Policy Number:
Date of Adoption:

City of Virginia Beach
Weapons Policy

6.18
July 16, 2001

Date of Prior Revision:
Date of Current Revision:

None
July 18, 2012
Page 1 of 5

1.0

PURPOSE:
The purpose of this policy is to help reduce the risk of violence by preventing the
unauthorized possession, brandishing, or use of weapons by members while
they are working, acting as a representative of the City, on City
property; and/or in City-insured vehicles.

2.0

DEFINITIONS:
2.1

MEMBER: For purposes of this policy, the term “member” includes
employees, volunteers, and individuals providing temporary services
through an outside agency.

2.2

WEAPON: For the purpose of this policy shall include, but is not limited
to, the following:
A.

a pocket or pen knife with a blade of three (3) inches or longer;,

B.

any firearm or other weapon designed or intended to propel a
missile of any kind;

C.

a dirk, bowie knife, switchblade knife, ballistic knife, razor,
slingshot, spring stick, metal knucks, blackjack;

D.

any flailing instrument consisting of two (2) or more rigid parts
connected in such a manner as to allow them to spring freely,
which instrument may also be known as a nunchuck, nunchanka,
nunchalcu, shuriken or fighting chains;

E.

any disc, of whatever configuration, having at least two (2) points or
pointed blades which is designed to be thrown or propelled and
which may be known as a throwing star or oriental dart;

F.

any weapons of like kind as those enumerated; OR

G.

any object that is used as a weapon.

 Policy Number: 6.18
Date of Adoption: July 16, 2001
Date of Revision: July 18, 2012
Page 2 of 5

3.0

4.0

APPLICABILITY:
3.1

This policy applies to all full-time and part-time employees as defined by
the Code of the City of Virginia Beach; all temporary service workers
contracted to perform work for the City, and City volunteers.

3.2

This policy will only apply to employees working within Constitutional
Offices, if the City’s policies have been adopted by written consent of the
appropriate elected official.

POLICY STATEMENT:
4.1

The City of Virginia Beach endeavors to provide a quality work life and a
safe work environment for all members. As part of that endeavor, the City
maintains a zero tolerance policy towards workplace violence and
threatening behavior.

4.2

The City prohibits individuals covered by this policy from possessing,
brandishing, or using any weapon while (a) working; (b) acting as a
representative of the City; (c) in a City-insured vehicle; and/or (d) on City
property.
A.

B.

4.3

Exceptions
(1)

Where the possession, brandishing, or use of the weapon is
a condition of the member’s employment with the City; is a
condition of providing services to the City; or has been
authorized by their supervisor.

(2)

Members are not prevented from storing a lawfully
possessed firearm and ammunition in a locked private motor
vehicle while on City property as set forth in the Code of
Virginia § 15.2-915.

To be allowed to possess a weapon under exception 4.2A(1)
individuals must have completed any required training regarding
the possession or use of the weapon and have satisfied any
certification requirement mandated by federal, state, or local law,
rule, or regulation.

The prohibition against possession of a weapon applies even if a member
has a permit to carry a concealed weapon.

 Policy Number: 6.18
Date of Adoption: July 16, 2001
Date of Revision: July 18, 2012
Page 3 of 5

4.4

5.0

Searches
A.

If the City has reasonable suspicion to believe members may be
violating this policy or any other City or department policy by
inappropriately possessing prohibited weapons, they may be asked
to consent to a search of their person.

B.

In addition, the City reserves the right to search property under the
control of a member. Property subject to search includes, but is not
limited to, offices, computers, computer files, computer drives, City
vehicles, file cabinets, desks, and lockers.

C.

The scope of any search and the manner in which it is performed
will conform to applicable legal requirements.

PROCEDURE:
5.1

Members Responsibility
A.

Members who become aware or have reason to believe that this
policy is being violated shall to the extent possible, immediately
report the incident to their supervisor at the time it is occurring.
(1)

If the supervisor is the party who has violated the policy,
members shall report the incident to their department
director or to the Director of Human Resources (or a
designee).

(2)

If members are in a situation that constitutes an emergency,
they shall immediately contact the Police Department by
dialing 911.

B.

In non-emergency situations, if the member, the member’s
supervisor, the Director or the Director of Human Resources
believes the conduct may constitute a criminal offense, the Police
Department shall be contacted as soon as possible to report the
matter.

C.

A member who reports information in good faith in accordance with
this policy shall not be subject to retaliation or discipline by the City
solely for making the report.

 Policy Number: 6.18
Date of Adoption: July 16, 2001
Date of Revision: July 18, 2012
Page 4 of 5

5.2

Supervisors Responsibility
A.

B.

If supervisors receive information that one of their members may
have or is engaged in conduct that would be a violation of this
policy, they shall immediately take the necessary steps to obtain
information about the situation, including interviewing individuals
who may have knowledge about the conduct.
(1)

Supervisors are required to document the steps they took in
their review and the results of the review.

(2)

The supervisor must make the Department of Human
Resources aware of any matter that involves a violation or a
potential violation of this policy.

After completing their review of a situation, if supervisors determine
that an employee has violated this policy, they shall impose
appropriate disciplinary action, up to and including dismissal, in
accordance with the City’s Discipline Policy and Procedure, #4.02.
(1)

For non-employee violators of this policy, appropriate action
shall be taken considering the totality of the circumstances
which may include requesting that the individual not be used
by the contractor to perform work for the City.

(2)

In a case that also involves violence or a threat of violence,
the supervisor shall take reasonable steps to provide
appropriate safeguards in the workplace which may include
calling 911 if there is an immediate threat and follow the
procedures set forth in the City’s Violence Prevention Policy,
No. 6.17.

C.

If supervisors receive a complaint or become aware of a situation
that involves a member from another department, they are required
to notify the director of the other department about the matter so
the director may initiate an investigation.

D.

If supervisors become aware of a situation that constitutes an
emergency, they shall call 911.

E.

In non-emergency situations, if the member, or the member’s
supervisor, believes the conduct constitutes a criminal offense, the
member or the supervisor shall contact the Police Department
within a reasonable time to report the matter and to determine if the
police will conduct a criminal investigation.

 Policy Number: 6.18
Date of Adoption: July 16, 2001
Date of Revision: July 18, 2012
Page 5 of 5

F.

5.3

(1)

If the Police Department performs a criminal investigation of
a member, the member’s supervisor is required to contact
the appropriate supervisor in the Police Department to
coordinate the investigation. Supervisors shall cooperate
with the police investigation while conducting or completing
their own inquiry into the situation.

(2)

When a police investigation results in an employee or
contract worker being charged with a criminal offense, the
supervisor shall inform the Department of Human
Resources, as set forth in the City’s Criminal and
Administrative Charge and Conviction Policy, No. 6.02(A).

Discipline/Repercussions
A.

B.

6.0

Criminal offense

Employees who violate this policy shall be subject to disciplinary
action up to and including dismissal.
(1)

Depending on all of the circumstances, dismissal may be the
appropriate sanction even for a first infraction.

(2)

Refer to the City’s Discipline Policy and Procedure, No. 4.02.

Non-employee violators of this policy shall be subject to appropriate
action based upon the totality of the circumstances.

RELATED TOPICS:

The following policies address topics that may be relevant to the issue of weapons in
the workplace: Violence Prevention Policy, No. 6.17; Criminal Charge and Conviction
Policy, No. 6.02(A); Discipline Policy, No. 4.02; and Employee Assistance Program
Policy, No. 5.02.

7.0

POLICY REVISIONS:
The City Manager, or a designee, may revise this policy at any time.