'Protect' as in, protect them from being fired?
Federally Controlled Property
- Thread starter ncpatriot
- Start date
Didn't know that but the OP is in North Carolina...same there?
As many have said, if you want to follow the rules, get some legal advice. As already mentioned, you have options. Violating a company policy is different than violating the law. One may get you fired, the other could be serious legal issues. Have I risked keeping a firearm in my vehicle when on a federal military installation? Yes, however I also had those particular firearms registered to use the on-post range. There was some gray area, I made a calculated risk. The only benefit is that where I parked was extremely secure…theft was never an issue, but a vehicle inspection (never done before) may have been problematic.
Have I violated company policies on keeping a firearm in my vehicle or carrying concealed? Yeap. Did I understand the risks and consequences? Yeap. Outside of state-mandated, “correct” signs of no firearms, I always interpret policies to mean that “no firearms” means “no illegal firearms”. Again, just my personal interpretation to justify the risks I choose to make.
I once did ask to put a memorandum in my file when I signed the employ-conduct policy stating “no firearms”. I basically stated that the company assumes all responsibility for my safety against an assault, attack, active shooter, workplace violence, etc., and that if injured or killed while at work without the means to defend myself, I or my surviving family will sue for damages for violating my Constitutional rights of life and self-defense. I didn’t stay there long, but the company lawyer said the company couldn’t guarantee my personal safety…which I countered with why let me take care of that myself? This just shows the irony of company policies that protect the company but have nothing to do with the individual safety of their employees.
Again, it’s your choice to risk your employment over a company policy, and understanding the more severe consequences of violating standing state or federal laws when it comes to exercise your 2A rights in areas or with policies that don’t recognize those rights.
As an aside, you can always get an exception to policy if you can justify it. My wife’s school at the time considered the parking lot part of the school premise. The principal knew my wife as an active CCW practitioner and had attended several training classes with me. He personally gave her an exemption to policy to leave her gun in the car; she didn’t even ask. The Resource Officer split time between the middle school and high school, so they didn’t have a consistent presence at her school.
Additionally, when I was stationed and living on a military base with all my firearms “registered”, I also had a state-issued CCW. There was a gap on how to transport firearms on and off post, so I got an exception to policy to carry on base when traveling to and from my residence from the Provost Marshal. How you approach it and explain it can often end up in your favor. As a plans and policy guy at one time…there is always an “exception to policy” process and it works if articulated and presented logically and professionally.
ROCK6
Have I violated company policies on keeping a firearm in my vehicle or carrying concealed? Yeap. Did I understand the risks and consequences? Yeap. Outside of state-mandated, “correct” signs of no firearms, I always interpret policies to mean that “no firearms” means “no illegal firearms”. Again, just my personal interpretation to justify the risks I choose to make.
I once did ask to put a memorandum in my file when I signed the employ-conduct policy stating “no firearms”. I basically stated that the company assumes all responsibility for my safety against an assault, attack, active shooter, workplace violence, etc., and that if injured or killed while at work without the means to defend myself, I or my surviving family will sue for damages for violating my Constitutional rights of life and self-defense. I didn’t stay there long, but the company lawyer said the company couldn’t guarantee my personal safety…which I countered with why let me take care of that myself? This just shows the irony of company policies that protect the company but have nothing to do with the individual safety of their employees.
Again, it’s your choice to risk your employment over a company policy, and understanding the more severe consequences of violating standing state or federal laws when it comes to exercise your 2A rights in areas or with policies that don’t recognize those rights.
As an aside, you can always get an exception to policy if you can justify it. My wife’s school at the time considered the parking lot part of the school premise. The principal knew my wife as an active CCW practitioner and had attended several training classes with me. He personally gave her an exemption to policy to leave her gun in the car; she didn’t even ask. The Resource Officer split time between the middle school and high school, so they didn’t have a consistent presence at her school.
Additionally, when I was stationed and living on a military base with all my firearms “registered”, I also had a state-issued CCW. There was a gap on how to transport firearms on and off post, so I got an exception to policy to carry on base when traveling to and from my residence from the Provost Marshal. How you approach it and explain it can often end up in your favor. As a plans and policy guy at one time…there is always an “exception to policy” process and it works if articulated and presented logically and professionally.
ROCK6
Aguila Blanca
Staff
I faced a similar situation when I took a part-time job at a Barnes & Noble book store. When I reported for my first day of work on a Monday, they gave me a copy of the personnel manual and told me to take it home, read it, and then sign a paper acknowledging that I had read it and that I agreed to it. One of the conditions was no firearms on company premises.ROCK6 said:
The stores are NOT posted, and customers are allowed to be armed. I was going to be working the closing shift, in a questionable neighborhood, and their store stayed open an hour later than every other business in the center. I asked if I could keep my carry pistol in my locker so that I wouldn't have to be unarmed going from the store to my car. The manager checked with corporate. On Wednesday the answer came back: "No." I handed her my resignation, and Friday was my last day.
I don't like to admit it, but I might have chosen differently if that had been my primary job.
It can go even further. Most of us accept a "their house, their rules" concept, I do, and I expect you to, when you are in MY house.
Most of us understand how our employers "own" us from 9-5 (or whatever your shift is), BUT, we're not bound by their rules when we are on our own time.
Right?
Unfortunately, less and less in America, today. And, especially the further above entry level employment that you go.
Many companies are taking (or have taken) the stance that since you work for them, your behavior, on, and OFF the job represents the company.
Anything that THEY consider reflects poorly on them, can cost you your job these days. Particularly if your job is something with a public presence. Look at all the people in entertainment/sports that lose huge contracts because they SAID something someone found offensive.
They my only pay you for an 8hr shift, but they OWN you 24/7. Disagree with that? Fine. Go find another job. IF you can....(once we put the word out...)
Once upon a time in America, what you did off the job was considered to be your private business (providing you broke no laws). Not that way today, for a lot of jobs. Check that employee rulebook carefully. Once company I know of had in their rules "employees are not allowed to possess firearms, except in the course of their official duties". I asked if this meant at home, as well, and the answer I got back was "not yet...."
the more this goes on, the happier I am that I'm retired...
Most of us understand how our employers "own" us from 9-5 (or whatever your shift is), BUT, we're not bound by their rules when we are on our own time.
Right?
Unfortunately, less and less in America, today. And, especially the further above entry level employment that you go.
Many companies are taking (or have taken) the stance that since you work for them, your behavior, on, and OFF the job represents the company.
Anything that THEY consider reflects poorly on them, can cost you your job these days. Particularly if your job is something with a public presence. Look at all the people in entertainment/sports that lose huge contracts because they SAID something someone found offensive.
They my only pay you for an 8hr shift, but they OWN you 24/7. Disagree with that? Fine. Go find another job. IF you can....(once we put the word out...)
Once upon a time in America, what you did off the job was considered to be your private business (providing you broke no laws). Not that way today, for a lot of jobs. Check that employee rulebook carefully. Once company I know of had in their rules "employees are not allowed to possess firearms, except in the course of their official duties". I asked if this meant at home, as well, and the answer I got back was "not yet...."
the more this goes on, the happier I am that I'm retired...