Safety Violation Letter: Fill & Download for Free

I used to be a member at a popular indoor range in Colorado, so that I could save money using their rifle range. They had an indoor 150 yard range with great air conditioning. It was pretty nice, and I appreciate that, so I respected the facility and went above the call of duty to help keep the place clean, safe and orderly. I followed the safety rules to the letter even if I didn't agree with them — because frankly, that's what you do if you respect the sport. Drawing from the holster and drawing from the table were both prohibited. (No loaded guns on the table, loaded weapons must be in your direct control.)They also had a “secret” facility for members in good standing (with extra $$$), and you could lose that privilege if you made any safety violations or breach of procedures or if they just didn't like you for whatever reason. It was well known to me that sketchy characters weren't told about this other range, even if they were technically members the same as me. I knew the owners of the place because I'd been going there 5 or 6 years, so they always told me things straight, I think.Anyway, I bring all that up because the whole purpose of the other facility was to practice things like drawing from a holster and run and gunning, and generally higher level training. They also did simulation training there with “simunition” in a special area.All of those things can be incredibly dangerous — as in, people could get shot. They did first aid training at this facility but nobody wants to do it that way. So, in order to be allowed to practice drawing from a holster and shooting through windows and stuff, they needed to trust your safety skills beyond question.When your gun is in a holster, it's roughly pointed down at your leg. If it were to fire in that position, you're highly likely to get hit. Also, when you come from the holster up on to the target, you can muzzle sweep an area you don't want to shoot, where your buddies might be standing. You need to train and practice before you can do that safely on instinct. So, impeccable trigger control is required… this infamous video shows the result of negligence in this area. This person is a well trained expert too…Now, I actually own a gun nearly identical to the one he used to do that. And, guess what? I have seen someone have a negligent discharge with that gun. They shot the ground about 3 feet down range, at a public range. He wasn't even drawing from a holster, he just put his finger on the trigger too soon. That gun has an awesome trigger with almost no “break" to it, which is great for target shooting, but terrible for negligent trigger control. Point being, it's really easy to negligently shoot something or someone when you practice drawing.So, they don't allow this because it's too great a risk for the people who patronize public ranges. Next time you're at the range, look at the ceiling and walls and ask yourself how they get like that. Allowing people to draw loaded weapons from holsters is a recipe for disaster unless those people are impeccably trained, and even then, bad things can still happen. The general public just doesn't have the skills for this.

I would document the incident and write a letter to your school administration. Something that is on record. Request that a letter be sent to the parent from the school, addressing the verbal abuse as well as the safety violation, and require a response from the parent. If they do not respond or are uncooperative then prohibit that adult from being on school property. Someone else will have to drop off/pick up the child.

That really depends.If the company has an HR system that’s integrated across the entire company AND they’re smart enough to look into their system to check prior employment records, then there’s a good chance they would see you were previously employed. But I’d be willing to bet that the only piece of identifying information that they would use to definitively match would be your social security number, so they might not find out until the point in the hiring process where you provide that - unless they specifically ask if you’ve ever worked for the company before and you’re honest about it. “Should you be honest about it” is a whole ethical discussion that I won’t delve into here.It also depends if they ask “have you ever worked for this company before” or “have you worked at this theme park before?” Two very different questions.Many companies don’t have an entirely integrated HR system. For example, a conglomerate that purchases and sells companies frequently, such as GE, generally tries to integrate any companies they purchase to use their own internal systems to commonize everything within the corporation - but this doesn’t happen overnight. There are often many other systems that need to be converted as well - such as knowledgebases that may be unique to a given industry. Other companies that merge may decide to stay on two separate systems if the cost of conversion isn’t worth the expected savings.It would be nearly impossible to track everyone just by names and addresses - especially since so many people have the same first and last names in this country and many people change addresses frequently, which is why tracking by social security number would likely be their best bet to find if you had previously worked there.We also don’t know about their records retention policies. If it happened 3 years ago, 7 years ago, or 10 years ago, we don’t know if they even still have your employment information. Or perhaps they converted HR systems and yours never made it into the new system.The next two questions would be “would the safety violation be recorded in your personnel file?” and “would that safety violation be a bar to employment?” Company policy may be to record the safety violation in a safety system, or your personnel file, but if the manager figured you were getting fired anyway, perhaps that information never made it into your file. Some companies are better at following procedures than others. The seriousness of the violation would be important too. If it was a clear an egregious violation that they’d fire you on the spot for (i.e. bringing a weapon into the park), as opposed to a less serious violation where they have a “three strikes and you’re out” policy (i.e. forgetting to check a seatbelt on a ride), that’s a huge difference. Also, since you’re not interested in the same type of position, perhaps those safety violations would not be a bar to employment in a position not involving safety.If you’re really curious as to what information they have on you - you can ask the company that terminated you for a copy of your personnel file (just to see what it contains) and you could write a letter detailing your side of the story and ask that they include it in your file.Another way to work for the same company would be through a temporary or contracting agency instead of the theme park company itself. By doing that your employment would be with that other firm whose HR system would most definitely not be integrated with that of the theme park and you’d still be able to have your fun running around in a costume scaring drunk guys but you’d technically be working for someone else.