Violent/Threatening/Abusive Employee

Majestic

Hi all,

I'm basically looking for advice on a situation that arose at work last month. I recently challenged the antics of an employee within the organisatstion we both work for, largely because it's my job as his manager but also the individual has a history of aggressive behaviour and also being verbally abusive to his colleagues/other maangers. Although i'm a long serving member of staff, i'm new to this specific department but had no issue pulling him up regardless of his reputation. The first instance involved him using heavy equipment to bully/threaten another member of staff which I witnessed and called him into the office to discipline him for, in hindsight I should've nailed him for it, but with the victim not wanting to report it, I gave him the benefit of the doubt when he sighted family issues but stated this would be recorded and any further issues this
would be again discussed.

Fast forward a few weeks and the same employee became verbally abusive towards me and gestured at flipping a table towards my general direction. These type of physical threats does not phase me, but I was angry that he felt he behaviour was acceptable (in front of a canteen full of staff) and asked him to leave site. After a few choice words from him, he eventually calmed down and left.

Now my issue, HR and my superiors suspended him (on pay for two weeks) called for statements from witnessess and to be honest it didn't look good for the employee in question. Now this last week, due to the fact that the witnesses did not wish to 'sign' their statements (fear factor) i'm reliabley informed by a fellow manager this staff member will be likely be returning to work, back on my shift, this coming week. I missed a call from my manager regarding an update and i'm now totally in the dark about his return.

Point being, i'm utterly suprised that this is the outcome. He was recently convicted/fined outside of work for simialr behaviour and my organisation were aware of this. My manager recently mentioned that due to the events 'not being backed up' they were worried about issuing dismissal in fear of a tribunal.

Now, it looks like i'll be lumped with this aggressive individal, my position undermined (the joke amongst the workers is to have a fall out with myself for two weeks off whilst being on pay!).

I'm at a total loss. I've mentioned to fellow managers that we move him to an area with minimal interaction/maximum supervsion. And i'm hoping I can force this through.

But seriously, poor show from my managers and HR team.

Thoughts/advice appreciated.

Starlet

What line of work do you do? Is there CCTV that you can somehow get? I was thinking that perhaps there might be CCTV in the canteen

Majestic

CCTV was down over the christmas period and into the new year due to a technical issue!

stator

Hopefully they put him on a final written warning and then any further behaviour and you can boot him out the door pronto.
Might be best to have a spare phone/camera always at the ready to record incidents if you see one coming.

-taff

You go down the disciplinary route and record everything. It doesn't matter what happens outside of work, that has no bearing on how you should be handling him inside of work.

You should be using your HR deparment. If there are to be no reprisals for his actions, then you will have to record everything.
If his work is in qiestion , you go down the you're not performing as the company expects, you have a certain amount of time to inprove, and you do that with the HR team present.

If his work is not in question, then you will have to act on any instances of bullying, and again, record them. Send e-mails regarding this to whoever is next up in your chain of command, make sure that you are completely objective about it, and make it clear you are not hell bent on getting him back.

If no action has been taken this time, then he will feel he's gotten away with it, and will probably do it again. If he does, make sure it's in front of cameras if possible.

Don't worry about the joking, any employee will say that, it just defuses the situation.
You could also have a shift meeting where you give them the talk about abusive behaviour and it wont be tolerated, and anyone who wishes to complain in private is welcome to do so.

One old trick is to have a meeting with someone, to tell them they'd been seen doing something, or acting a cerain way [long breaks for example] but not told who reported you, so that you would be being watched for that kind of behaviour and if found doing it again, would be disciplined for it. Add up a number of disciplinaries, and pretty soon you're looking at 2 year final written warnings....All properly documented, and used to manage difficult employees out of the business.....

Takeaway_Addict

Be polite but stay firm, the fact you did get on this straight away will ensure he knows you will follow through on other things.

Good Job because i know its tough actually having to deal with people like that.

annandale

What disciplinary procedures do your company use? I'm asking because you mentioned calling him into the office to discipline him.

xapprenticex

As soon as he is out of line again, tell him to leave the premises.

theoretica

I think the key point is you missed the call from your manager - I would suggest returning this call as soon as possible, and getting onto HR if your manager is not available. I would hope they have given this situation considerable thought and just have a communication gap in explaining the plan to you.

getmore4less

Go above HR they are they are there do do a job if they are failing they need grievance and disciplinary against them.

They don't need proof, even with signed statement they could have a tribunal.

getmore4less

Next time call the police.