Dear all
Am working in the Hotel industry as HR, on 3rd July there was murder in the premises due to internal clashes between two employees thereafter admitted in the hospital while treatment one was No More and another employee is in police custody. As HR I have informed police about the murder in the premises and also I have informed their family members, all the police formalities have been completed along with my presence. Now what I want to know is this is newly established hotel and I have applied for PF and ESI registration, more than this what I have to do the further safety? And how can I solve the critical problem? Kindly advise me sir's…………….
Regards
Murali
From India, Bangalore
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9Am working in the Hotel industry as HR, on 3rd July there was murder in the premises due to internal clashes between two employees thereafter admitted in the hospital while treatment one was No More and another employee is in police custody. As HR I have informed police about the murder in the premises and also I have informed their family members, all the police formalities have been completed along with my presence. Now what I want to know is this is newly established hotel and I have applied for PF and ESI registration, more than this what I have to do the further safety? And how can I solve the critical problem? Kindly advise me sir's…………….
Regards
Murali
From India, Bangalore
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Dear Murali,
My sympathies to the deceased employee. As an HR professional, I can understand the pain you are going through because of this incident. Police inquiries, visits, etc., on one side and the insecure/frightened employees on the other side. I am not sure about your management, i.e., whether they are supporting you or accusing you of allowing this incident to happen.
Even though I have not faced such a scenario in my HR career so far, based on experience, I am giving a few inputs. Please analyze and, if suitable, consider:
a) Since the case has become a police case, let them handle it and give the required help to the police.
b) You need to take action against the person in police custody.
c) If you have any written employee rules/code of conduct that have been communicated to all employees, you can initiate necessary action based on the applicable rules.
d) Since it has become a police case, take the advice of your legal consultant on whether you can suspend the employee who is in police custody. If you suspend him now and the court doesn't convict him, he will likely sue the company for the wrong decision.
e) Immediately convene a staff meeting and make it clear that indiscipline will not be tolerated at any cost. Highlight the rules and regulations applicable to indiscipline. If you don't have one, please draft one and implement it on a priority basis. This will empower the management to take action even if minor indiscipline occurs.
f) Assign a few trusted staff members to gather information from the staff about mutual rivalries/disputes, so that you can take proactive steps to address such issues.
g) Finally, as an HR professional, please take care of your safety as well. I don't want to scare you by giving real-life examples where HR professionals were targeted.
Have a strong mental will to overcome this scenario. If you believe in God, please pray and seek blessings. I do it whenever I am in a tough situation, and you won't believe I often find solutions to the problems I am facing.
Wishing you good luck.
Bhavan
From India, Bangalore
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My sympathies to the deceased employee. As an HR professional, I can understand the pain you are going through because of this incident. Police inquiries, visits, etc., on one side and the insecure/frightened employees on the other side. I am not sure about your management, i.e., whether they are supporting you or accusing you of allowing this incident to happen.
Even though I have not faced such a scenario in my HR career so far, based on experience, I am giving a few inputs. Please analyze and, if suitable, consider:
a) Since the case has become a police case, let them handle it and give the required help to the police.
b) You need to take action against the person in police custody.
c) If you have any written employee rules/code of conduct that have been communicated to all employees, you can initiate necessary action based on the applicable rules.
d) Since it has become a police case, take the advice of your legal consultant on whether you can suspend the employee who is in police custody. If you suspend him now and the court doesn't convict him, he will likely sue the company for the wrong decision.
e) Immediately convene a staff meeting and make it clear that indiscipline will not be tolerated at any cost. Highlight the rules and regulations applicable to indiscipline. If you don't have one, please draft one and implement it on a priority basis. This will empower the management to take action even if minor indiscipline occurs.
f) Assign a few trusted staff members to gather information from the staff about mutual rivalries/disputes, so that you can take proactive steps to address such issues.
g) Finally, as an HR professional, please take care of your safety as well. I don't want to scare you by giving real-life examples where HR professionals were targeted.
Have a strong mental will to overcome this scenario. If you believe in God, please pray and seek blessings. I do it whenever I am in a tough situation, and you won't believe I often find solutions to the problems I am facing.
Wishing you good luck.
