That's all well and good, as long as it works. Should it ever be discovered that you have violated company policy in this regard, you could be summarily fired. I assume you aren't a union employee, and without any grievance process, or an agreed arbitration process (if one is stated in your employee handbook) then your recourse is to sue, and that may take 2 or 3 years to resolve. In that case, you'll probably have to pay a lawyer a retainer (not a contingency, but one might take it on that basis) and you'll be unemployed...and with a record of being terminated for violating a workplace rule, when it comes to prospective employers checking your references. (Your employer may not actually tell anyone that...many, on the advice of the legal department, do not characterize the nature of your employment, but merely confirm the dates of employment, job title and duties, and salary.)
I know it goes against the grain to have your 2A rights restricted, but it's not good advice to violate a workplace rule when that could result in your termination. The better approach is to work to have state law changed or implemented, like other states have done. Perhaps you could also form an employee committee and work with company management to change this rule, if they would be amenable to that...you could show them the states that now have laws that prohibit employers from making such rules. Not knowing the climate and culture of your employer, though, I don't know if they'd be receptive to that approach.
