Why has the HR to support something which is wrong? IF the company management has done something wrong, then its HR's responsibility that we do the damage repairs.
This is not, whose side has to be taken, it is about how to improve the relations. There is need to have an open communication. Taking any side will lead to agitation and thats not good.
So speak with the management, form a team, where people can go for a better clarity for their questions. The top management has to speak with the managers and refrain them from using rude or abusive language. This is not a case where the Shop Manager has to say sorry to the workers, but a case where there is need to create a buffer between the management and the workers for day to day issues.
1. What made shop floor incharge to speak like that?
2. There is a repeated carelessness in the contract worker past performances which made shop floor incharge to talk like that?
3. Check / get the feedback of the shop floor incharge tackling of workers..!
If you find the truth from both sides.. analyze it and give a strict warning to both.. Warn worker as well as shop floor incharge across the table and talk to them separately. Tell them that management sees this issue seriously, If it repeats again, action will be taken seriously.
Create an healthy atmosphere to betterment of the industry development.
In-House HR & IR Advisor
As we believe, HR is link between employee & employer, as HR need to maintain the harmony & decorum within the organization.
supporting such behavior shall be cause to indirect influence to such kind of event in future as well as gain the confident of employee in wrong way..
Therefore, it should be control on that step itself. there are many question raised by members for better understanding the exact history or cause of such anger, may be behavior of that, contractor staff's cause of occur such anger.
But, HR should take step without been as bias & conduct the domestic inquiry on the same. as per the result of inquiry, HR should take the appropriate action on guilty person. which create the good example for all employees. Otherwise, it may cause of big problem in future for employee as well as for employer.
In legal ground, such behavior can't be Tolerate in Contract labour Act. its may called as exploitation of contract employee, that the reason,The Contract Labour Act (REGULATION AND ABOLITION) ACT, 1970 is made. it is made for save the basic rights of Contract labour & prevent from exploitation by employer.
If Opponent approach the ALC or Conciliation officer in labour Dept. then it will be unavoidable excise for the company.
1. Shop In Charge in any case should not have used the abusive language and is already at fault.
2. Was the Shop in Charge's behavior in the said act correct because of the fault of the Contractual Worker? What was the fault? Any Serious in Nature? If yes, then support the Shop In Charge.
3. If the shop in charge had behaved unethically and without any reasons, support the contractual worker.
In my opinion, only after what both the parties have to say, a solution can be reached.
Dr. Urjit Kavi
I need to add something more here, see this is a case where ego and super ego classing,, where one is a contract labour and other hand is a Manager whose responsibility to make inline everything for better output like maintaining harmony relation at work, good working environment etc.
First you need to report to your higher authority about the incident and ask permission for one by one discussion along with inquiry of their past attitude from their colleague, pears & seniors, make records, if found same behavior in past , start counseling session saperatly put the evidence in front of them and ask for reason. When they provide the output about the incident, identify and match from evidence which you have, and accordingly start disciplinary action or training program.
And yes if it is found that this is the first time such incident happen no need to do any thing call both and give one verbal Waring about the violation of industrial dispute and said them if such kind of incident will repeat or any violation of industry harmony management will take serious action on your act.