TexasCHLforum.com

dicion wrote:

Scott Farkus wrote:, but as an employee, you are required to follow the personnel policies of your employer

Required by what? Employer Policy? Sounds like Circular logic "You are required, by employer policy, to follow employer policies!"
You don't HAVE to follow employer policies. it is not the LAW to comply with employer policies.

If you mean you do not violate the Penal Code by violating an employer's workforce policies, you are generally correct. However, there are potential legal ramifications for violating an employer's policies aside from getting fired. Being fired "for cause" will bar you from collecting unemployment benefits and depending upon how long you have worked for an employer, you may lose retirement benefits as well. In the university setting, it can cost you tenure as well. If you have health insurance provided, you will lose that and the much higher cost of COBRA may put health insurance out of reach of someone who is unemployed. All of these are legal consequences, although not related to penal code violations.

Minimizing the downside of violating an employer's "no guns in the parking lot" rules doesn't help us pass an "employers' parking lot" bill in 2011. There's a heck of a lot to lose, especially in a very tight job market.

Chas.

terryg wrote:One of the primary differences in this scenario for someone working for a university versus another employer is in the event of theft. If someone breaks into your car and steals your weapon or even steals your entire car while on university property, the campus police department will be the agency filing the police report - not HPD or DPD or whatever city department in which the university is located.

Thanks for this post; I never thought of that angle. A theft under these circumstances would force you to disclose something that may well cost you your job in addition to losing a car/gun. More ammo for the 2011 Texas Legislative Session. (Yeah, the pun was intended.)

Chas.