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CC workplace legal question
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<blockquote data-quote="thecolonel" data-source="post: 885637" data-attributes="member: 9020"><p>Let me clarify my earlier post. The potential issues do not have to do with the SDA, but from an employee perspective. If the policy at work is a "no weapons policy", as described by the sign and the employee manual, then the employer opens himself up to action by other employees.</p><p></p><p>If employee A carries a weapon to work even though there is a policy of no weapons at work and this gets around. It probably will; especially, in a small business setting. Let us say employee B is fired for violation of a workplace policy as outline in the employee manual. Employee B has potential grounds for a discrimination law suit under the federal fair labor act. The person can argue, that she was singled out for termination as the work policies are not enforced in a fair and equitable manner. The presence of a permission to carry a weapon gives support to her argument. Employee A is receiving special treatment, to carry a weapon, this clearly in violation of the work place policy and he is receiving "special consideration" from the employer. The only way around this would be to have a caveat in the job description of employee A that has to do with providing security, but this can open other issues.</p><p></p><p>The best way to handle this potential labor issue is to remove the sign and change the policy in the handbook to "no violence at work" wording.</p></blockquote><p></p>
[QUOTE="thecolonel, post: 885637, member: 9020"] Let me clarify my earlier post. The potential issues do not have to do with the SDA, but from an employee perspective. If the policy at work is a "no weapons policy", as described by the sign and the employee manual, then the employer opens himself up to action by other employees. If employee A carries a weapon to work even though there is a policy of no weapons at work and this gets around. It probably will; especially, in a small business setting. Let us say employee B is fired for violation of a workplace policy as outline in the employee manual. Employee B has potential grounds for a discrimination law suit under the federal fair labor act. The person can argue, that she was singled out for termination as the work policies are not enforced in a fair and equitable manner. The presence of a permission to carry a weapon gives support to her argument. Employee A is receiving special treatment, to carry a weapon, this clearly in violation of the work place policy and he is receiving "special consideration" from the employer. The only way around this would be to have a caveat in the job description of employee A that has to do with providing security, but this can open other issues. The best way to handle this potential labor issue is to remove the sign and change the policy in the handbook to "no violence at work" wording. [/QUOTE]
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