office affair; that stuff gets around no matter what.

Assuming you have a CHL, the only time anyone should know you're carrying is after you've saved lives in a shootout or as a deterrant to a very serious situation. Furthermore, as a citizen, I would forgive someone for carrying illegally that did a good deed and prevented a bad thing. In HR, I might be forced to take a different position, as would law enforcement. Oh well. I'll gladly ruin my pristine record to save a life if it came down to it; but you have to be careful in how you justify that viewpoint and balance it with common sense.

Again, just my two cents worth, with my HR and CHL hats on at the same time.

+1 brewster. You sound like you know what you're talking about.

Great post Brewster. That sums it all up in a nutshell.

45Carrier wrote: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.

So, to ask the question everybody's wondering, are you hiring, and for what positions?

KD5NRH wrote:

45Carrier wrote: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.

So, to ask the question everybody's wondering, are you hiring, and for what positions?

Ditto