New employee, how to ask if you can carry on the job?

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I'm retired, live in a "good area", carry everywhere legal, avoid where I can't and "need" is not how I see it. If I thought I'd "need" a gun, I wouldn't go there, amiright.

We're absolutists and never risk - stratify...

...with a healthy world - be - damned frontiersman attitude :rofl:

Justabunchaentitledidjits, really :rofl:
 
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Thats just an asinine comment, really man.

As to the topic my work prohibits firearms in the handbook, but thats literally what it is says. So a handful of gun guys/CC's got together and asked about keeping guns in our vehicles. That was fine, just don't have them on you "at work".

I still know one guy who pocket carries anyway.
Yeah, well aren't we lucky to have yours for comparison.
 
Just ask your employer what policies are in place to insure workplace safety and security. If there's a "weapons-prohibited" policy in place, the reasoning behind it will be exactly that, workplace safety and security. Asking the question that way won't necessarily reveal which way you stand on that.
Include inquiries on locking doors, badge/ID requirements, concern-reporting procedures, hazardous materials handling, fire suppression, weapons on premises, video recording, etc, as applicable. You could even toss in a question on Covid-19 safety protocols.
 
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I have been in jobs where there were so many people in the workplace, someone would be opposed to firearms. And firearms were banned on the premises, even in the parking lot. Something the state supreme court had a field day over. I have also been in FEDERAL/STATE jobs where firearms in the workplace were prohibited by law, and everyone carried anyway. It was a very small office with no one to report the other for having a self defense weapon. The relationship between you, boss, and company policy is what determines if you should carry at work.
 
MedWheeler has the best answer. Employee handbooks are not carved in stone and brought off the mountain by Moses. Just because it isn't mentioned in the handbook doesn't extend the permission to do something not covered. Have you ever heard of an employee handbook telling you can't grab the boss's wife by the butt cheeks?
 
MedWheeler has the best answer. Employee handbooks are not carved in stone and brought off the mountain by Moses. Just because it isn't mentioned in the handbook doesn't extend the permission to do something not covered. Have you ever heard of an employee handbook telling you can't grab the boss's wife by the butt cheeks?

No, but if you're the idiot who needs the employee handbook to tell you that, you're going to have a really hard time in life....
 
MedWheeler has the best answer. Employee handbooks are not carved in stone and brought off the mountain by Moses. Just because it isn't mentioned in the handbook doesn't extend the permission to do something not covered. Have you ever heard of an employee handbook telling you can't grab the boss's wife by the butt cheeks?

I mean technically almost every corporate handbook in existence is going to ban sexual harassment and probably have additional anti harassment training, I think grabbing someone’s butt is going to fall under sexual harassment even if it’s not explicitly stated. Kind of like a no weapons policy covering guns, knives, swords, clubs, brass knuckles etc. ;)

On a more appropriate note I switched from a Benchmade 531 Pardue to a blue Bugout at work because the Bugout doesn’t give off as many “weapon” vibes if someone sees it.
 
I also think it's post #30 for the win. Sandwich the question in between several other pertinent ones. That said, and I've been on both sides of that interview table, it's incumbent on the MANAGEMENT to explain THEIR policies to their employees. Also, it is REGULAR for that employee to have a few questions, unless they're simpleo_O. The questions may not come to light for a few days or longer, but, they are normal. ''Hey, I asked about that'' can REALLY help, later. And in the unfortunate situation/ confrontation followed by '' I forgot something can I go to my vehicle please.''

Interviews are not all inclusive, and conversations are a 2 way street, with a few stop signs and signal lights.
 
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Just ask your employer what policies are in place to insure workplace safety and security. If there's a "weapons-prohibited" policy in place, the reasoning behind it will be exactly that, workplace safety and security. Asking the question that way won't necessarily reveal which way you stand on that.
Include inquiries on locking doors, badge/ID requirements, concern-reporting procedures, hazardous materials handling, fire suppression, weapons on premises, video recording, etc, as applicable. You could even toss in a question on Covid-19 safety protocols.
Great advice right there , there is always more than one way to ask a question . Sometimes it's the direct path that is best , with this subject nowadays I think indirect is the way to go . Good luck with the new job .
 
