TexasCHLforum.com

Keith B wrote:

Purplehood wrote:I see the two as the same thing. Apparently you do not. Don't mistake me for supporting the employer's stance, as I don't.

One benefit of this website is seeing the same situation through so many different perspectives. Here I am, completely against restrictions of firearms in the workplace. Then another poster goes and brings up the employer's point of view in one word, Liability. I admit I am dense at times, but that really cleared alot of things up for me.

If an employer gives me any kind of notice, verbal or written, I am personally going to consider it valid notice regardless of the legality. That is just me. Of course, so far that has not occurred at my workplace.

Don't get me wrong. Notice is notice from an employment standpoint. The only requirement I am talking about is the LEGAL ramifications. It must be a 30.06 or oral notice to arrest you. As always, written notice to not do something is good enough to fire you over, but they can't legally have you arrested.

barres wrote:

bdickens wrote:Yes, absolutely. Now the company has doccumented that you understand and agree to the policy. You can no longer claim that you didn't know.

Hopefully, state law will preclude those sorts of policies soon.

I'm no lawyer, but I would think that would only make it easier for them to fire him. I don't see how this impacts whether or not he can be prosecuted. He signed that he received written notice of a "No firearms policy," not that he received verbal notice of that policy. And the written notice that he acknowledged that he received is not 30.06 compliant.