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I have an opportunity for a new job that pays about 700.00 a month more. I have met with the owner several times and felt fairly comforatable with the change (been on current job 11 years).
In general conversation about hobbies I said I liked shooting sports and he then told me both him and his wife were CHL holders. I did not say one way or another (concealed means concealed).

We settled on job duties and pay rate and a start date of 4/1. He gave me all of the pre-hire paperwork including the employee handbook. Upon reading the handbook, I found 3 sections that forbid firearms on or in company property.

He is out of town until Wednesday so I cannot contact him about this matter. But, my way of thinking is if he is not willing to revise the handbook to exclude the firearms section or insert the words Unlicensed possesion, then I am probably not going to accept the position.

By the way,I can and do carry on my present job. And the additional money, although nice to have, is not required to live comforatably.

As I respect all opinions from you folks, I would really like to hear some on this matter. Thanks in advance.

I suspect that it is in the handbook because some lawyer told him that it was necessary to prevent a possible lawsuit in the future.

Maybe you can come to some sort of gentlemen's understanding with him, but if you do, make sure that you have something in writing to protect you froma possilbe lawsuit in the future or dismissal from the company due to carrying.

For an extra $10k a year, it's certainly worth lookng into. You're in a great position right now as you can say no and you don't need the job or the money.

Let us know how it turns out.

Lumberjack98 wrote:I suspect that it is in the handbook because some lawyer told him that it was necessary to prevent a possible lawsuit in the future.

Maybe you can come to some sort of gentlemen's understanding with him, but if you do, make sure that you have something in writing to protect you froma possilbe lawsuit in the future or dismissal from the company due to carrying.

For an extra $10k a year, it's certainly worth lookng into. You're in a great position right now as you can say no and you don't need the job or the money.

Let us know how it turns out.

This is good advice. I see two chioces, either change the manual to your satisfaction, or a letter from the boss saying you are exempt as long as you maintain your CHL...

Good luck!

If I based my employment on carrying a firearm I would have been un-employed or significantly making less money the last 12 years. Although I definetly think I should be able to carry, I will not put that above being able to support my family.

We all have priorities in life, and carrying at work to me is a plus but not a necessity. If carrying at work is worth 8500 a year to you, well then maybe you should stay where you are. For me, I can think of a few more things I could use the money for to help the family.

Right2Carry wrote:If I based my employment on carrying a firearm I would have been un-employed or significantly making less money the last 12 years. Although I definetly think I should be able to carry, I will not put that above being able to support my family.

We all have priorities in life, and carrying at work to me is a plus but not a necessity. If carrying at work is worth 8500 a year to you, well then maybe you should stay where you are. For me, I can think of a few more things I could use the money for to help the family.

I am with you. I feel no need to impose my will on others. I would not expect an employer would change a major corporate policy simply to suit me.

A while back I was involved in negotiations with a government agency (not LE related) that would have required me to work in a courthouse, which equals no carry. Had the money been right, I would have taken it.

Right2Carry wrote:If I based my employment on carrying a firearm I would have been un-employed or significantly making less money the last 12 years. Although I definetly think I should be able to carry, I will not put that above being able to support my family.

We all have priorities in life, and carrying at work to me is a plus but not a necessity. If carrying at work is worth 8500 a year to you, well then maybe you should stay where you are. For me, I can think of a few more things I could use the money for to help the family.

a lot depends on the job. If one worked in a chemical plant or a school system, one would have no expectation to be able to carry, If one were driving a truck, or working a convenience store being able to carry takes on more importance.

That being said, there are jobs I wouldn't take for twice what I make now. There are others I would gladly do for 10k less than I make know. (I'm Not qualified and to old)

Also consider:
Is this a "Chain Business" or personally owned by the individual that handed you the employee manual. Your prospective new boss may not have a say so in the matter if he himself is bound by corperate rules and regulations. My business is a chain based and it clearly states that I may not carry any weapon "inside the place of business". This was their attempt to cater to those that did carry legally and to let us know that it was o.k. to leave them in our vehicles while on the clock.
I agree with the previous posts that even though you do not require the extra funds to live comfortably; it is still extra funds to put aside or save for a rainy day....and 10K a year is worth asking a few probing questions

It is individually owned. The owner and his wife are both CHL holders and I would report to no one but him.

Other than the money its a lateral move for me. Also they approached me about the position. The position does require travel in all parts of the DFW area but in a company owned vehicle. So even having one in the truck with me is out also.

If it were just an office job it wouldn't bother me as much. But some of the areas that I would be going into is part of the reason I got my CHL in the first place.

At this point they do not know I have my CHL but they will come Wednesday. Hopefully he will change the policy or give written exception.

Good luck in convincing him to let you carry. Insurance may be another reason it is in the employee handbook. I can see your point since you are traveling around the metroplex in a company vehicle.

Again good luck and I sincerly hope that he allows you to carry.

KRM45 wrote: .......
Maybe you can come to some sort of gentlemen's understanding with him, but if you do, make sure that you have something in writing to protect you froma possilbe lawsuit in the future or dismissal from the company due to carrying.

For an extra $10k a year, it's certainly worth lookng into. You're in a great position right now as you can say no and you don't need the job or the money.

Good advice. I echo the same.

It is standard to see the possession of firearms and other deadly weapons as immediate grounds for terminations in just about all emplloyee's handbook. It is for insurance purposes and a CYA measure for the employers. A wriiten exemption issued to an employee might expose your employers to civil liabilities (I am not a lawyer) in the event the firearm is used, I was told by a lawyer freind/member. Your future boss knows concealed is concealed.. Don't ask and I won't tell arrangement works for me. Good luck !! Keep us posted.

ReySC

We had some similar discussion on this topic regarding a post of mine (http://www.texasshooting.com/TexasCHL_F ... sc&start=0)in this forum. Does the handbook/policy specifically have the 30.06 wording in it? If no, you are not legally obliged to not carry unless you are verbally told by your manager that you cannot carry.

The situation you're in seems to be far and above better than mine, as you report directly to the owner, and he is a CHL holder. If he does not tell you specifically that you cannot carry, and the specific 30.06 wording is not in the handbook, then you are legally covered. I'd personally be comfortable carrying in such a situation. My guess is that a CHL-carrying boss isn't gonna fire you for carrying, and he should know the law well enough to tell you specifically that you cannot carry if those were his wishes.

NcongruNt wrote:We had some similar discussion on this topic regarding a post of mine (http://www.texasshooting.com/TexasCHL_F ... sc&start=0)in this forum. Does the handbook/policy specifically have the 30.06 wording in it? If no, you are not legally obliged to not carry unless you are verbally told by your manager that you cannot carry.

The situation you're in seems to be far and above better than mine, as you report directly to the owner, and he is a CHL holder. If he does not tell you specifically that you cannot carry, and the specific 30.06 wording is not in the handbook, then you are legally covered. I'd personally be comfortable carrying in such a situation. My guess is that a CHL-carrying boss isn't gonna fire you for carrying, and he should know the law well enough to tell you specifically that you cannot carry if those were his wishes.

No. it can be written or verbal from an employer. the company manuel does not have to be 30.06 wording.

Having been handed my layoff letter on Feb 23rd, and frantically looking for a job since, I would be glad to find one that said "no guns on the job."

Sorry to hear that Jim. I have been there and done that and I agree with you on your statement. Good luck Job hunting.