In the wake of recent gun violence, employee C has become an ardent advocate for
ID: 336017 • Letter: I
Question
In the wake of recent gun violence, employee C has become an ardent advocate for gun control. Employee C's employer operates in a state where both open-carry and concealed-carry licenses permit patrons of employer's business to carry firearms while they shop. Employer does not have the statutorily-required postings that would prevent patrons from carrying firearms on the premises. Despite numerous warnings from her supervisor, Employee C continues to identify patrons carying firearms to other partons, asks them to leave the premises, claims she is uncomfortable with thier actions (even when there is no objective evidence to support any concern), threatens to involve law enforcement and generally creates an uncomfortable environment for patrons (both those who carry firearms and those who do not). Should Employer consider terminating Employee C's employment? Why or why not? Could Employer face legal claims from Employee C if it elects to terminate her employment? If so, what types of claims could it face?
Explanation / Answer
Yes, C can be terminated on grounds that she is more focussed on gun control and because of her the organization is losing business. Carrying a weapon is allowed, any personal issue of C is a problem for the business and she has been warned about the same too.
The employer won't face a legal claim because they have been warning C about the same. Also C doesn't have any proof to support her claim.