How To Handel Agressive,threatening Employee

Hi Pratap,
Kudos for your confidance and the courage shown in facing the situation, I don't think that this problem is yours as rightly said by some of our friends this is the problem of the management, they have to support you as they have to run the company for longer time, you and me can change the company but as the owners they can not close the company. I suggest in future you have to have some recording system in your cabin or the place where normally you interact with unions ( in a hidden way) this will support you when situation arises.
Now this is the time the management to act, failing which they can not run the organization, legally you are right and don't pay any additional amount but be cautious, I don't expect he will go goondagardi because it will be end of his personal life also. You have to face so many such incidents in your career. IR is a challenging job, be brave. Best of Luck - kameswarao

As a Hr profession this kind of matter is happen but we have to handle this matter as patince.
GAMA KARALE

Pratap,
I would suggest to first check out his appointment letter that how much notice period you have stated to serve for either parties.
Suppose if you have written in appointment letter that either party will serve 15 days of notice for probationers then both party should follow the same.
You have to serve notice letter even for termination or you should pay him for shortfall in notice.
Regards
Shikha Jain

Thank you Vittala.Sudheer for your encourgement.

Thank you ksa 04 for format.

Thank you Badlu sir for your very professional reply .

Thank you Mahesh for your VIMP tips , good way to handle these

situations.

Thank you Kranthi Kumar I think you are correct when you say about

going to police by yourself.And let Mangment take legal advice.

Thank you kameswarao ,I agree with you regarding Mangment role in the

situation .IR is really challenging job one must be brave.

Thank you GAMA KARALE for your encouragment.

Thank you Shikha Jain you are right about checking appointment letter

I had made good preperation for this by studying appointment

letter ,termination letter and union agreement.

Latest development is as follows

A terminated employee had called me for Experience letter and pf

formalities,which is ready . In a fixed meeting I will deliver him Experience

letter and pf withdrawal form.

His voice was guilty ,and he felt surprised as we are giving him

Experience letter and PF withdrawal form as to other employees.

The union employee who have witnessed this ,they feel hesitant when

they see me,some of his friends has told me that they will talk to him

Regarding this issue.

My employer is not open with me on this issue ,he has instrusted me to

give him Experience letter and Pf withdrawal form and not let him come

in company,again.

Non -union people are also awakward about the situation .

I can see on some employees face that I did the right thing.

As previously in this company these type of behaviour was rewarded

by giving up to their demands.

My employer is giving me more responsibilities ,he seem to be impressed

The way I handeled situation.

I have not filed FIR till now, I might go for it after consulting my

employer.

History of this compny is such that employee have abused ,threatened

and shouted on Employer,and no Solid action was taken against them.

When I talked very same people involved in the Mentioned Act.

They told me that they belive that going this way of abusing ,threatening

And shouting will give them what they want.

And overall mentality of employees is same.

Employer wants situation changed, we have desigened Discliplineary

action proceduer and implementing for the firest time .

Issueing Memos,show cause notices to Late coming,Uninformed

absentisim,and for bad behaviour.

Employees here are closly watching this process,some people say that

this chang wont last, some employee say that employer has taken a right

path.

Overall Employee has started respecting Employers orders ,and him and

started noticing the changes that are taking place.

Hope to take gradually company to more healthy culture.

Thank you all once againg

I would like to mention special thanks of a citehr gentlemen who Called

me on phone ,encouraged me shared his experience,and adviced me .

And asked me to call him in the case of advice.

I am very very happy for the responses .

Thank you all:icon1:

Regards

Pratap m kamble

mr pratap
it is very horryble situation faced by an HR,what may be reasons to this situation i will advice not to involve personally.there must be some SoP in ur organisation to deal like this type of situation,As An HR u must win the confidence of unions,if u can isolate him from union suppourt half of ur problam is solved
(hanumanth rao)

I am happy for u Pratap, and I really thank all citeHR members for sharing their ideas and suggesting.
Its great to know u emerged confident out of the situation and let your company know - u can handle this.
Keep going Pratap and let there b nothing stopping u!!

Hi Pratap,

Few HR personal faces such types of problems specaily in Industrial Sector. My advise to you u wolud be that one should not get panic, you should take the advice from ur Legal team rather than taking up the complaint directly to Police. Let the leagal team handel such case after all every organisation ensure full protection of their employees.


Regards,
Pradeep

Hi Pratap,
Register a complaint at the police and have a copy of that complaint.
Issue a memo with that emplyee's picture adhered and publicise it to all departments, and most importantly to the Gate Securities clearly stating he's not allowed anywhere near your primises.
Bigmem

Dear Pratap,
This situation is not exceptional and occurs every now and then in most organisation..Since you have complied with legal requirements before termination,there is no chance of legal action
against the company.The union being with you is a positive sign.Treat this as an opportunity to learn, which will help you in handling mass agitations in future.
There is no need to file any police complaint,because that may amount to giving
undue importance to small matter.In any case using abusive language is not cognizable offence. Any sentimental workman will behave in a manner in which terminated workman is behaving and please give him an opportunity and time to come to terms with reality,which will happen in due course.

Hi Mr Pratap
What my advice as of i exp in HR ,if your in right in your duties these kind of problems you will not get ,if you have you can solve .if it is standerd company you have standatrd orders as for that you follow ,before you should aware the policiles to your employees of company that can be helpfull to reduce the these kind of problems.
Generally we have in HR code of conducts and rules which do or not as a mgt and labour these will expalin you.
you should be sincere in your timings and your work when you maintain relation with employee that should be in your limit not effect to the your job of your and responsibility.
G.pratap
HR Manager