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In any case, I doubt that they could successfully prosecute you for "failure to conceal", if the discovery was subsequent to a "search" of your person, because they suspected you might be carrying due to your previous inquiries.

I agree with that -- it matches what I said earlier. (Substituting "CCL" with "CHL")

The laws do not deal with reasons you can be fired. Only with reasons you may be arrested/prosecuted. In order to arrest, the wording in the employee manual must meet 30.06 wording. Any other wording can be used, but then would only be effective as a reason to terminate, not arrest.

You can be terminated at any time, for any reason. Even reasons that are not specified in a manual.

Purplehood wrote:

sjfcontrol wrote:

Purplehood wrote:
As I understand it, the above is specifically verbal notice. There is no requirement for the wording to look like a 30.06 sign (let alone the legally mandated text size), when verbal notice is given instead.
Printing out the notice in a handbook is indeed, verbal notice.

The law does not speak of "verbal" notice. It refers to either written, or ORAL notice. Notice given in an employee handbook is written notice, and must be worded according to 30.06 in order to be legally binding. (i.e. a crime, as opposed to cause for dismissal.) The form for ORAL notice is not defined, so ANY oral notice (from an individual entitled to issue it) is valid.

I think you are interpreting the intent of the law incorrectly.

Please keep in mind that I am not a lawyer. At least I don't get any paychecks for my legal advice...

How so?

Purplehood wrote:
As I understand it, the above is specifically verbal notice. There is no requirement for the wording to look like a 30.06 sign (let alone the legally mandated text size), when verbal notice is given instead.
Printing out the notice in a handbook is indeed, verbal notice.

The law does not speak of "verbal" notice. It refers to either written, or ORAL notice. Notice given in an employee handbook is written notice, and must be worded according to 30.06 in order to be legally binding. (i.e. a crime, as opposed to cause for dismissal.) The form for ORAL notice is not defined, so ANY oral notice (from an individual entitled to issue it) is valid.

Same with the policy manuals at ALL shooting ranges (where the employees usually open-carry anyway).