Bhavan
From India, Bangalore
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Hi Mr Murali , I wish * you will soon come out of this tragic episode that took place in your company .Pray to God for deceased employee , may his soul RIP. Good Wish ! Regards Maninder Kaur
From India, Patiala
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From India, Patiala
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Dear Murali,
Incidents take place at various places; still, when they occur at work, you should be careful in the future. There is no solution to mentality; the only thing you can do is create awareness among them about the aftereffects of such mishaps. Stay calm even if there is a lot of chaos. The two individuals have already done their jobs. Take life as it comes and never let go. Learning is a continual process; keep such experiences on record as they will help you study human behavior in various situations. Rest assured that God is there to heal over time.
All the best and take care,
Uddhav
From India, Pune
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Incidents take place at various places; still, when they occur at work, you should be careful in the future. There is no solution to mentality; the only thing you can do is create awareness among them about the aftereffects of such mishaps. Stay calm even if there is a lot of chaos. The two individuals have already done their jobs. Take life as it comes and never let go. Learning is a continual process; keep such experiences on record as they will help you study human behavior in various situations. Rest assured that God is there to heal over time.
All the best and take care,
Uddhav
From India, Pune
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Day by day, a culture of hatred, not only among associates but even between friends, has been growing rapidly. If we look through the newspapers, instances of bloodshed within families are no longer surprising. Our duties of informing the police, arranging medical facilities, etc., are merely our legal responsibilities. For a happy life, one needs a minimum of four essential items: air, water, food, and a hygienic and ethical environment. Unfortunately, all these natural resources have been contaminated or destroyed by us, human beings. Therefore, I believe that something beyond these basic legal activities is the call of society. Is there a light at the end of the tunnel? And how far away is it?
From India, Hyderabad
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From India, Hyderabad
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In post #2, 'Bhavan' has given practical tips. Follow them. I would only add two other points.
1. Get the social security schemes like EPF and ESI implemented immediately. That will give the remaining staff some sort of feeling of economic safety.
2. Tighten the security measures such as frisking the staff at entrance and exit thoroughly to avoid entry of deadly weapons inside the premises. Ask the security guards to be on the alert and take rounds regularly to nip in the bud any skirmishes among employees.
You have asked, "How can I solve the critical problem?" What 'critical' problem are you talking about? Can you be more specific?
From India, Madras
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1. Get the social security schemes like EPF and ESI implemented immediately. That will give the remaining staff some sort of feeling of economic safety.
2. Tighten the security measures such as frisking the staff at entrance and exit thoroughly to avoid entry of deadly weapons inside the premises. Ask the security guards to be on the alert and take rounds regularly to nip in the bud any skirmishes among employees.
You have asked, "How can I solve the critical problem?" What 'critical' problem are you talking about? Can you be more specific?
From India, Madras
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Mr. Murli,
In fact, this is not a big issue; it is not the very first case in any hotel. There is no concern with your applications for PF, ESI, etc., but remember when you lodge an FIR on behalf of the company, you are the applicant personally and a key witness for the petitioner's side. You should never disconnect yourself until the final decision of the case, whether you are working with that company or not. It is also important that you have to face the case as the applicant of the FIR, and you will be prosecuted in case of any false claims under Section 182 of the CrPC.
For any help, you can contact me at +91 9536881112.
Manukant Sharma
Advocate & Corpo-Legal Consultant
From India, Haldwani
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In fact, this is not a big issue; it is not the very first case in any hotel. There is no concern with your applications for PF, ESI, etc., but remember when you lodge an FIR on behalf of the company, you are the applicant personally and a key witness for the petitioner's side. You should never disconnect yourself until the final decision of the case, whether you are working with that company or not. It is also important that you have to face the case as the applicant of the FIR, and you will be prosecuted in case of any false claims under Section 182 of the CrPC.
For any help, you can contact me at +91 9536881112.
