In our office, 2 employees were physically abused by each other. what is the process for conducting an inquiry, Notice for the employee?
From India, Bengaluru
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From India, Bengaluru
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Dear Chandrashekar TV,
The scraps at the workplace are common. Occasionally, the scraps escalate to the level of affrays as well. However, if a physical fight takes place between two employees at the workplace, then it is a failure at the higher level. Instead of focusing on the parties involved in the incident, look at the incident itself.
Let the Enquiry Officer (EO) investigate what happened, where it happened, when it happened, and why it happened. Was there trouble brewing in the past, and if so, were the senior authorities aware of the ensuing tension? What triggered the situation to escalate? Did the managerial authority intervene to resolve the issue, or did their intervention come too late?
There are three types of conflict, namely process conflict, task conflict, and relationship conflict. What occurred in your company is a relationship conflict, but typically either task or process conflict precedes this type of conflict. Therefore, it is crucial to determine whether there are systems and processes in place that contribute to conflict within the company. If so, the focus should be on addressing the root cause rather than solely initiating disciplinary action against the involved employees.
Earlier, I provided a response to a post on workplace conflict. You can refer to it by clicking the following link: https://www.citehr.com/595819-employees-get-angree.html#post2382785
Thanks,
Dinesh Divekar
From India, Bangalore
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8227The scraps at the workplace are common. Occasionally, the scraps escalate to the level of affrays as well. However, if a physical fight takes place between two employees at the workplace, then it is a failure at the higher level. Instead of focusing on the parties involved in the incident, look at the incident itself.
Let the Enquiry Officer (EO) investigate what happened, where it happened, when it happened, and why it happened. Was there trouble brewing in the past, and if so, were the senior authorities aware of the ensuing tension? What triggered the situation to escalate? Did the managerial authority intervene to resolve the issue, or did their intervention come too late?
There are three types of conflict, namely process conflict, task conflict, and relationship conflict. What occurred in your company is a relationship conflict, but typically either task or process conflict precedes this type of conflict. Therefore, it is crucial to determine whether there are systems and processes in place that contribute to conflict within the company. If so, the focus should be on addressing the root cause rather than solely initiating disciplinary action against the involved employees.
Earlier, I provided a response to a post on workplace conflict. You can refer to it by clicking the following link: https://www.citehr.com/595819-employees-get-angree.html#post2382785
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Shri Chandrashekar TV Citehr Member,
Our senior professional, Sh. Dinesh Divekar, has provided a concise insight into the causes of conflict in the workplace, which is greatly appreciated. I would like to request permission to further contribute to the inquiry process that needs to be conducted regarding the incident. It is through the process of inquiry that the facts will come to light.
The first step is to record the statements of both employees regarding the incident.
The second step is to issue a Show Cause Notice (SCN)/Memo to both employees who engaged in a physical fight, directing them to explain their conduct, if they wish, within a specified time frame with reference to the incident, clearly indicating why disciplinary action should not be taken against them as per the company's rules.
After receiving a reply, or if no reply is received within the given time, the third step is to issue a charge sheet to both employees, directing them to submit their defense reply within the specified time, if desired.
The fourth step is to review any received replies and determine whether the alleged charges have been admitted or denied. If the charges have been admitted, an appropriate penalty may be imposed as per the company's rules. If the charges have been denied, an Inquiry Officer (IO) and a Presenting Officer (PO) may be appointed by the competent Disciplinary Authority, with copies provided to the charged employees.
The IO will conduct the inquiry within a specified time frame and submit its findings to the Disciplinary Authority, who will consider the findings and take further action against the employees, as well as address the causes of conflict and provide necessary directions for improving the working system. The detailed procedure for conducting the inquiry can be obtained from me.
Any additional information can be requested via email or phone.
Chandramani Lal Srivastava
Master Consultant
9315516083
srivastavacmlal@gmail.com
New Delhi/Sunday/06.11.2022/8:56 am
From India, New Delhi
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Our senior professional, Sh. Dinesh Divekar, has provided a concise insight into the causes of conflict in the workplace, which is greatly appreciated. I would like to request permission to further contribute to the inquiry process that needs to be conducted regarding the incident. It is through the process of inquiry that the facts will come to light.
The first step is to record the statements of both employees regarding the incident.
The second step is to issue a Show Cause Notice (SCN)/Memo to both employees who engaged in a physical fight, directing them to explain their conduct, if they wish, within a specified time frame with reference to the incident, clearly indicating why disciplinary action should not be taken against them as per the company's rules.
After receiving a reply, or if no reply is received within the given time, the third step is to issue a charge sheet to both employees, directing them to submit their defense reply within the specified time, if desired.
The fourth step is to review any received replies and determine whether the alleged charges have been admitted or denied. If the charges have been admitted, an appropriate penalty may be imposed as per the company's rules. If the charges have been denied, an Inquiry Officer (IO) and a Presenting Officer (PO) may be appointed by the competent Disciplinary Authority, with copies provided to the charged employees.
The IO will conduct the inquiry within a specified time frame and submit its findings to the Disciplinary Authority, who will consider the findings and take further action against the employees, as well as address the causes of conflict and provide necessary directions for improving the working system. The detailed procedure for conducting the inquiry can be obtained from me.
Any additional information can be requested via email or phone.
Chandramani Lal Srivastava
Master Consultant
9315516083
srivastavacmlal@gmail.com
New Delhi/Sunday/06.11.2022/8:56 am
From India, New Delhi
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Dear Guidance-Seeker,
Please advise if the mentioned Workplace Incident, as posted by you, is a case of two employees assaulting/hitting each other or a case of "Physical Abuse" of a different kind/nature!!!
Harsh K Sharan
Kritarth Consulting Pvt Ltd
Bengaluru Guidance Centre
Email: hksharan@gmail.com
Date: 9.11.2022
Website: www.kritarth.in
From India, Delhi
Acknowledge(0)Amend(0)
Please advise if the mentioned Workplace Incident, as posted by you, is a case of two employees assaulting/hitting each other or a case of "Physical Abuse" of a different kind/nature!!!
Harsh K Sharan
Kritarth Consulting Pvt Ltd
Bengaluru Guidance Centre
Email: hksharan@gmail.com
Date: 9.11.2022
Website: www.kritarth.in
From India, Delhi
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