TexasCHLforum.com

Skiprr wrote:

usa1 wrote:how do they "check" a car...do they have such a thing as "gun sniffing" dogs?

Yep. There certainly are. Same canine skill-set that allows them to sniff-out certain explosives.

One obvious countermeasure is to sprinkle some residue around the cars driven by HR and senior management. Or maybe the whole parking lot.

when it comes to "gun sniffing dogs" , its all about "diversion tactics"

boomerang wrote:

Skiprr wrote:

usa1 wrote:how do they "check" a car...do they have such a thing as "gun sniffing" dogs?

Yep. There certainly are. Same canine skill-set that allows them to sniff-out certain explosives.

One obvious countermeasure is to sprinkle some residue around the cars driven by HR and senior management. Or maybe the whole parking lot.

Yeah, well; with the scarcity of primers, maybe just sprinkle used brass out your car window as you cruise through the parking lot...

im self employed..my boss, i mean my wife just smiles and says "have a good day" as i place my gun into the glove box..........(currently carrying under the "motorist protection act" for now)

IMHO Texas is a at will state... thus meaning they can fire you for any reason... thus I will carry at will as far as work goes(in car in parking lot). I'm not suppose to carry at work according to the handbook... Now you can read in between the lines (currently carrying under the "motorist protection act" for now) as well.

Well you know it is one thing to say "they can fire you for any reason at all", which is partly true, and quite another to have something in the manual that points out that they intend to fire you for certain things not related to your job performance or duties in any way. It is my position that self-defense, and the means to effective self-defense (including carrying a weapon) is a basic human right. You can't be fired for just any reason in TX... you can't be fired because you refused to commit a crime, or as a result as racial, religious, or gender discrimination, or if in violation of an employment contract. We just need to add "exercising your basic human right to effective self-defense" to the list of reasons you can't be fired in TX.

mr.72 wrote:After a 3.5-month period of "funemployment", I find myself now at a new job with an even more aggressive no-weapons policy than my last employer.

Anyone know of any high-tech company in Austin that does not have a no-guns, we-will-search-your-car, you-will-be-fired-on-the-spot no-guns policy? I suspect this is the kind of thing you can bring up in a job interview, but I also suspect you will not get any job if you do bring it up... kind of like asking how long must I work there before I can take a sick day... Employee handbook is usually not made public so you can't know the policy until you already took the job.

If it's important to you then you should ask it during the interview or discuss it with HR before you accept the offer. It doesn't matter it's smoking, guns, drug testing, health insurance, travel, sick days, overtime policy, or anything else. If it's important to you then you should ask it during the interview or discuss it with HR before you accept the offer. Then you have to decide if you want to accept the offer. Complaining on the internet accomplishes nothing.

>whiplash< wrote: Complaining on the internet accomplishes nothing.

uh oh

My company also has a no guns policy. Back in Jan. I had the opportunity to ask the VP of security about it. He basically told me that they have no legal right to search vehicles on company property, and kinda gave me the wink/nod if you know what I mean.

That being said, I am sure that if an employer asked to search and you refuse you would be canned. My personal protecton is far more important to me than this job is.

My 1911 sits comfortably in the center console from 6 AM til 4 PM.

>whiplash< wrote:Complaining on the internet accomplishes nothing.

I don't look at it as complaining, the OP is looking for advise and opinions on a subject that is important to him and that is what this forum is for. That's one of the reasons I joined. I have received a lot of good advise and gathered some good opinions from just reading the various threads.

I would not mention anything to a prospective employer about firearms and especially CHL's; IMO - you would just be opening a can of worms. The less people that know the better.

One question that I have, the OP states he parks in a common parking lot shared by other companies. If the lot is not 30.06 posted and is not their property; how can they legally enforce these searches?

Pete92FS wrote:

>whiplash< wrote:Complaining on the internet accomplishes nothing.

I don't look at it as complaining, the OP is looking for advise and opinions on a subject that is important to him and that is what this forum is for. That's one of the reasons I joined. I have received a lot of good advise and gathered some good opinions from just reading the various threads.

thank you Pete92FS

>whiplash< wrote:If it's important to you then you should ask it during the interview or discuss it with HR before you accept the offer. Then you have to decide if you want to accept the offer.

This is one of the factors, along with salary and benefits, that should be considered before accepting an offer. In this job market, someone may decide to accept a smaller paycheck or no health benefits for a domestic partner or even a policy prohibiting firearms on company property, but it's important to consider all the relevant factors before starting a new job. I don't necessarily suggest raising the subject during the initial interview, but when you're at the point where you're negotiating salary, that's a good time to ask to review the HR policies.

boomerang wrote:I don't necessarily suggest raising the subject during the initial interview, but when you're at the point where you're negotiating salary, that's a good time to ask to review the HR policies.

That would be great. They did not disclose the employee manual prior to my accepting the offer. I did ask in general to review the policies and for the employee manual and they agreed only to respond to individual questions.

mr.72 wrote:

boomerang wrote:I don't necessarily suggest raising the subject during the initial interview, but when you're at the point where you're negotiating salary, that's a good time to ask to review the HR policies.

That would be great. They did not disclose the employee manual prior to my accepting the offer. I did ask in general to review the policies and for the employee manual and they agreed only to respond to individual questions.

What a ridiculous position for them to take. How can one even ask a reasonable question, the policies are not even available for review. How can one even follow the rules if they won't let you read what they are?

I certainly recognize and respect the need to find and keep a job to support our silly little habits like shooting, eating, staying married, etc., so go with the job, but if that represents a corporate attitude, I would certainly keep my resume tuned up and my job search skills honed.

Best of luck.

I would explain that I don't sign things I haven't read but that's me. Good luck with your situation.