Manukant Sharma
Advocate & Corpo-Legal Consultant
From India, Haldwani
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Please dismiss the another one. who is admitted in hospital
Infuture, please allow the employees after a complete background verification about their past history
because a person who is about to murder is not from a good family background.
and please be strict in your policies ie., code of conduct.
if any quarrel between the persons just dismiss them or warn them strictly
this is how we have to work otherwise headache is ours.
please be clear code of conduct and disciplinay action
now if possible put an internal enquiry and suspend the other person for a while and settle him some amount if required
Thanks & Regards,
Sridharan.K
From India, Madras
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Infuture, please allow the employees after a complete background verification about their past history
because a person who is about to murder is not from a good family background.
and please be strict in your policies ie., code of conduct.
if any quarrel between the persons just dismiss them or warn them strictly
this is how we have to work otherwise headache is ours.
please be clear code of conduct and disciplinay action
now if possible put an internal enquiry and suspend the other person for a while and settle him some amount if required
Thanks & Regards,
Sridharan.K
From India, Madras
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Respected Seniors,
Can a preventive step be taken in such situations? I am talking about training employees with respect to SQ - the spiritual aspect of employees' skills. That can help restrict such incidents.
Regards
From India, Delhi
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Can a preventive step be taken in such situations? I am talking about training employees with respect to SQ - the spiritual aspect of employees' skills. That can help restrict such incidents.
Regards
From India, Delhi
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Dear Murali,
You have received very good suggestions. Please bear in mind, as HR, you need to extend your concerns to the bereaved family of the employee who passed away by offering whatever possible support your organization could/should provide. Additionally, emotionally support other staff who were witnesses to this incident and others affected. If you have access to a counselor, you can seek his/her assistance as well.
Warm regards,
Rajrm
From India, Bangalore
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You have received very good suggestions. Please bear in mind, as HR, you need to extend your concerns to the bereaved family of the employee who passed away by offering whatever possible support your organization could/should provide. Additionally, emotionally support other staff who were witnesses to this incident and others affected. If you have access to a counselor, you can seek his/her assistance as well.
Warm regards,
Rajrm
From India, Bangalore
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Dear Murali,
As an HR professional, it is your duty to find out what provoked the accused to kill the deceased. It's possible that he might have been provoked. I am telling you this because in my first job about 13 years back, when I used to be at my desk working sincerely and also a bit scared as I was a new employee, there was an employee who used to harass me constantly throughout the day. The reason for this was that I was too sincere and good in my work, and he was jealous about it. There were occasions when even I thought of ending it all by taking the knife from the office canteen and finishing him. But I kept my cool, which some people can't. Believe me, no human likes to be harassed all the time.
There were occasions when seniors have played with my career, and I had to leave that company for my own good as there was no other choice. A villain who plays with others' lives lifelong is better dead, or else he ends up ruining many lives.
Thank you for your attention to this matter.
Sincerely
From India, Ahmadabad
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As an HR professional, it is your duty to find out what provoked the accused to kill the deceased. It's possible that he might have been provoked. I am telling you this because in my first job about 13 years back, when I used to be at my desk working sincerely and also a bit scared as I was a new employee, there was an employee who used to harass me constantly throughout the day. The reason for this was that I was too sincere and good in my work, and he was jealous about it. There were occasions when even I thought of ending it all by taking the knife from the office canteen and finishing him. But I kept my cool, which some people can't. Believe me, no human likes to be harassed all the time.
There were occasions when seniors have played with my career, and I had to leave that company for my own good as there was no other choice. A villain who plays with others' lives lifelong is better dead, or else he ends up ruining many lives.
Thank you for your attention to this matter.
Sincerely
From India, Ahmadabad
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Thank you, Mr. borntosin. You are absolutely right, 200%. I have sought help from the local police, and I have managed to escape from the problem. Could you please inform me about the potential issues that may arise from the labor office and advise me on the type of reports I need to submit to the relevant office.
From India, Bangalore
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From India, Bangalore
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Dear Murali,
This kind of problem can be resolved based on our self-confidence. Be positive and gather information from others. Be confident that nothing will occur, and remember that "impossible" means "I'm possible." Don't fear any threats. Immediately update the ESI and PF registration with prior approval and acknowledgment.
Regards,
Balaji K
From India, Bangalore
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This kind of problem can be resolved based on our self-confidence. Be positive and gather information from others. Be confident that nothing will occur, and remember that "impossible" means "I'm possible." Don't fear any threats. Immediately update the ESI and PF registration with prior approval and acknowledgment.
Regards,
Balaji K
From India, Bangalore
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