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Texans: NRA-ILA Wants
September 4, 2012
Help on 'Parking Lot' Law
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(GunReports.com) -- NRA-ILA marked the one-year anniversary of Senate Bill 321 taking effect in Texas, a law which allowed the transportation and storage of firearms in locked, employee-owned motor vehicles parked on company-controlled parking lots.
In order to comply with this laws provisions, most employers in the state have amended their policies to allow parking-lot storage of guns.
However, NRA-ILA would like to hear about any examples of company policies that continue to violate the spirit and intent of the statute. If possible, please provide a scanned copy of the actual policy from your employee handbook, and any instances of employees being disciplined or terminated under such policies.
The law as enacted applies to both public and private employers, as well as all lawfully-owned firearms - not just firearms in the possession of Concealed Handgun Licensees.
However, SB 321 does not authorize an employee to possess firearms on any property where such possession is prohibited by state or federal law. Also, the provisions of the law do not apply to the following:
- Vehicles owned or leased by the employer and used by the employee for work purposes;
- School districts, open enrollment charter schools, and private schools as defined in Section 22.081, Education Code;
- Property owned or controlled by a person, other than an employer, that is subject to a valid, unexpired oil, gas, or other mineral lease that contains a provision prohibiting the possession of firearms on the property; or
- Property owned or leased by a chemical manufacturer or oil and gas refiner permitted by TCEQ and on which the primary business conducted is the manufacture, use, storage or transportation of hazardous, combustible, or explosive materials; however, employees at these facilities who are CHLs may store firearms (including rifles or shotguns) in their private motor vehicles in parking areas located outside of secured and restricted areas which contain the physical plant, are not open to the public and which are constantly monitored by security personnel.
Please contact NRA-ILA at SLocal@NRAHQ.org about alleged violations of this law.
I was terminated today for possessing my gun in my briefcase in my office, which is a valid reason. I accept that and will move forward.(I carried it off and on for 14 months) However, I was told that NO firearms were allowed on premises and that it is clearly stated in the employee handbook. There also is no signage on the front windows to corporate, or the entry to the rear yard, where I was officed as Receiving Supervisor. I think they are still way behind.
I sympathize with with your situation, bull281. While I am into my seventh year of full retirement and, therefore, not subject to the silly whims of employers as concerns our carry of firearms, when I was working, I did carry, even though it would likely have resulted in my termination. 'Fact is, as a public school educator, my troubles would have been considerably more grave than simple termination. I did, however, gain tacit approval from the administration in my school for my possession of my piece on campus, and most of my colleagues, who were aware of my carry, supported my doing so. With the number of incidents of school shootings that had occurred, the general idea was that "somebody ought to be armed on campus, and it might as well be somebody who knows what the hell he is doing with a gun". I had also been appointed as our campus director of security, so there was a little bit of legitimacy associated with my concealed carry. Fortunately, I was never called upon to use my handgun, but had the unthinkable actually occurred, and had I brought that unthinkable incident to an acceptably successful conclusion, it is likely that no indictment would have resulted from my being armed in a legally proclaimed "killing zone". At least that's what I was told.
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