Seeking Guidance on Employee Conflict Resolution
Today, two of our employees, one from Quality and another from Dispatch, had a furious fight with each other. Initially, they were discussing normally regarding the red-tag area. Then it transformed into abusing each other. Suddenly, the Quality person started the fight by slapping the Dispatch guy, and in reaction, the Dispatch guy also threw a component towards the Quality person, causing a little bleeding near the neck of the Quality person.
Decision-Making on Disciplinary Actions
What should be my decision in this case?
1) Should I penalize the person who started the physical assault by slapping?
2) Should I penalize the person who reacted by throwing the iron component towards the other?
3) Should I penalize both of them for this misconduct?
Most importantly, what should be the penalty for each of them? If suspension, then how many days for each? If termination, then to whom?
From India, Gurgaon
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1Today, two of our employees, one from Quality and another from Dispatch, had a furious fight with each other. Initially, they were discussing normally regarding the red-tag area. Then it transformed into abusing each other. Suddenly, the Quality person started the fight by slapping the Dispatch guy, and in reaction, the Dispatch guy also threw a component towards the Quality person, causing a little bleeding near the neck of the Quality person.
Decision-Making on Disciplinary Actions
What should be my decision in this case?
1) Should I penalize the person who started the physical assault by slapping?
2) Should I penalize the person who reacted by throwing the iron component towards the other?
3) Should I penalize both of them for this misconduct?
Most importantly, what should be the penalty for each of them? If suspension, then how many days for each? If termination, then to whom?
From India, Gurgaon
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Hi Please appoint a committee and conduct the inquiry as per your company’s code of conduct. Based on their findings and recommendations, you can then decide the course of action. Regards
From India, Mumbai
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From India, Mumbai
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It is sad to note that the educated class behaves like a labor class. In the legal sense, it is an offense of manhandling each other. However, in case the matter is simple, you can summon the HODs of both the Departments to your department and advise them to educate their team to behave in a civilized and cultured manner at the workplace.
Handling Serious Incidents
In case the matter is serious (if somebody is injured during the verbal fight), you need to suspend both employees and order a departmental inquiry along with your legal consultants. Based on their report, suitable action may be initiated, which may lead to the termination of the employment of one or both, as the case may be. Please check the HR policy of your company and discuss with your management before initiating any action.
All the best.
From India, Bangalore
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Handling Serious Incidents
In case the matter is serious (if somebody is injured during the verbal fight), you need to suspend both employees and order a departmental inquiry along with your legal consultants. Based on their report, suitable action may be initiated, which may lead to the termination of the employment of one or both, as the case may be. Please check the HR policy of your company and discuss with your management before initiating any action.
All the best.
From India, Bangalore
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Steps to Handle Employee Misconduct
First, set up a committee with HR as the Head, including the supervisors (reporting authority of both employees) and department heads of Quality and Dispatch for fact-finding.
Second, conduct the inquiry by cross-examining both employees, examining the witnesses, and asking for a written explanation from both parties.
Third, while awaiting the committee's report, place both employees on forced leave.
Fourth, based on the committee's findings, if both are found guilty, take disciplinary action such as issuing a written notice with observations for 2 months (or as per HR policy of your organization). If further indiscipline is observed, termination may be necessary. Alternatively, terminate the first faulty employee and issue a notice to the second faulty employee.
This example should serve as a reminder to all employees to maintain discipline.
From India, Bhubaneswar
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First, set up a committee with HR as the Head, including the supervisors (reporting authority of both employees) and department heads of Quality and Dispatch for fact-finding.
Second, conduct the inquiry by cross-examining both employees, examining the witnesses, and asking for a written explanation from both parties.
Third, while awaiting the committee's report, place both employees on forced leave.
Fourth, based on the committee's findings, if both are found guilty, take disciplinary action such as issuing a written notice with observations for 2 months (or as per HR policy of your organization). If further indiscipline is observed, termination may be necessary. Alternatively, terminate the first faulty employee and issue a notice to the second faulty employee.
