Question about Open-Carry

[KevDen2005]

I don't think I will be needing unemployment benefits since I live with my parents and I should be getting my tax returns back soon. Plus I have an interview for a job setup and everyday I'm filling out applications and turning in my resume at other places.

Plus, if anyone knows a of a job that needs someone with 3 years experience in the grocery industry and 1 year as being a certified barista let me know.

Whatever floats your boat man, I am sure a lot of people here will tell you have a 'just in case' plan never hurts

[Half Live]

update: I just got back from the meeting and they took my offer of quitting and putting this all to rest.

[Elhuero]

Now go shopping there every week and open carry~

[KevDen2005]

Now go shopping there every week and open carry~

+1

[Sixgun]

Now go shopping there every week and open carry~

+ wear all black and always look real happy. Have a huge smile on your face.




Just kidding, let it be and go on with your life.
Next you'll get thrown in jail for harassment. You don't need anymore trouble.

Goodluck
your walmart buddy.

[Half Live]

+ wear all black and always look real happy. Have a huge smile on your face.




Just kidding, let it be and go on with your life.
Next you'll get thrown in jail for harassment. You don't need anymore trouble.

Goodluck
your walmart buddy.

Ya, I don't think I will be open-carrying in king soopers anymore, ccw is a different story. Plus I don't need anything on my record when I'm trying to get a job in armed transport.

[theGinsue]

Okay, I know the situation has been put to rest, but I'm seeing this thread a little late and wanted to offer my $0.02.

Company policies that violate your rights (especially while you're not on the clock) shouldn't exist. We all know that you don't have to have a case to sue someone.

I agree, and I disagree. You're right, these policies shouldn't HAVE to exist. Let's see this from the employers position. Sadly, with all of the workcenter violence issues, companies are put into a position of having to protect themselves and the other employees. If they had a policy saying you couldnt possess a firearm while on the clock, good. If the policy extended to not having a firearm on the property (on or off the clock) where you are employed, understandable. If they (as it sounds here) banned you from ever carrying a firearm on ANY company property at any time, THAT is a situation you'd have some grounds to contest the termination where you could expect to have a 50/50 chance of winning.

If you get fired and claim a grievance then a lot of times you can still get unemployment benefits...had that happen in my case. Not sure if you still can if quit. You may not want a termination but you may need the unemployment until a new job can be found, and you can explain to future employers that you had a private grievance. And it depends on who you work for, future employers may not even really look into it.

Quiting: Not eligible for unemployment benefits.
Layoff/Termination w/out cause: Eligible for unemployment benefits.
Terminiation "with cause" (violating company policies, theft, breaking the law, etc): Not eligible for unemployment benefits.

By Colorado law, a potential employer is not allowed to ask a past employer the circumstances behind the employee ceasing their employment with the previous employer - they CAN ask the potential employee. At the same time, a past employer is not allowed (by law) to release any information regarding the reason(s) the employee ceased working for that employer. The most a past employer can release regarding the cessation of employement is that the employee is no longer employed by that organization. Of course, this is what the law says - it doesn't mean that employers (past and potential) don't violate this every single day.

[KevDen2005]

Okay, I know the situation has been put to rest, but I'm seeing this thread a little late and wanted to offer my $0.02.



I agree, and I disagree. You're right, these policies shouldn't HAVE to exist. Let's see this from the employers position. Sadly, with all of the workcenter violence issues, companies are put into a position of having to protect themselves and the other employees. If they had a policy saying you couldnt possess a firearm while on the clock, good. If the policy extended to not having a firearm on the property (on or off the clock) where you are employed, understandable. If they (as it sounds here) banned you from ever carrying a firearm on ANY company property at any time, THAT is a situation you'd have some grounds to contest the termination where you could expect to have a 50/50 chance of winning.





Quiting: Not eligible for unemployment benefits.
Layoff/Termination w/out cause: Eligible for unemployment benefits.
Terminiation "with cause" (violating company policies, theft, breaking the law, etc): Not eligible for unemployment benefits.

By Colorado law, a potential employer is not allowed to ask a past employer the circumstances behind the employee ceasing their employment with the previous employer - they CAN ask the potential employee. At the same time, a past employer is not allowed (by law) to release any information regarding the reason(s) the employee ceased working for that employer. The most a past employer can release regarding the cessation of employement is that the employee is no longer employed by that organization. Of course, this is what the law says - it doesn't mean that employers (past and potential) don't violate this every single day.

I would not think they would stoop so low as to violate law...

[theGinsue]

Someone call a cop. This guy ^^ is on drugs!




BTW: I did get the sarcasm.

[Seamonkey]

Now go shopping there every week and open carry~

+1