I want to discuss with senior member of Cite HR - what should be my action as HR against two employees fight with each other.
Today two of our employees i.e one from Quality and another from Dispatch had a furious fight with each other. Initially they were discussing normally regarding red-tag area. Then its transformed
\ to abusing each other. Suddenly Quality person started fighting by slapping the Dispatch guy. and in reaction dispatch guy also throws a component towards quality person by which a little bit bleeding there near neck of Quality person.
What should be my decision in this case ??
1) should i penalize the person who started physical assault with slapping?
2) Should i penalize the person who reacted by throwing iron component towards other.
3) Should i penalize both of them for this mis conduct.
& most important is what should be the penalty for each of them... if suspension then how many days for each ?
If termination then to whom ??
From India, Gurgaon
1Today two of our employees i.e one from Quality and another from Dispatch had a furious fight with each other. Initially they were discussing normally regarding red-tag area. Then its transformed
\ to abusing each other. Suddenly Quality person started fighting by slapping the Dispatch guy. and in reaction dispatch guy also throws a component towards quality person by which a little bit bleeding there near neck of Quality person.
What should be my decision in this case ??
1) should i penalize the person who started physical assault with slapping?
2) Should i penalize the person who reacted by throwing iron component towards other.
3) Should i penalize both of them for this mis conduct.
& most important is what should be the penalty for each of them... if suspension then how many days for each ?
If termination then to whom ??
From India, Gurgaon
Hi Please appoint a committee and conduct the inquiry as per your company’s code of conduct. Based on their findings and recommendations, you can then decide the course of action. Regards
From India, Mumbai
From India, Mumbai
Nothing new. Even our elected representatives are hurling shoes in parliament. Have a fact finding team and go as per the findings. Pon
From India, Lucknow
From India, Lucknow
Call their respective bosses and find out who is a bigger liability to the company ...fire him first ...keep second one in hot list.
These are entrepreneur's views ..and may not necessarily match that of HR Gurus.
From India, Surat
These are entrepreneur's views ..and may not necessarily match that of HR Gurus.
From India, Surat
Hi Ashish,
It is sad to note that the educated class behaves like a labor class, in the legal sense it is an offense of manhandling each other. However, in case he matter is simple you can summon the H OD's of both the Departments to your Dept and advice them to educate their team to behave in a civilized and cultured manner at work place.
In case the matter is serious (in case some body is injured during the verbal fight) you need to suspend both the employees and order for a Departmental inquiry along with your legal consultants. Based on their report suitable action may be initiated which may lead to the termination of the employment of one or both as the case may be.
Please check up for the HR policy of your company and discuss with your management before initiating any action.
All the Best.
From India, Bangalore
It is sad to note that the educated class behaves like a labor class, in the legal sense it is an offense of manhandling each other. However, in case he matter is simple you can summon the H OD's of both the Departments to your Dept and advice them to educate their team to behave in a civilized and cultured manner at work place.
In case the matter is serious (in case some body is injured during the verbal fight) you need to suspend both the employees and order for a Departmental inquiry along with your legal consultants. Based on their report suitable action may be initiated which may lead to the termination of the employment of one or both as the case may be.
Please check up for the HR policy of your company and discuss with your management before initiating any action.
All the Best.
From India, Bangalore
First: Set up a committee with HR as Head, also include the supervisors (reporting authority of both the employees) and deptt heads of Quality and Dispatch.Fact findings..
Second: Do the inquiry: cross examine both the employees,examine the witnesses, Ask for so cause:written explanation from both.
third: Till the report of the committee send both the employees on forced leave.
Fourth: As per the report of all, if both found guilty... then take disciplinary action, like written notice with observation for 2 months (or as per HR policy of your orgn), if minute indiscipline observed the job would be terminable.OR terminate the faulty no1 and a notice to the faulty no 2.
This would be an example to all other employees to maintain discipline.
From India, Bhubaneswar
Second: Do the inquiry: cross examine both the employees,examine the witnesses, Ask for so cause:written explanation from both.
third: Till the report of the committee send both the employees on forced leave.
