Cheers Cosby, I had it all typed, but out of courtesy mentioned my intention and it’s kind of being kept below stairs because it’s bad press and the guy is a good worker aside from his aggressive nature.

I don’t want him to lose his job, he’s got a family I just want him to stop being a cunt, (not to me necessarily) but in general.

Can't you just tell him that you won't tolerate that kind of shit any more. One more aggressive outburst to you or any colleague and you'll get HR involved.

Nobody want's to work with a cunt.

If you are empathic to his family etc & dont to want to nuke him follow Griffs advice, but this incident needs to be recorded first before you have words. It's unbelievable that the management are trying to keep HR out & it sounds like your new director is just trying to not upset the apple kart.

If your company/HR is any good they will try to get the route cause of his outbursts & offer support if they can, but he needs to be brought into line & the process needs a starting point. Tho imo, physical assault is a step to far, regardless what shit he has going on outside of work & in his head & maybe some tough love will awaken him to not be a cunt to others, verbally or physically.

Anyway, hope it all comes good for you "&" your colleagues, as Lord G said above, no one wants to work with a cunt.

Good management doesn't. Process is everything, making sure everyone is treated fairly. More than likely the first stage of any investigation would be done by management anyway.

Good management doesn't what? Not following you.

Stuff I've been involved in does have a basic investigation done by management - esp. with respect to a disciplinary. You can control it up to a point. But HR are crawling over that too with where I work.

The investigating officer if it goes full blown will be independent where I work too - I've been shipped into different depts for one or two serious ones where jobs have been on the line. Thankfully I haven't been involved in someone losing their job yet - though as an investigating officer I deliver a report to a panel with senior HR chairing who take my recs and make a final judgement.  

Dude, just we don't want you to be unhappy

davyK wrote:

Good management doesn't what? Not following you.

Try to handle things informally. If its not on paper it didnt happen.

This is all very sound advice but I think you should just a throw something at the back of his head when no-ones looking then play dumb.

Perhaps piss on his chips for good measure?

Nice one Tiger.

Shit in a kettle and then pour it on his face.

Diluted Dante wrote:

Good management doesn't what? Not following you.

Try to handle things informally. If its not on paper it didnt happen.

Our policy, depending on the event, is to try and resolve an issue informally. It's also important to handle something as far down the the pecking order as possible and as appropriate - as this facilitates an ordered escalation path. 

You can meet with people and keep notes - that's usually recommended. I did that in a recent case when I had two parties in with me literally crying. It was a misunderstanding and I was able to clear that up.

Obvs. some event such as fisticuffs or like this event would be handled formally.

I've managed certain events informally in the past - related to insults for example. 

I think it depends on the workplace too. I'm sure there are more robust environments in which things are handled differently. There are parts of the organisation I work in like that - they couldn't function otherwise because of the nature of  the business.

We have had some members of staff (in another dept) lose their life over H&S issues - obvs. those are totally process driven.

I'm in the public sector and we are pretty heavy on policy and process but even then we can manage some things informally. We in NI have extra pressures dealing with religious descrimination etc as well so going informal can be dodgy at times but it can be done. Depends on the circumstances and if in doubt we consult HR.

Quite often in my environment things are handled informally. But I've been involved in formal cases where, for example, a financial situation has arisen - no way you would go informal on that.

I'm reasonably senior in my organisation - senior enough to have enough rope to hang myself so I have to be careful - but that goes with the job. I've mentioned a series of events - they are all on a spectrum and in the middle is where things get grey and experience and judgement come in. (Also HR consultation). But if one party wants to go formal then I have to facilitate that no matter what.

Sit at your desk slowly caressing your jobby knife and cackling.

Desperate for money right now but had a potential break - snagged some shifts at a Greene King/Bellhaven pub. It's a rotten place, that gets 3 deep on the bar on Fridays and Saturdays, coupled with the fact I have never worked a bar in my life. We'll see how it goes I guess.

Elsewhere, any attempts at selling stuff to earn money are sluggish. No-one wants my lovely Gibson for £300 less than in cost me, despite the fact it's basically brand new.

Make sure they put you through a SALPs certificate, it'll come in handy if you decide to go for a job in another bar.

Anyway, congrats man. A slither of light! Let's build on it bud!