Dear All,
I am working with small IT company.This company's Incentive policy handled by Director only. Marketing person of our company approaches me as having issue regarding Incentive.Though I am not having any knowledge about issue I just coordinate to get the issue solved.As per Management instruction, I told him to write mail accordingly directly to Management or directly talk to Management.
But He was purposefully not want to got Management directly and for an Hour he try to insist me to get that issue solved.
When Continuously I told him to go to Management; he first threaten me and try to beat with punch in presence of other employees.All actions to threatening and trying to beat must have recorded in Surveillance Camera.But surveillance camera controls are with the Management.
So,As a Company representative if you have to face such situations what will be the Company's Responsibility ??
If I resigned on this ground then it will consider as without notice period Resignation.
From India, Mumbai
5I am working with small IT company.This company's Incentive policy handled by Director only. Marketing person of our company approaches me as having issue regarding Incentive.Though I am not having any knowledge about issue I just coordinate to get the issue solved.As per Management instruction, I told him to write mail accordingly directly to Management or directly talk to Management.
But He was purposefully not want to got Management directly and for an Hour he try to insist me to get that issue solved.
When Continuously I told him to go to Management; he first threaten me and try to beat with punch in presence of other employees.All actions to threatening and trying to beat must have recorded in Surveillance Camera.But surveillance camera controls are with the Management.
So,As a Company representative if you have to face such situations what will be the Company's Responsibility ??
If I resigned on this ground then it will consider as without notice period Resignation.
From India, Mumbai
Dear Manhr,
If some employee threatens to punch or beat then it cannot be taken lightly. I recommend you writing incident report to the MD of your company. In the incident write sequentially what happened, where happened, when happened, what was the primary subject, what was the secondary subject, who were the witnesses etc. Do not apply your logic i.e. do not write whether it was correct or incorrect, what the employee should have done or not done etc.
At the end of the report write "forwarded for your information and further necessary action".
Submit the report and then wait for the action by the management.
Thanks,
Dinesh Divekar
From India, Bangalore
If some employee threatens to punch or beat then it cannot be taken lightly. I recommend you writing incident report to the MD of your company. In the incident write sequentially what happened, where happened, when happened, what was the primary subject, what was the secondary subject, who were the witnesses etc. Do not apply your logic i.e. do not write whether it was correct or incorrect, what the employee should have done or not done etc.
At the end of the report write "forwarded for your information and further necessary action".
Submit the report and then wait for the action by the management.
Thanks,
Dinesh Divekar
From India, Bangalore
Physical assault is not acceptable.
Report matter in writing to Management for necessary action.
You can consult your lawyer whether an FIR is in order in this case.
As far as tackling the staff was concerned:
First when a task is given to you, there is a need to update yourself on the task, limits, parameter etc
Secondly the employee could have been told give your points in writing and I will put it up to higher management.
How can you coordinate if there is no knowledge on subject?
When you were hit,what was the reaction of other employees?
Has management seen the clip where you were attacked and what is their reaction?
Resignation based on this issue will be escapist.
Sort out the issue of being attacked and then quit if you deem fit.
From India, Pune
Report matter in writing to Management for necessary action.
You can consult your lawyer whether an FIR is in order in this case.
As far as tackling the staff was concerned:
First when a task is given to you, there is a need to update yourself on the task, limits, parameter etc
Secondly the employee could have been told give your points in writing and I will put it up to higher management.
How can you coordinate if there is no knowledge on subject?
When you were hit,what was the reaction of other employees?
Has management seen the clip where you were attacked and what is their reaction?
Resignation based on this issue will be escapist.
Sort out the issue of being attacked and then quit if you deem fit.
From India, Pune
Very correct advice has been precisely given by Mr Divakar and Mr Nathrao.Threating is amount to major misconduct and the action should be initiated as per the provisions of standing orders applicable to your establishment.
Quiting the job on this count is a foolish action as you would confront with even more major occasion.
R R Kapoor
Vadodara
From India, Vadodara
Quiting the job on this count is a foolish action as you would confront with even more major occasion.
R R Kapoor
Vadodara
From India, Vadodara
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