Fourth: As per the report of all, if both found guilty... then take disciplinary action, like written notice with observation for 2 months (or as per HR policy of your orgn), if minute indiscipline observed the job would be terminable.OR terminate the faulty no1 and a notice to the faulty no 2.
This would be an example to all other employees to maintain discipline.
From India, Bhubaneswar
Today two of our employees i.e one from Quality and another from Dispatch had a furious fight with each other. Initially they were discussing normally regarding red-tag area. Then its transformed
\ to abusing each other. Suddenly Quality person started fighting by slapping the Dispatch guy. and in reaction dispatch guy also throws a component towards quality person by which a little bit bleeding there near neck of Quality person.
What should be my decision in this case ??
1) should i penalize the person who started physical assault with slapping?
2) Should i penalize the person who reacted by throwing iron component towards other.
3) Should i penalize both of them for this mis conduct.
& most important is what should be the penalty for each of them... if suspension then how many days for each ?
If termination then to whom ??
First you get complain from HOD'S in written and also take written statement from evidence of both departments
Prepare a charge sheet and issue to both employees and ask their explanations.
In their explanation if they accepts their quarreling, you can punish both of them for one month suspension if it is first time. If any body in the same quarreling attitude in future you may terminate them. If their explanation is not satisfied you put an enquiry committee and decide their punishment
From India, Mumbai
\ to abusing each other. Suddenly Quality person started fighting by slapping the Dispatch guy. and in reaction dispatch guy also throws a component towards quality person by which a little bit bleeding there near neck of Quality person.
What should be my decision in this case ??
1) should i penalize the person who started physical assault with slapping?
2) Should i penalize the person who reacted by throwing iron component towards other.
3) Should i penalize both of them for this mis conduct.
& most important is what should be the penalty for each of them... if suspension then how many days for each ?
If termination then to whom ??
First you get complain from HOD'S in written and also take written statement from evidence of both departments
Prepare a charge sheet and issue to both employees and ask their explanations.
In their explanation if they accepts their quarreling, you can punish both of them for one month suspension if it is first time. If any body in the same quarreling attitude in future you may terminate them. If their explanation is not satisfied you put an enquiry committee and decide their punishment
From India, Mumbai
this definitely comes under "Misconduct" by both the employees.
You need to first suspend both the employees pending enquiry.
Then you need to issue charge sheets to both the employees as neither of the action is condonable.
You will probably get appology and promise of good behaviour. If that is enough for your management, then you can give them another chance, making it clear that they are on watch-list. If that is not enough, then you need to appoint an enquiry officer and have him conduct enquiry following all the rules.
Action to be taken - depends on how serious the matter is and whether you can afford to lose them. Also consider how this sets a precedent in the company and how future cases will be dealt with.
From India, Mumbai
You need to first suspend both the employees pending enquiry.
Then you need to issue charge sheets to both the employees as neither of the action is condonable.
You will probably get appology and promise of good behaviour. If that is enough for your management, then you can give them another chance, making it clear that they are on watch-list. If that is not enough, then you need to appoint an enquiry officer and have him conduct enquiry following all the rules.
Action to be taken - depends on how serious the matter is and whether you can afford to lose them. Also consider how this sets a precedent in the company and how future cases will be dealt with.
From India, Mumbai
Do you have certified Standing Orders for your Organization?
Act, according to the provisions. Above act(s) of 2 employees of your company
tantamounts to "misconduct" and "subversive of discipline and good behaviour" .
Hold Enquiry and initiate punitive measures based on the findings, so that these types of incidents
could be minimised and prevented.
Thanks
R K Nair
From India, Aizawl
Act, according to the provisions. Above act(s) of 2 employees of your company
tantamounts to "misconduct" and "subversive of discipline and good behaviour" .
Hold Enquiry and initiate punitive measures based on the findings, so that these types of incidents
could be minimised and prevented.
Thanks
R K Nair
From India, Aizawl
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