This example should serve as a reminder to all employees to maintain discipline.
From India, Bhubaneswar
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Today, two of our employees, one from Quality and another from Dispatch, had a furious fight with each other. Initially, they were discussing normally regarding the red-tag area. Then it transformed into abusing each other. Suddenly, the Quality person started fighting by slapping the Dispatch guy, and in reaction, the Dispatch guy also threw a component towards the Quality person, causing a minor injury near the neck of the Quality person.
What Should Be My Decision in This Case?
1) Should I penalize the person who started the physical assault with slapping?
2) Should I penalize the person who reacted by throwing the iron component towards the other?
3) Should I penalize both of them for this misconduct?
Most importantly, what should be the penalty for each of them? If suspension, then how many days for each? If termination, then to whom?
First, you should receive complaints from the HODs in writing and also take written statements as evidence from both departments. Prepare a charge sheet and issue it to both employees, asking for their explanations.
In their explanations, if they admit to their quarrel, you can punish both of them with a one-month suspension if it is their first offense. If anyone displays the same quarrelsome attitude in the future, you may consider termination. If their explanations are unsatisfactory, establish an inquiry committee to decide on their punishment.
From India, Mumbai
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What Should Be My Decision in This Case?
1) Should I penalize the person who started the physical assault with slapping?
2) Should I penalize the person who reacted by throwing the iron component towards the other?
3) Should I penalize both of them for this misconduct?
Most importantly, what should be the penalty for each of them? If suspension, then how many days for each? If termination, then to whom?
First, you should receive complaints from the HODs in writing and also take written statements as evidence from both departments. Prepare a charge sheet and issue it to both employees, asking for their explanations.
In their explanations, if they admit to their quarrel, you can punish both of them with a one-month suspension if it is their first offense. If anyone displays the same quarrelsome attitude in the future, you may consider termination. If their explanations are unsatisfactory, establish an inquiry committee to decide on their punishment.
From India, Mumbai
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Addressing Misconduct in the Workplace
This definitely comes under "Misconduct" by both employees. You need to first suspend both employees pending inquiry. Then, you need to issue charge sheets to both employees as neither of the actions is condonable. You will probably get an apology and a promise of good behavior. If that is enough for your management, then you can give them another chance, making it clear that they are on a watch-list. If that is not enough, then you need to appoint an inquiry officer and have him conduct an inquiry following all the rules. The action to be taken depends on how serious the matter is and whether you can afford to lose them. Also, consider how this sets a precedent in the company and how future cases will be dealt with.
From India, Mumbai
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This definitely comes under "Misconduct" by both employees. You need to first suspend both employees pending inquiry. Then, you need to issue charge sheets to both employees as neither of the actions is condonable. You will probably get an apology and a promise of good behavior. If that is enough for your management, then you can give them another chance, making it clear that they are on a watch-list. If that is not enough, then you need to appoint an inquiry officer and have him conduct an inquiry following all the rules. The action to be taken depends on how serious the matter is and whether you can afford to lose them. Also, consider how this sets a precedent in the company and how future cases will be dealt with.
From India, Mumbai
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Certified Standing Orders and Disciplinary Actions
Do you have certified Standing Orders for your organization? Act according to the provisions. The actions of the two employees in your company amount to "misconduct" and are "subversive of discipline and good behavior." Hold an inquiry and initiate punitive measures based on the findings so that these types of incidents can be minimized and prevented.
Thanks,
Regards,
R K Nair
From India, Aizawl
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Do you have certified Standing Orders for your organization? Act according to the provisions. The actions of the two employees in your company amount to "misconduct" and are "subversive of discipline and good behavior." Hold an inquiry and initiate punitive measures based on the findings so that these types of incidents can be minimized and prevented.
Thanks,
Regards,
R K Nair
From India, Aizawl
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HR Manual (Employee Hand Book).doc
DISCIPLINARY ACTION.ppt