Eugene Volokh talks about a challenge to the Employment at Will doctrine that revolves around an employee being fired for carrying a licensed concealed firearm at work. Interesting debate in the commentary. I particularly like his brother Sasha’s comment here:
The right to self-defense is a sacred right.
Therefore, like all sacred rights, it should be waivable. Because a right that’s non-waivable barely deserves to be called a right at all — it’s more like a duty. You are required to retain your right to self-defense, whether you want to or not! The right to life should imply the right to suicide; the right to liberty should imply the right to contract away your liberty; the right to property should imply the right to alienate your property.
So the right to carry a gun should imply the right to agree not to carry a gun. You could agree to that by making a contract with a specific anti-gun clause; you could agree to that by making a contract incorporating a policy handbook with a prohibition on guns; or you could agree to that by making a contract of the form “you can fire me whenever you want for whatever reason you like,” which is the basic rule of at-will employment.
This is particularly notable given the NRA’s strategy of altering the Employment at Will doctrine in several states to make it illegal to fire employees who keep a firearm in their car while at work, which I have long disagreed with. I may believe that an employer is being silly for believing that banning firearms on company property will do anything to stop a determined workplace shooter, but employers and employees should have a right to agree or disagree with such things.
