Out-of-control disagreements in the workplace, no matter who is involved, don’t do anyone any good. All employees need to act like professional adults. Disagreements are inevitable, and controlled debates over alternatives should be welcomed. But if anger flares and shouting starts, it must be shut down as a partnership dispute lawyer can attest.
What Is The Relationship Between The Two?
What are the power dynamics between the two? Does one have authority over the other? Are they both in non-management positions? If so, are they supervised by the same or different people? Do they manage different operations?
If one manages the other, that’s a worse problem than an employee shouting back. The manager doesn’t know how to manage people, and someone losing their cool shouldn’t be in a position of authority.
Why Are Employees Arguing?
As our friends at Focus Law LA can share, you need to get to the root cause of the problem. Talk to them separately and get each side of the story. You must also ask important questions.
Why do they feel raising voices and noisy arguments are appropriate in the workplace? Was this acceptable in a prior workplace? Is this the family environment they grew up in? You need to set expectations. They must understand this behavior, no matter the motivations, is unacceptable.
You may find the arguments have nothing to do with work. It may be a personality conflict, due to political beliefs or a romantic or personal relationship that went sour. If it has nothing to do with work, both parties should understand continuing the conflict will result in discipline up to and including termination. The parties need not like each other. But they must act and talk civilly while on the job.
Is the conflict work-related? Does one feel excessively burdened by what the other does or fails to do? Does one feel the other isn’t following policies, practices, or rules and impacting the workplace? Although lashing out isn’t acceptable, if one is genuinely causing problems, that must be straightened out.
What Might Be My Options?
Is there a way to separate the two and reduce their contact as much as possible? Can someone act as a mediator to help the two act more normally? If they’re warned of the consequences of continuing to argue, they must be disciplined as promised.
If you honestly believe both are causing the problem or you can’t determine who’s to blame, firing them both is an option. Legally, it may be the best one if the two are of different sexes, ages, races, colors, etc. (their protected bases). Firing one but not the other may lead to a complaint that you favored one over the other due to their protected basis.
What Are The Consequences Of Letting This Continue?
You may not want to deal with these issues, but you must if they’re severe enough. The arguments will continue to disrupt the workforce and increase tensions. Others might quit if they’re tired of dealing with it and feel you can’t control your company because the proverbial inmates run the asylum.
The arguments may escalate, and one or both employees may become violent. Someone nearby or who’s trying to break it up may get injured. One party may want to end the arguments once and for all and bring a firearm to work to threaten or shoot the other. Other employees may see shouting as acceptable workplace behavior and start doing it.
If you’re in this situation and are unwilling or unable to handle it, if you don’t already have someone in human resources, hire a consultant to help you choose the right approach. Talk to your attorney about your options and the legal risks that come with each one.
