Employer Policies the new gun control.

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OK - folks. Legit questions and reasonable comments have been posted.

Let's lay back and see if the OP comes and adds anything for a bit.

Otherwise, we are just going in circles.

To the OP - please read the thread and answer the concerns.

GEM
 
"SVO, companies often have alcohol at parties, despite active alcohol bans during working hours, so that part of your argument is weak; rolling a doobie would be illegal, so is not a good parallel."

No, it's still a good analogy.

Company policy against alcohol may very well include a provision for company provided alcohol at company sponsored events.

I worked for NRA for a number of years - they had a strict alcohol policy, and also had written exceptions to that policy. Anything that happened outside of that policy was a violation and was dealt with as such.

Same with my current employer.
 
Without access to Safeway's policy, I don't know if they have written exceptions (though they probably do given our litigious society), or if they have tacit gentleman's agreements.

Rolling the doobie would still be illegal.

So that analogy remains poor, IMO.
 
You attended a company function as an employee of the company. You violated company policy.
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+1.

Like it or not, you violated the policy by carrying on their property at an employee function even if you were not on the clock.

I don't believe you have a legal case which might explain your lack of lawyer interest.
 
MLeake said:
Could have been a drive-by from the outset, but could also be he realized the audience may not be that sympathetic.
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Except that when I checked his profile I saw that he had not been on-line since making the original post. That was (as I write) at 10:15 p.m. yesterday, and it's now 7:35 p.m. So, not quite 24 hours -- but he's certainly not lurking in the wings, avidly reading every response (unless he's doing so without logging in).
 
I'm curious if the OP still works for SafeWay? Several present tense comments regarding income and employment would suggest so....

I wonder how SafeWay would feel about a current employee attempting to organize a boycott against them? I don't think they'd feel too warm and fuzzy....
 
Isn't that what we will call biting the hand that feeds you. Maybe he's even on face book doing this. Bye,bye job then.
 
It's now 11:05 p.m. for me. Sneaking up on 25 hours since the post, and he still has not been back to look at it. I suspect he's just hitting every gun-related site on the Internet and has no real interest in discussing the merits of his issue.
 
Company policy, he was aware of the policy, he violated the policy, Shut up and be thankful he still has a job.
 
It's now 11:05 p.m. for me. Sneaking up on 25 hours since the post, and he still has not been back to look at it. I suspect he's just hitting every gun-related site on the Internet and has no real interest in discussing the merits of his issue.
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^+1 Exactly! These type are just anoying, at best.
 
Guys, no need to speculate on the poster's motives beyond what he's posted in his first post.

It's off topic.

If you have a problem with the OPs motives, hit the report post button.
 
As if carrying a gun to a company function in violation of company policy wasn't enough to get one fired, advocating a boycott of one's own employer, over the internet, no less, certainly is.

The OP should hope his employer doesn't get wind of this.
 
It's a sad but true fact that many companies consider their employees slaves who get a wage. Check their company guidelines and policies carefully and see.

Many now include language about "conduct that reflect poorly on the company image" or some such. You are theirs, 24hrs a day, as far as that is concerned, but you only get paid for the hours actually worked.

Its not often publically touted, and seldom is enforced (that we hear about, anyway), but with the language in some company rules allow you to be disciplined or discharged for a huge number of things you might do (including some totally legal things), ON YOUR OWN TIME!!!!!

Its not all just what happens on company property while you are on the clock. The devil is in the details, and what they tell you, and what they write, and by accepting employment, you agree to can be vastly differnt things.

One comany I ran accross had in its official rules that "employees are forbidden to posess weapons, except in the course of their official duties". And that was all it said, other than listing the punishment for breaking the rule. SO, I asked, and of course they said, "why, no, this doesn't mean you can't own a gun at home...." But that isn't what was written, and added to the rule about "detrimental to company image" (which was a 24/7 thing), they could, should they wish, enforce the penalty agains employee gun owners.

After all you voluntarily agreed to abide by their rules. ALL of them.

As to the OP, he broke a company rule. Thats clearcut as far as I can see. How and why he did it, machts nichts. He's lucky he wasn't fired outright. If your company has a rule about no guns, then you better assume it applies to ALL company functions, at ALL company locations (owned or rented), at ALL times (on or off the clock). Anything else if foolish pollyanaism. And as Forest Gump said, "stupid is as stupid does..."
 
I'm sure Safeway has specific rules regarding having weapons on their property period. On or off the clock.

Hope you enjoyed your one week, unpaid vacation.
 
and another thing.

I did enjoy my week off. I got a lot accomplished during that time, thanks for inquiring Shortwave. The missing paycheck sure sucked before the holidays, I'll admit, and I did lose some sleep over the whole thing, but I still got a lot of things done around that house that needed to get done. I've mentioned it before, Safeway has a clear policy about guns and employees, just not about civilians and guns and when you're not an employee, but a civilian. My arguement in that regard is probably why I didn't get fired.
 
I assume Safeway is a publicly traded corporation. Buy a share of stock and go to the annual meeting. Find out what the procedures are for making motions to the board. Make some supporting employees rights to carry weapons on the job. Your chances of getting anywhere are pretty small, like most such efforts, but if you can get enough support eventually the board will consider it. Getting enough support to pass the board probably means buying or getting voting rights to 51% of the outstanding stock, but you have to start somewhere.
 
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