• Replies 7 replies
  • Subscribers 3 subscribers
  • Views 1123 views
  • Users 0 members are here
Options
Related

What do you do when you are told about aggressive behaviour but asked not to do anything?

Nicola Halls

I have just had a member of staff (I will call him number 1) come and see me about an aggressive encounter with another member of staff (I will call him number 2)   Number 1 was working in his work bay in a manufacturing workshop and number 2 went into number 1's bay.   Number 1 asked number 2 want he wanted and number 2 went right up to number 1's face and said I don't like you and you say anything to me I'll "drop you" and then he

Number 1 was working in his work bay in a manufacturing workshop and number 2 went into number 1's bay.   Number 1 asked number 2 want he wanted and number 2 went right up to number 1's face and said I don't like you and you say anything to me I'll "drop you" and then he said "i'll slap you".   

Number 1 just reported this to me but expressly said that he doesn't want me to do anything about it.    He just wanted to report it to me.    

Number 1 believes it stems from a few weeks previously when number 2 came back from a sickness absence relating to shingles.   He walked into number 1's bay and he said he asked number 2 "you're not contagious are you?".  Number 2 said he wasn't and walked away.   Number 2 hasn't spoken to number 1 since.   

I explained that I cannot condone aggressive behaviour and that I don't like the idea of not being able to address the issue but he asked me not to.  

Any suggestions on what I can do next - or should i just write up a file note and leave it?

Parents

  • Hi Nicola,

    Firstly; welcome to the community. Secondly, apologies for the late response – I’ve been off getting hitched!

    I think Steve tagged me because of a discussion I started a while back - 'can you be fair and treat people as individuals?' There are definitely a lot of parallels between the theme of that discussion and your situation, and there might be some food for thought in there?

    Also, I’ve been involved in developing the CIPD’s principles for the last year or so. The principles will help guide HR and L&D professionals when they encounter situations that don’t appear to have any obvious right or wrong answers. You can find them in full here: www.cipd.co.uk/principles - but there are two snippets that might apply to your dilemma and help to guide you:

    • “Good work is safe and inclusive.”
    • “People deserve to be treated fairly and have a meaningful voice in matters that protect them, in addition to their rights and protection under law”

    I realise you posted a while ago so it might all be resolved now - if so, please let us know how it went, and, if not, I hope these resources are helpful.  

    Thanks,

    Lizzie

Reply

  • Hi Nicola,

    Firstly; welcome to the community. Secondly, apologies for the late response – I’ve been off getting hitched!

    I think Steve tagged me because of a discussion I started a while back - 'can you be fair and treat people as individuals?' There are definitely a lot of parallels between the theme of that discussion and your situation, and there might be some food for thought in there?

    Also, I’ve been involved in developing the CIPD’s principles for the last year or so. The principles will help guide HR and L&D professionals when they encounter situations that don’t appear to have any obvious right or wrong answers. You can find them in full here: www.cipd.co.uk/principles - but there are two snippets that might apply to your dilemma and help to guide you:

    • “Good work is safe and inclusive.”
    • “People deserve to be treated fairly and have a meaningful voice in matters that protect them, in addition to their rights and protection under law”

    I realise you posted a while ago so it might all be resolved now - if so, please let us know how it went, and, if not, I hope these resources are helpful.  

    Thanks,

    Lizzie

Children
No Data