Weapon Storage at work

[Noggin]

I trust that this is the right forum for this subject, if not I apologise.

As a semi retired person I have a part time job with Fed Ex (working generally 4 hours a day in the early morning) at their distribution centre north of Bryan.

At one of their routine pre-shift morning meetings one of the supervisors reminded people about safety, usually this relates to working practises such as handling packages with care etc. This time however we were all reminded that bringing any sort of weapon to work would result in instant dismissal. Now I am sure we all have our own views on this, however the entrances to the building are legitimately posted with 30:06 and 30:07 signs. Furthermore once through the front doors you have to pass through security screening (via a turn-style and metal detector) while security staff check your belongings (which have to be carried in a clear plastic bag). When you leave work at the end of your shift similar rules are in place. Yes this is all a little inconvenient but I accept it as part of the job.

What did concern me though, it was also announced that if you are found to have a weapon stored in your private vehicle, then that too would be grounds for instant dismissal. The parking lot used by employees may be on Fed Ex property (in front of the main building) but it is not in any sort of controlled area, you do not have to pass through any sort of gate or checkpoint to park there (unlike the yard area for Semis and Vans which is controlled) it is the same lot that would be used by customers or visitors. Therefore as I understand the law in this state Employers have no right to restrict someone from storing a firearm in their private vehicle something we can all do in other 30:06 locations such as Schools, Hospitals and Shopping Malls etc. Furthermore could an employer dismiss you if you refuse to let them search your vehicle.

While I am not planning on pursuing legal action on this matter (not something I could afford). It is a subject that I would be interested to hear some educated views on.

[mrvmax]

Here are a couple links to laws concerning this. Look up sections 52.061/62

https://statutes.capitol.texas.gov/Doc ... htm#52.061

https://statutes.capitol.texas.gov/Doc ... htm#52.062

[ScottDLS]

Here are a couple links to laws concerning this. Look up sections 52.061/62

https://statutes.capitol.texas.gov/Doc ... htm#52.061

https://statutes.capitol.texas.gov/Doc ... htm#52.062

Seems pretty clear.

Sec. 52.061. RESTRICTION ON PROHIBITING EMPLOYEE ACCESS TO OR STORAGE OF FIREARM OR AMMUNITION. A public or private employer may not prohibit an employee who holds a license to carry a handgun under Subchapter H, Chapter 411, Government Code, who otherwise lawfully possesses a firearm, or who lawfully possesses ammunition from transporting or storing a firearm or ammunition the employee is authorized by law to possess in a locked, privately owned motor vehicle in a parking lot, parking garage, or other parking area the employer provides for employees.

[LDB415]

What a load of horse hockey. Pretty simple. Your LOCKED car, your property, your business. Anywhere, any time. Covered and solved, 10 words.

[Noggin]

Thanks for that. It pretty much confirmed what I already believed. I guess the only unresolved question now is, if they can't stop you from keeping a weapon in your private vehicle can they still fire you for doing so, because you are breaking their corporate rule.

[Mel]

Thanks for that. It pretty much confirmed what I already believed. I guess the only unresolved question now is, if they can't stop you from keeping a weapon in your private vehicle can they still fire you for doing so, because you are breaking their corporate rule.

If they want to fire you, they will find a reason.

[Mike S]

Thanks for that. It pretty much confirmed what I already believed. I guess the only unresolved question now is, if they can't stop you from keeping a weapon in your private vehicle can they still fire you for doing so, because you are breaking their corporate rule.

If they want to fire you, they will find a reason.

This is the unfortunate reality. If a person were to be terminated in violation of this code, you may have a civil case against the employer. But, its on you to prove you were terminated for a prohibited reason.

Look at the link to the Code above, & notice how each of the other Subchapters (A thru F) have some form of penalty against an employer for violating that specific Subchapter (or a recourse to award the wronged employee for an action the employer took in violation of those Subchapters).

Then re-read Subchapter G. Notice the Legislature didn't provide a penalty or recourse for violation of your rights under this part of the code. (Thus, a law with no teeth...) It would be nice for the Legislature to amend this & make a penalty for even 'having a policy in violation of Subchapter G'. (Not gonna hold my breath...)

Since your not violating the law, I'm of the opinion of doing what you will (in accordance with Texas law), & not advertising it.