What would you do?
Balloonman
972 Posts
Employee "A" gets upset with employee "B" as he believes he is spitting chew on a finished concrete floor. He then tells the employees that it will stain the concrete. Employee B expresses disbelief that the tobacco spit will stain concrete. Employee A says give me your can of chew I will show you. He takes the can, takes a big dip, works up a big wad of spit then walks up to employee B and spits on his shirt. Rubs it in and says "Now take that home and have your wife try getting that stain out".
I am just curious as to what you would do in this situation. Employee A admitted to it basically as outlined above.
My $0.02 worth.
DJ The Balloonman
I am just curious as to what you would do in this situation. Employee A admitted to it basically as outlined above.
My $0.02 worth.
DJ The Balloonman
Comments
Talk to employee A and let them know that when issues like this pop up - talk to the supervisor first and let them handle it - as by not doing so can/does/lead to misunderstands and confrontations such as described.
As Employee A was the aggressor - I would look at my policies and see if the behavior qualifies for "misconduct resulting in immediate dismissals". If it does, I would terminate. If it doesn't, I still may terminate under 'at will' if Employee B can not continue to work with Employee A (recurring nature of hostilities) and there isn't a transfer position available for Employee A. If B can continue to work with A and we decide not to terminate (isolated incident), I would write A up and suspend for 3 days.
Just my thoughts....
Construction workers were working in an incomplete building. So not very unusual to have workers chewing and spitting. Gross but not an issue. The spitter, is a in a supervisory roll, and can be difficult to get along with. He also has been giving the employee he spit on a consistent hard time since they had a falling out over a side job.
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DJ The Balloonman
I would not discipline "B" because you say it is not an issue.
However, if it is not an issue why was it with this supervisor? Because he had a falling out on a side job? Not the qualities you want in a supervisor nor the qualities you want to condone.
Balloonman, you are quite versed on safety, what about bloodborne path issues?
Now a new issue.....this day sucks.
My $0.02 worth.
DJ The Balloonman
Was very weird situation in that he admitted to it, all witness and those involved told a similar story (that is rare) but it was at a remote jobsite and teh spitter in question had a company van with tools. I was going to have him meet me at the end of the day but he called and kinda pushed the issue. I ended up terming him over the phone, which I do not like to do, but based on the situation had no choice.
I fully expect him to be at the office today. x:D He said he wanted the tool inventory done with him present, but then never showed yesterday.
I am curious what today will bring.
My $0.02 worth.
DJ The Balloonman
PS Thank you all for your input, it was appreciate.
Judy Matt
I completely agree with SMace. If things get any nastier, the 'recepient of the chew' could take it a step further and charge the supervisor with Barry. Once you make physical contact with another human being - it becomes a battery charge. DON'T LET THE DOOR HIT HIM ON THE WAY OUT! We have a voilence in the WorkPlace Policy that stipulates immediate termination upon physical contact.
THEN DEVELOP A POLICY ON 'CHEW'. It's a pretty disgusting habit that not many people appreciate, even men, but may not feel comfortable about voicing their opinion.
Little typo there!
That was "Battery", as in "assault and battery".
If the employee who was spit on would have knocked this guys teeth in, would you let him go? Myself, I would have disciplined, probably a 1-2 day suspension but would not have fired the guy.
My $0.02 worth.
DJ The Balloonman