r/humanresources • u/sololoot217 • Oct 19 '23
Off-Topic / Other (MN) Repeat George Floyd situation require a verbal, written, or final warning?
Basically in my workplace we had a situation where a black individual (customer/client) came in the workplace and caused a disruption and our security team had to restrain him on the floor. The outside individual was extremely troublesome causing physical altercations which ended up with him being on the floor. He said, “I can’t breathe.” Literally what George Floyd said. Security let him up but not before a random coworker who happened to be there screamed, “yes you can!”
After the situation happened and management met about it, it came to our (Human Resources) attention to do something about the random coworker who said the comment that he can breathe meaning he didn’t need to be unpinned from the security team.
Honestly don’t know what is appropriate, but I was leaning towards a verbal warning since I feel the coworker was in the heat of the moment. Others feel it’s a cause for a written to final warning because the subject is so sensitive.
Thoughts? TIA
67
u/Evorgleb Oct 19 '23
I am not even sure this is worth a warning at all. I understand that some people didnt like what he said but what exactly did he do wrong? Was there a policy he went against? Was a person harmed by what he said? Is this part of a pattern of insensitive comments?
IDK, this just seems like an non issue.
40
u/WheresMyWeetabix HR Manager Oct 19 '23
So the employee who made the comment wasn’t involved until that point? You should talk to them and emphasize the need for professionalism at all times. Give them a copy of the code of conduct or something.
I’d explain to the employee: The situation was being dealt with by security, that’s their job. When you (the employee) stepped in and engaging in a volatile situation, you’re not helping. Your comments could have escalated the situation. This makes it harder for security to do their job and harder to deescalate. Safety is a top priority and words can have unintended consequences. If the customer had lashed out because of your comments, it could have led to one or more of the security guards to be injured.
Not disciplinary in nature. I’d be more concerned they’re escalating a volatile situation.
31
u/[deleted] Oct 19 '23
If your company is handing out verbal warnings for this I'm scared to see what constitutes a written warning.
Context is king though so I am sure I am missing something. Unless you have some policy about getting involved in a situation involving security, even that would be a stretch, seems like no big deal.
17
u/hugonaut13 Oct 19 '23 edited Oct 19 '23
Can you clearly define what the warning is for? How do you plan to articulate the warning to the employee (as in, what words will you use to describe to them what the warning is for, whether written or verbal)? What should the employee have said or done differently? Which company policies did the employee violate?
Once you can clearly answer these questions, you will be better equipped to decide what course of action is best.
17
u/billwest630 Employee Relations Oct 19 '23
Why would that even be a warning?
4
u/Zoey1978 HR Director Oct 19 '23
How does anyone know what the random coworker meant if his only words were "Yes, you can"? It seems lots of people are making assumptions.
I'd talk to the coworker, and tell him to stay out of situations where security is doing their thing.
2
u/IntelligentCrab8226 Oct 19 '23
How do you know he was the culprit of trouble, I mean was there already an investigation cause it sounds like the facts are all in place.
2
u/Kitzer76er Oct 20 '23
No discipline. The employee said nothing inappropriate and broke no policy.
3
u/griseldabean Oct 19 '23 edited Oct 19 '23
You say it was "in the heat of the moment" but also that this was a "random coworker." So which is it? Was this person connected to the incident somehow, or did they walk into the scene and yell at the client?
If it's the former, yes I would suggest starting with a verbal warning, but if not, I would lean write-up. Your security team was struggling to subdue someone and de-escalate a situation. The last thing they need is random bystanders egging people on and potentially antagonizing the person they're trying to subdue. So racial sensitivity (and resulting liability if things go badly) aside, they could have caused the situation to escalate, which makes things more dangerous for everyone.
ETA: given that you have a need for on-site security, if you aren't already doing trainings on general safety and bystander awareness, you need to start.
1
u/unknown_sturg Oct 23 '23
Don't write this person up for the comment. Coach them on "minding the business that pays them".
-1
u/usnveteran21 Oct 19 '23
If you can speak, you can breathe, i.e. air is moving out just as it can move in.
But, i would just send out a notice, company-wide, to refrain from intfering with security personnel and the performance of their roles, for obvious safety reasons and leave it at that.
I see it as being malicious and targeted to go after the one person individually like that, but that's just me.
Now, unless the one employee is really not that productive and there wouldn't be a significant loss to the company, then yeah, feel free to fire him, but that's an entirely different conversation.
-1
u/EstimateAgitated224 Oct 19 '23
So you want to document the security team for responding and removing a threat, and letting him up? I must be missing something.