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I think that it is interesting when defining the term loyalty in corporate aernas. Your company, full of people that love you, may simply be looking for outside investors. Some of those investors may want to know about the HR practicies and policies, as well as bank records. Your company, growing as you say, decides it needs some industry standard answer to the "what are your policy" questions. Hence the hiring of an HR expert that took a bunch of HR policies out of a book they purchaced and made them "yours."

I doubt anyone ant your comapany was looking to implant the corporate culture with red tape, but they were looking at the best/easiest way to grow. You just get to decide if that "growth" is too painful for your belief system.

I would guess that you have been given sufficient verbal notice. If everyone else in the room heard it and you didn't I suspect you'd lose that battle. I also suspect that the company has no desire to press charges unless you got ugly if asked to leave. It is a gamble, I don't think a paid lawyer could give you any answer that is black and white because that lawyer won't get to sit on your jury.

tubular031 wrote:

RottenApple wrote: This really isnt that difficult. The notice in your handbook does not meet 30.06 language requirements therefore it is not legally binding. You can legally ignore it but, as has been stated, you can be fired.

If, however, they also told you orally "no guns", then that does meet 30.06 and you can be prosecuted for criminal trespass.

So did they tell you "no guns" or just give you the handbook? That's what it boils down to.

I am trying to remember what was said in the meeting, I do think she said no guns. How would that hold up in court? Can they prove they said it and can they prove I heard it? If I spaced out and was not listening, how can I be expected to follow something that I was not told?

hmmmm....

A meeting? With other people there? In which case, the proof is easy. All it takes is a single person who was there who is willing to say that s/he heard them say "no guns".

If I were in your shoes, I would leave my firearm secured in my car (they can't legally bar you from that).

BTW, someone here asked about unemployment. If a former employee files for unemployment, then the employer is given an opportunity to either challenge it or not. If they challenge it, they must provide a reason why you were terminated and be able to back up that reason. I know a TWC investigator who has gone after a couple of companies for fraud after it was discovered they had falsified records of misbehavior.

Good jobs are tough to come by these days. Not being in the same shoes I cannot honestly say what I would do. Working for myself comes with the luxury of doing as I please but also the headache of being the last to get paid...LOL. From where I sit I feel like I might be tempted to carry utilizing "deep" concealment such as a pocket holster and take my chances. Unless they had a metal detector they would never know unless I was forced to use my weapon and at that point, living means more to me than keeping my job.

tubular031 wrote:I am not worried about them firing me at all. If that did happen I could find another job easy. I already have people trying to get me to work for them. I am more interested in any legal action against me. If its the job to worry about I'll ignore it. If I could go to jail or have to goto court that's another story.

Anyone know a lawyer I can talk to? I don't mind spending a few bucks to have my rear covered.

They said we need to sign it by Monday.

If I was in your shoes, I would not sign the new policy. Not gonna do it. Wouldn't be prudent.

I would also start looking for a better job or, depending on my line of work, maybe start my own business. In the second case, I bet I would know a few guys who I could hire when my business picked up.

Whether or not he signs the policy would have no bearing on whether or not he was given effective notice. The correct wording is either there or it isn't. All they have to do is say that they gave it to him. They don't have to prove he read it. It also would have no bearing on whether or not they would/could fire him if he carried a weapon at work and they found out about it.

I think I'd just go to work and put in a few hours until it was time to sign their document. Then when they tell you to leave ask for your Paycheck. If you quit they can wait until the next pay period If they fire you they're suppose to pay pay you.

docbrazos wrote:I think I'd just go to work and put in a few hours until it was time to sign their document. Then when they tell you to leave ask for your Paycheck. If you quit they can wait until the next pay period If they fire you they're suppose to pay pay you.

Since when? I'd like to see the law that says that.

ETA: The Texas Payday law says that if you are involuntarily separated (I.E. - fired, terminated, laid off) then the employer has 6 calendar days to pay you your final check. I've seen nothing that requires them to provide it to you on your way out the door.

The issue is not legality C-dub. The man can't be prosecuted, but he can be fired. and they don't have to state a reason - "your services are no longer required."

oohrah wrote:The issue is not legality C-dub. The man can't be prosecuted, but he can be fired. and they don't have to state a reason - "your services are no longer required."

I guess I misunderstood and thought that was the question. There seemed to be a lot of people thinking the OP had been given "notice."

At this point either quit or lock the gun in your car. I believe you have been given notice. Unless the parking lot is a post office lot or the lot itself has a 30-06 at the entrance you should be OK. I hate when a business does this. I am the boss and there are no restrictions at my office.