Wisconsin's Concealed Carry Goes Into Effect November 1st. Is Your Company Prepared?

Posted by in Employer-Employee Relationship, Human Resources, Business Management / Comments

As a past blog article discussed, Wisconsin's Concealed Carry law goes into effect in one month- November 1st.  On that day, individiauls who have passed all of the requisite criteria, will be allowed to carry conceled weapons in general public, with some restrictions.  The general public, of course ,includes businesses- unless that business has established other rules and posted the same.

Companies who have yet to make decisions on how they wish to handle this law still have time, but are urged to act quickly and have their policies in place before November 1st.  When determining how your company wants to handle Concealed Carry consider the following:

• Do you intend to allow your customers, vendors, visitors and other non-staff individuals on the premises with concealed wepaons?  If not, you must post appropriate notices on all areas on entry to company property.  Also think broadly about who constitutes a non-staff visitor- contracted services such as maintenance, or cleaners are likely not your employees.

 

• Do you intend to let your employees and staff carry such weapons?  If you do not, company policies must be modified to address this, and proper notice must be given.

 

• Have you determined what does and does not constitute company property?  Be reminded that your policies may not prohibit employees from keeping their approved weapons in their vehicles- even when parked on company property.

 

• Have you spoken with your insurance carrier about your decisions?   Companies who do allow their employees to carry concealed weapons are immune from any liability that would arise from the decision to allow the carrying.  However those who do not allow their employees to carry these weapons lose this immunity.

 

• Has your company handbook and/or policies been revised not only to address Concealed carry, but also any disciplinary measures that may be taken for violating such a policy?

These are a sampling of the important questions you should be asking.  If you need any assistance in evaulating these issues, or drafting the requisite notices, postings and handbooks- please do not hesitate to contact the Petrie & Stocking Labor and Employment Team.