Concealed Weapons Sample Policy

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Employees may not, at any time while on any property owned, leased or controlled by Your Company, including anywhere that company business is conducted, such as customer locations, client locations, trade shows, restaurants, company event venues, and so forth, possess or use any weapon.

Weapons include, but are not limited to, guns, knives or swords with blades over four inches in length, explosives, and any chemical whose purpose is to cause harm to another person.

Regardless of whether an employee possesses a concealed weapons permit (CWP) or is allowed by law to possess a weapon, weapons are prohibited on any company property or in any location in which the employee represents the company for business purposes, including those listed above.

Possession of a weapon can be authorized by the company's president to allow security personnel or a trained employee to have a weapon on company property when this possession is determined necessary to secure the safety and security of company employees. Only the president, or his designee, may authorize the carrying of or use of a weapon.

Employees who violate this policy will be subject to disciplinary actions, up to and including employment termination.

Please Note:

As with every sample policy on this Human Resources site, the sample policy is the starting point for your own policy development. This site serves readers in every state and in countries all over the world and cannot possibly anticipate and reflect all of the local, state, or regional differences in laws.

Readers have let me know that in Kentucky and Florida, as two examples, it is legal to keep a legally owned weapon in a locked automobile on company property.

Official Disclaimer:

The private Web sites, and the information linked to both on and from this site, is opinion and information. Please note that Susan makes every effort to offer accurate, common-sense, ethical Human Resources management, employer, and workplace advice on this website, but she is not an attorney, and the content on the site is not to be construed as legal advice.

The site has a world-wide audience and employment laws and regulations vary from state to state and country to country, so the site cannot be definitive on all of them for your workplace. This information is not legal advice and is for guidance only. When in doubt, always seek legal counsel.

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