TexasCHLforum.com

seamusTX wrote:

Isimanica wrote:Does this apply to my keeping my arms in my private car in their parking lot?

I'm not sure what you mean by "this."

If a company has 30.06 signs at the entrance to a parking lot that they own or lease, and they catch you with a weapon in your car, and they want to press charges, they can have you arrested and charged with trespassing.

If they have 30.06 language in their policy manual, they can also have you arrested.

If they gave you spoken notification, for example, during new-hire orientation, they technically can have you arrested; but it might not stick.

In any case, they can fire you.

- Jim

Just to clarify, 30.06 doesn't apply to guns that are locked inaccesibly in the trunk.

Renegade wrote:

Xander wrote: No, we're now talking about apples vs. oranges. Policy enforcement is not equivalent to violation of federal anti-discrimination law.

Never served on a jury that actually decides civil suits eh? Try it if selected sometime, you will be shocked what goes into deciding who gets what, how much and why. It is an eye-opener.

Been there, done that, tore my hair out.

It was a federal suit for medical malpractice. First vote was 10:2 against the doctor and 11:1 against the hospital. I finally got them to see that no matter how tragic the patient's pain and suffering, the doctor had nothing to do with the nurses failing to make checks on the patient, failing recognize a known complication, and failing to notify the doctor. Final vote cleared the doctor, but found the hospital liable. I was the foreman, and kept them from running rampant on the award. The patient was retired and disabled before the incident, so no lost earnings. We awarded past expenses and reasonably foreseeable expenses, amounting to about a quarter million dollars. The plaintiffs were satisfied, but their two (high priced) lawyers from Dallas quite visibly deflated when they heard what their take was going to be.

No offense, Chas.

mikeloc wrote: An employer DOES NOT have to post 30.06 sign or lanuage.

Just to clarify they don't have to use 30.06 notice to fire an employee, but they do have to give 30.06 notice for someone to be prosecuted. And since public employers can't give 30.06 notice...