assault at work Post Reply

[Mum2Monkey]

I was one of a number of staff who witnessed a more senior colleague punch a junior colleague at a work function, for no reason other than the more sober junior colleague did not want to join in with a drunken rendition of wonderwall. I am also the manager of the guy who was punched.

The guy spoke to me and said he wanted to raise a complaint but felt he could not because, by now, everyone knew including senior management and nothing had been done and he didn't think it would. He had been approached by othe staff (friendly with the puncher) and warned against making a complaint. I think he is right that the company would not care and I did not encourage him to take it further but said I would support him if he did.

Two weeks later, I regretted this advice. I went to HR and set out the above and asked them to keep my identity secret (because I have also been warned about taking this further). HR have said they will not investigate because they need a formal, non confidential, complaint from the guy who was punched to the head of HR.

I can't believe that you can punch a junior and nothing is done about it. Not sure what to do now.....

[supergirl]

That is horrible but you have said it yourself, you want to keep your identity secret and the victim is scared of the repercussions because he has been warned against complaining. So if you are not prepared to step up as his manager and take your responsibilities, i am afraid there is probably nothing you can do.
I do not believe threats. I tell my children that if ever someone says "dont tell your parents/teachers" it does mean to tell absolutely.

What are you all afraid of? You should pity the guy who needs to punch to get his way and resort to threats to save himself and you should all stand up to him. Otherwise it will happen again. We are all human beings who deserve to be respected and not be bullied into a stupid drinking game by a senior staff to top it all.

So you should complain officially because one day it could be your child in the position of your junior.

[khutchi]

I would say the junior needs to report to HR and I'm pretty sure would be entitled to report to the police as well. Isn't this common assault or ABH or something. Completely unacceptable behaviour. You as his manager can then tell him and HR you are fully supportive of his actions and will provide whatever evidence you can to help him.

[KJG]

I work for a company in the city in HR. Once your HR team became aware of this they should definitely investigate, particularly given it was at a work event. The employer has an obligation to get to the bottom of this and definitely don't need a formal, non-confidential complaint in order to investigate. If there is a senior person whose judgement you trust you could try speaking to them and take them with you to speak to HR again. Senior management and your HR team should set the tone and investigate so staff know this type of behaviour is not acceptable and will be taken seriously if it occurs.

[kindfacilitator]

As a police officer I reported an inspector for beating a prisoner in the 80's. I understand the repercussions very very well.


In this case I would consider going to the ceo direct and broker a workable outcome for all parties.
Share the issue with the police.
HR seems a little weak here so I wouldn't bother with them.

Keep strong

Drop me a line am happy to chat

[wasateacher]

I understand that this is a difficult situation and one which requires people to be brave. As the victim's manager, I think that you should report it and insist that the management takes action. The man who punched the victim is clearly a bully and will not change unless people stand up to him. The management of the organisation should take it seriously. There were witnesses - they cannot deny it was happening. If they claim that this was a social event and therefore not their business - they are wrong. It was a work event, whether social or otherwise.

Since this is an assault, the management of the organisation should be asked: Do you want this to be properly resolved (by sacking or seriously disciplining the man by demoting him) or do you want the police involved?

If the victim is unsure about what to do, you should take up the issue with him and the two of you seek a meeting with more senior management to demand action. If you are concerned about your future, don't be. It is likely that you will have greater respect, if the organisation is worth working for.

[Balance]

I would go to the CEO or similar senior director if you feel they would do something. If not, advise the junior to leave the company and do so yourself. Bullying cultures are invariably made so from the top management, the fact that HR is not doing anything about it despite knowing is the first indication that you may be working in a pro bullying workplace. I had a similar experience when my 6 year old daughter was sexually assaulted at her school by six boys - the head, deputy and governors went after her and me rather than deal with the boys who had assaulted her. After six months we left, there simply wasn't anything more that I could do to advocate for her rights. Good luck and know when you're punching a brick wall.

[Mum2Monkey]

Thanks for all the advice. After my HR decided they would not pursue it, I spoke confidentially to our parent company HR. They were shocked and told my HR to get a grip on it. Although the end result isn't quite what I expected. It turns out this was one of several incidents that night and so all work parties have been suspended for the next couple of months. This does feel like punishing everyone for the actions of the few and those that behaved badly haven't had any individual punishment as far as I know. But I assume this is the minimum the UK CEO could do to appease our parent company.

Thanks for all the replies. I was beginning to wonder if I was holding exceptionally old fashioned views!

[kindfacilitator]

Don't leave it there. Assault is assault. Dont allow privilege and power to get away with it again?

[rooting4tooting]

HR depts vary in their approach. I have experienced the over litigious type and the wait for a formal complaint before acting type. Although I was assaulted and HR acted the second type manner as an imperfect human I prefer that approach to the first

[Galks607]

Astonished you have not taken this further. As the manager it's your duty to do so. A bully is created when they can abuse and intimidate people and get away it. But as they are cowards, as soon as someone reports them, they stop. Yes, I'm talking from personal experience. I hope you do the right thing.

[kindfacilitator]

Many organisations, especially privileged ones care more for their reputation rather than the indivudual. When serious allegations such as sexual assault and abuse surface the insurers and the lawyers tend to gather to go about their business and to work hard to 'Not have a problem'.

The locusts have had their fill and I sense that a force bigger and greater than us is demanding more transparency and accountable and requiring those in leadership to go the extra mile and care for those they govern and to set an example.

Folk know what the right thing to do is. Just face the fear and do what is right! Or does reputation and position issues hold you back?