Our employee manual does expressly forbid employees carrying, while on the clock at work whether you're on a job site or in the building.

An interesting thing is - you can carry if you're off the clock. Say you need to swing by the office quick to pick something up that you forgot - after hours. That issue was actually contested awhile back and the employee was cleared.
 
Employee handbook is your friend. Then, focus on building a good reputation and not being "the gun nut".
First full time job out of college, I read the paperwork, signed off, started the job, and found there were more company policies that forbidden fireworks, ammo, guns even in employee vehicles (which was against the law in Kansas at the time to forbid in vehicles in designated parking lots). I choose to carry, as it was against the rules, not the law. They made me, eventually, but I had established a reputation as a level headed first line manager, and it was a non issue that I only found out they made me because the company safety man apologized as he accidently was involved in letting the CEO know, who again, didn't make an issue of it.

Reputation matters. The next company I worked for had no policy, and they waited till the month after I left them to adopt a no guns policy. The third company I worked for had a no guns policy after an ND resulting in a near death.

The current company I work for...well our division is heavily armed. More carry than don't. I know someone who has a double barreled shotty behind their desk. It's rural, we're patriotic, and we lean pretty hard on liberty.
 
There are several...ummm..."poor" bits of advice, here.

First, know your federal and state laws. Period. That should be a given. This gives you the legal framework for carrying in your state, but is not the be-all to carry.

Second, get answers to your questions from work. If they have a written employee policy/handbook, posters on the matter, etc., then get them and read them. Asking "your boss" can help, but verbal isn't the same as written no matter what the answer you get is. If you can't get the answer in writing by pre-existing employee policy/handbooks, then find out what it is and get it in writing.

Third, just because you may not find a written policy doesn't mean that you are free from consequences such as being fired for carrying a firearm into your work place. In many states, Tennessee included, you can be fired for good cause, bad cause, or no cause at all. (You just can't be fired for the legal exceptions codified under law, such as discrimination laws.) This means "if there isn't a sign forbidding it, it's OK", "don't ask/don't tell", and "concealed means concealed" is a very poor attitude and very poor advice.


All other comments about "needing to carry" at work, not "getting paid enough" to carry at work, or anything else not related to providing the OP helpful guidance in answering his question is not helping the OP, or anybody else who might happen across this thread looking for useful information.
 
I mean technically almost every corporate handbook in existence is going to ban sexual harassment and probably have additional anti harassment training, I think grabbing someone’s butt is going to fall under sexual harassment even if it’s not explicitly stated. Kind of like a no weapons policy covering guns, knives, swords, clubs, brass knuckles etc. ;)

On a more appropriate note I switched from a Benchmade 531 Pardue to a blue Bugout at work because the Bugout doesn’t give off as many “weapon” vibes if someone sees it.

If the boss's wife isn't an employee the employees manuals prohibitions on sexual harassment may not apply. You never know, she might enjoy new guy grabbing her butt cheeks.
 
Depending on the gig, there is typically no benefit to being known as the "gun guy" or "gun girl" at the workplace. In many instances jobs are like a taxi / bus / train…there is always another one coming along soon!

My technique has been to somewhat compartmentalize my life. My colleagues certainly know me well, yet I keep many of the cards played close. These are not lifelong friends whom I've known for many decades.
 
If the boss's wife isn't an employee the employees manuals prohibitions on sexual harassment may not apply. You never know, she might enjoy new guy grabbing her butt cheeks.

In all states it is a crime if she objects. It may have different names in different states but it’s still a crime. Sexual assault, sexual battery, fondling….doesn’t matter, in this day and age you can easily go to jail and lose your firearm rights forever.
 
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