Violent/Threatening/Abusive Employee

74jax

When you called him in the office to discipline him is that usual? Did you not have to write to him, give him the chance to be accompanied etc? Was this his first warning? On his HR file etc.

So he has now has 2 warnings is that right?

I would continue to pull him up on anything he does wrong, make sure you know the policy and procedures fully.

McAnniee

" 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"

Why?

Next time the employee threatens assault (!) call the police!

Your HR are obviously useless. (edited to add: Or haven't been told the whole story. Was it you, or someone else who reported it to them?)

getmore4less

The company should not just be perusing disciplinary but involving the police with every incident.

If they have been convicted has anyone checked the terms of the conviction as he is not in jail was it a suspended sentence with restrictions?

Majestic

Many thanks to all who gave advice. To be honest, we're all singing off the same hymn sheet. Just to draw a line under the topic, it ended how i'd requested. Final written and a transfer to our main site, busy/production line. Thanks again.

Helvetica_Van_Buren

Majestic wrote: »

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.

You had the opportunity to do something about it and you bottled it. Now you're blaming your managers and HR department for not doing something you should have done yourself.

You don't need witness statements from employees when the managers (yourself included) are witnesses. It's your job to protect employees without insisting they go on the record and effectively giving them the deciding vote on whether someone stays or not.

You and your fellow managers sound like cowards and shouldn't be in positions of managing staff if between you you can't deal with one rogue employee.

steampowered

I suppose you just have to monitor the situation and immediately deal with any further incidents.

annandale

Was there a disciplinary hearing before he got the final written warning?

Majestic

annandale wrote: »

Was there a disciplinary hearing before he got the final written warning?

There was yes, the only issue I really had was his return to work and me not being in the loop.

ohreally

Majestic wrote: »

Just to draw a line under the topic, it ended how i'd requested. Final written and a transfer to our main site, busy/production line

If he goes to appeal will your process stand up to scrutiny?

Was he given adequate notice of the hearing being convened, can he argue the outcome was predetermined and he wasn't given a fair hearing?

RuthnJasper

From the sound of it, it won't be long until he kicks off against another colleague. That will be the third one, if I have read correctly. Reputations spread quite quickly in the workplace.


I hope that either this individual mends his ways very drastically or that HR and senior managers can do something more substantial before a colleague gets hurt. The company does have a duty of care to the colleagues of this wingnut.


Good luck OP.