Dear Zabeeno,
This is in addition to what Mr Umakanthan has said. He has recommended you send the official communication to the HR Department. In your communication, just write the facts. To write the facts, you may include:
a) What was the incident? When it happened, where it happened? Who is the primary party and who is the second party of the incident?
b) Was there any violation of the laid rule, regulation, SOP, Executive Order etc? If yes, then include the exact details.
c) Do you have any material evidence of the incident? Material evidence means documents, CCTV footage etc.
d) Are there any witnesses to the incident?
e) In your capacity as a supervisor, did you warn the delinquent employee? If yes, then do you have evidence of the warning?
When the HOD or the supervisor provides complete information to the HR Department, depending on the gravity, they initiate the appropriate disciplinary action.
As far as your query was concerned, it has been replied to. Nevertheless, there is a larger issue. Please try to find out whether there is any flaw in the system and this flaw creates the fissures and fissures, in turn, creates conflict. Try to understand what is the psychological orientation of this person. Does this person lack interpersonal skills? Is this person unable to put up with the laziness or slackness of others?
Please note that while removing an employee because of his/her bad behaviour please consider what is the quality of output of this person? Please take a comprehensive view.
Thanks,
Dinesh Divekar