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.
Company's Responsibility in Handling Threatening Situations
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 a notice period?
From India, Mumbai
Acknowledge(0)
Amend(0)
5Despite 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.
Company's Responsibility in Handling Threatening Situations
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 a notice period?
From India, Mumbai
Acknowledge(0)Amend(0)
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
Acknowledge(2)
Amend(0)
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
Acknowledge(2)Amend(0)
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
Acknowledge(0)Amend(0)
R. R. Kapoor
Vadodara
From India, Vadodara
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Improving Employee Performance Through Workplace Coaching.pdf
Employee Relations.ppt
Project On Employee Relations.doc