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It's not a school, but it is a building owned by the school district and the employees working therein are paid by the school district. I'm not aware of any case law that covers this, but the law doesn't say that instruction must be occurring in a school for it to be illegal. Just irritating that they post it when it really is the wrong sign. I'm guessing that the attorney they hire for this stuff is pretty much a generalist and did the best he could.

Tangentially, the local school district just posted a 30.06 sign at the entrance to the employee health clinic. This building is owned by the school district, and is funded by both the city government and the district. Employees of both agencies using thier employee health insurnace can utilize the clinic and it keeps the costs down for everyone. Anyway--the building is owned by the district so a chl holder would be in violation if he entered, sign or no sign. But the sign is posted on a government building/school building. Perhaps the city employees and dependents might not realize it i school property, but the sign seems out of place.

So, presuming that she had a chl, and presuming the firearm never left the locked trunk of her car, she had violated no state laws. If the HISD had a written policy that specified an employee could be terminated for possession of a firearm in a vehicle, in a parking lot, then her resignation in lieu of firing would be expected, however if the district has no written policy, would their demand for her resignation be unreasonable and hence they would need to offer the job back to her because she failed to violate any written policy?

After all of the comments, things can get confusing here. So, a person has a chl and is employed by an isd with no written policy regarding employees possessing firearms. The gun is locked in their car during the normal work day. Are they violating any laws here? Same scenario for an employee without a chl but gun is locked away in car under mpa?

Now the next question: Does the Houston ISD have a written policy that precludes employees from possessing a weapon on school property? You can bet it covers students with all manner of weapons, but does it specify that possession by an employee is a basis for termination?

Since this is in the Houston area, perhaps there is an attorney who reads these threads who might be willing to participate in the defense so that no hostile precedents are set.

Sorry that I am late to the party but several folks have said and genuinely believe that a felony conviction prevents employment in a school district. In fact, it depends upon the nature of the felony. Violent criminal acts, yes, you are unemployable. On the other hand if the conviction was for a nonviolent crime, say bank fraud or something similar, then yes, it can be considered but it doesn't immediately preclude employment.