Question

An employee brings a licensed firearm to work in a concealed carry state. The same employee had a verbal altercation with a vendor 2 weeks before and made statements regarding the company not doing business with this particular vendor because he might just have to hurt him. What is the best course of action for this company?

A. Write the employee up because an immediate termination may result in an accusation of wrongful termination
B. Terminate his employment immediately because he poses a threat to the workplace
C. Suspend the employee pending investigation
D. Write the employee up because these incidents have to be documented before termination can be considered

Answer 1

The best course of action is to suspend the employee pending investigation, followed by a thorough and documented inquiry into the threat. This ensures immediate safety and a careful approach to potential disciplinary actions while minimizing the risk of wrongful termination accusations.

Step-by-step explanation:

The best course of action for a company when an employee brings a licensed firearm to work, especially after making threatening remarks, is to ensure workplace safety and adhere to legal standards. Considering the serious nature of the threat and the presence of a firearm, it would be prudent for the company to suspend the employee pending investigation. This initial step removes any immediate threat from the workplace while allowing the company to conduct a thorough inquiry into the matter.

Throughout the investigation, the company should document all findings, maintain confidentiality as much as possible, and consider the guidance of legal counsel to avoid potential accusations of wrongful termination. If the investigation confirms that the employee poses a threat, the company may then take further disciplinary action, including termination. Employers need to treat such matters with utmost seriousness to protect other employees and prevent workplace violence.