I don't know as I don't work there. If they have security in the building, it could instead mean that.joelamosobadiah wrote:Sounds to me like that means CHL pretty clearly without expressly stating "anybody with a CHL can carry"Glockster wrote:Sounds like good news for you then. Did they explain what was meant by "or the state of Texas" or is that supposed to refer to if you have a CHL?bcdudley wrote:So some more information I found out today. HR has been pushing to have this added as policy for a while now, however the owners have been saying no. HR is claiming it is an insurance issue, however they don't have anything in writing, just hearsay. Until the owner see's something, it will not be policy. The CEO's response on this was, "you cannot bring a weapon into the company unless you have authorization. Authorization can come from directors or above in the company or the state of Texas. Open carry is not appropriate for the type of office space we are in so will not be allowed.", paraphrased and second hand, but from an authoritative source.
To me, that is a pretty clear message.
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Return to “What really counts as notice”
- Thu Dec 10, 2015 9:15 am
- Forum: General Texas CHL Discussion
- Topic: What really counts as notice
- Replies: 42
- Views: 5158
Re: What really counts as notice
- Thu Dec 10, 2015 4:25 am
- Forum: General Texas CHL Discussion
- Topic: What really counts as notice
- Replies: 42
- Views: 5158
Re: What really counts as notice
Sounds like good news for you then. Did they explain what was meant by "or the state of Texas" or is that supposed to refer to if you have a CHL?bcdudley wrote:So some more information I found out today. HR has been pushing to have this added as policy for a while now, however the owners have been saying no. HR is claiming it is an insurance issue, however they don't have anything in writing, just hearsay. Until the owner see's something, it will not be policy. The CEO's response on this was, "you cannot bring a weapon into the company unless you have authorization. Authorization can come from directors or above in the company or the state of Texas. Open carry is not appropriate for the type of office space we are in so will not be allowed.", paraphrased and second hand, but from an authoritative source.
To me, that is a pretty clear message.
- Tue Dec 08, 2015 4:43 am
- Forum: General Texas CHL Discussion
- Topic: What really counts as notice
- Replies: 42
- Views: 5158
Re: What really counts as notice
Have you talked to your boss to ask him? Given that you know that he carries, and that the HR person has already said something to you, you now don't really have anything to loose by now asking your boss.
HR doesn't have the authority to implement any policy on their own. They can certainly make recommendations, and they can create any policy that they have been given direction to create, but absent someone telling them no, they can at times believe that they have authority that they do not. Especially if it is someone that has been with the company a long time. As a consultant I have worked with many senior HR folks, at levels all the way to SVP and in very large companies. And I have on six occasions been brought in specifically to provide executive coaching to HR managers who have had a habit of overstepping their authority and then were engaging in battles to fend off employees challenging that authority. Each of those times it was because the HR manager tried to create policy based on his/her personal opinions, rather than based on any direction they'd been given. It happens. And right now a danger lurking on the horizon is that if this is one of the problem HR managers, you can anticipate that in "support" of their position they may well directly ask the building manger/owner to post the building, which then takes your complication to a new level.
Again, it sounds like your boss either is ignoring the policy if it exists, or is not aware of any such policy. And I'd want to start with having a dialog with him.
HR doesn't have the authority to implement any policy on their own. They can certainly make recommendations, and they can create any policy that they have been given direction to create, but absent someone telling them no, they can at times believe that they have authority that they do not. Especially if it is someone that has been with the company a long time. As a consultant I have worked with many senior HR folks, at levels all the way to SVP and in very large companies. And I have on six occasions been brought in specifically to provide executive coaching to HR managers who have had a habit of overstepping their authority and then were engaging in battles to fend off employees challenging that authority. Each of those times it was because the HR manager tried to create policy based on his/her personal opinions, rather than based on any direction they'd been given. It happens. And right now a danger lurking on the horizon is that if this is one of the problem HR managers, you can anticipate that in "support" of their position they may well directly ask the building manger/owner to post the building, which then takes your complication to a new level.
Again, it sounds like your boss either is ignoring the policy if it exists, or is not aware of any such policy. And I'd want to start with having a dialog with him.