Return to “Help Convincing HR to Allow Carry”
Yep I didn't get into it that deeply with her.C-dub wrote: ↑Sun Mar 06, 2022 11:30 am A CEO should be able to dictate to HR what they want for their company unless there is a board of directors that has authority over the CEO in such matters.
Another issue will be the owner of the building the company is leasing space in. Their house, their rules. That will likely be a bigger hurdle to overcome.
Agreed on all counts.LabRat wrote: ↑Sun Mar 06, 2022 11:23 amIf I'm thinking of this correctly, doesn't an HR department (3rd party or in-house) work for the company? They should do what they're told to do.locke_n_load wrote: ↑Fri Mar 04, 2022 11:50 am Hey guys, long time no post. But I have an old friend of mine who needs some help. The company she works for has a 3rd party HR department, and they don't like carry. However, the CEO does approve of license holders carrying in the building. The landlord company of the building also does not prohibit carry. [snip]
Sounds like the CEO is relatively spineless. Or it's his CYA scenario.
Maybe he's not as pro-carry as she seems to think?
She does not have leverage unfortunately. She is just trying to put together a case for HR to leave out or remove any language barring carry and let state law take precedence.Vol Texan wrote: ↑Fri Mar 04, 2022 12:04 pmAssuming that your friend has some leverage in this matter, I think the easiest thing to do is to remove firearms language from the policy handbook altogether. It's easier to convince them to write NOTHING, than it is to convince them to write an affirmative support.locke_n_load wrote: ↑Fri Mar 04, 2022 11:50 am Hey guys, long time no post. But I have an old friend of mine who needs some help. The company she works for has a 3rd party HR department, and they don't like carry. However, the CEO does approve of license holders carrying in the building. The landlord company of the building also does not prohibit carry. Her company/HR are updating their handbook, and my friend is trying to put together an argument to get carry "passed" in her building. I need statistics, good points, etc. to help her out. We are in Houston and the area that she works in, Greenspoint (aka Gunspoint if you are from Houston) does have frequent crime. I could put arguments together for her but I am kinda swamped at the moment and my data is probably out of date. Any help is appreciated. Thanks in advance.
With a supportive CEO, then the absence of banning is a de facto acceptance - for now, until the CEO moves on. Then, after a year or so, when all is going well, then take the next move to get an affirmative acceptance of LTC carry into the handbook to act as a stopgap for when the next CEO comes in and may-or-may not provide cover for those who wish to carry..
Baby steps is easier than a 'one and done' approach.
That's just my 2 cents...