Dear All,
I am working with a small IT company. This company's Incentive policy is handled by the Director only. A Marketing person from our company approached me with an issue regarding Incentives. Although I do not have any knowledge about the issue, I simply coordinated to help resolve it. Following Management's instructions, I advised him to either write an email directly to Management or speak with Management directly. However, he purposefully avoided going to Management and for an hour, he tried to insist that I solve the issue.
Despite my continuous advice to approach Management, he first threatened me and attempted to physically harm me in the presence of other employees. All actions of threatening and physical aggression should have been recorded by the Surveillance Camera. However, the controls for the surveillance camera are with Management.
As a Company representative, if you were to face such situations, what would be the Company's Responsibility? If I were to resign on these grounds, would it be considered a resignation without notice period?
From India, Mumbai
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6I am working with a small IT company. This company's Incentive policy is handled by the Director only. A Marketing person from our company approached me with an issue regarding Incentives. Although I do not have any knowledge about the issue, I simply coordinated to help resolve it. Following Management's instructions, I advised him to either write an email directly to Management or speak with Management directly. However, he purposefully avoided going to Management and for an hour, he tried to insist that I solve the issue.
Despite my continuous advice to approach Management, he first threatened me and attempted to physically harm me in the presence of other employees. All actions of threatening and physical aggression should have been recorded by the Surveillance Camera. However, the controls for the surveillance camera are with Management.
As a Company representative, if you were to face such situations, what would be the Company's Responsibility? If I were to resign on these grounds, would it be considered a resignation without notice period?
From India, Mumbai
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Dear Manhr,
If an employee threatens to punch or beat someone, it cannot be taken lightly. I recommend that you write an incident report to the Managing Director of your company. In the report, detail what happened, where it occurred, when it took place, who the primary and secondary subjects were, and who the witnesses were. Avoid inserting your own opinions; refrain from commenting on whether the actions were right or wrong or what the employee should or should not have done.
Conclude the report with "forwarded for your information and further necessary action."
Submit the report and await management's response.
Thanks,
Dinesh Divekar
From India, Bangalore
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If an employee threatens to punch or beat someone, it cannot be taken lightly. I recommend that you write an incident report to the Managing Director of your company. In the report, detail what happened, where it occurred, when it took place, who the primary and secondary subjects were, and who the witnesses were. Avoid inserting your own opinions; refrain from commenting on whether the actions were right or wrong or what the employee should or should not have done.
Conclude the report with "forwarded for your information and further necessary action."
Submit the report and await management's response.
Thanks,
Dinesh Divekar
From India, Bangalore
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Physical assault is not acceptable. Report the matter in writing to management for necessary action. You can consult your lawyer to determine if filing an FIR is appropriate in this case.
As far as tackling the staff is concerned:
First, when a task is assigned to you, there is a need to update yourself on the task, limits, parameters, etc.
Secondly, the employee could have been instructed to provide their points in writing, and then it could be escalated to higher management.
How can you coordinate effectively if you lack knowledge on the subject?
When you were hit, what was the reaction of other employees? Has management viewed the clip where you were attacked, and what is their reaction?
Resigning based on this issue would be evading the problem. Resolve the issue of being attacked first, and then consider resigning if you deem it necessary.
From India, Pune
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As far as tackling the staff is concerned:
First, when a task is assigned to you, there is a need to update yourself on the task, limits, parameters, etc.
Secondly, the employee could have been instructed to provide their points in writing, and then it could be escalated to higher management.
How can you coordinate effectively if you lack knowledge on the subject?
When you were hit, what was the reaction of other employees? Has management viewed the clip where you were attacked, and what is their reaction?
Resigning based on this issue would be evading the problem. Resolve the issue of being attacked first, and then consider resigning if you deem it necessary.
From India, Pune
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Very correct advice has been precisely given by Mr. Divakar and Mr. Nathrao. Threatening amounts to major misconduct, and action should be initiated as per the provisions of standing orders applicable to your establishment. Quitting the job on this account is a foolish action as you would be confronted with an even more major occasion.
R. R. Kapoor
Vadodara
From India, Vadodara
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R. R. Kapoor
Vadodara
From India, Vadodara
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