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Posted: 9/15/2005 6:36:30 AM EDT
[#1]
report it, guy sounds like a dick
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Posted: 9/15/2005 6:36:35 AM EDT
[#2]
Report it.
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Posted: 9/15/2005 6:36:36 AM EDT
[#3]
Report it.
Theirs no excuse for that happening at work. Yelling/cursing=hostile work eviroment |
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Posted: 9/15/2005 6:36:57 AM EDT
[#4]
Report it so when you draw down on him there will be a record of previous threats.
BigDozer66 |
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Posted: 9/15/2005 6:36:57 AM EDT
[#5]
report him immediately.
and don't forget to stop by the police equipment store and pick second chance body armor.... |
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Posted: 9/15/2005 6:37:17 AM EDT
[#6]
Mrs. White: He was deranged he was... lunatic. He didn't seem to like me very much. He had threatened to kill me in public.
Miss Scarlet: Why would he want to kill you in public? Wadsworth: I think she meant, he threatened in public to kill her. Miss Scarlet: Oh. |
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Posted: 9/15/2005 6:40:17 AM EDT
[#7]
 +1BTW, what is your company's guidelines for firearms on company property 
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Posted: 9/15/2005 6:41:34 AM EDT
[#8]
Have him meet you by the bike rack in the parking lot after work.
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Posted: 9/15/2005 6:41:41 AM EDT
[#9]
Take him to a local car wash and...
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Posted: 9/15/2005 6:42:24 AM EDT
[#10]
Report it.
Because if it escalates, either with you or someone else, it might come back to you because you didn't report it. |
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Posted: 9/15/2005 6:42:42 AM EDT
[#11]
1. Remain calm and unemotional on the subject
2. Report the incident to the HR representative. 3. Avoid discussing it with others in the office |
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Posted: 9/15/2005 6:43:20 AM EDT
[#12]
Bigtime report it.
Nobody would spare you if you had such a lapse of judgement. Besides, if he's 'on medication' he could also be a workplace shooter risk. Don't screw around with this. |
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Posted: 9/15/2005 6:43:49 AM EDT
[#13]
burn a sack of poo outside his office door.
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Posted: 9/15/2005 6:44:08 AM EDT
[#14]
Not allowed. |
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Posted: 9/15/2005 6:44:29 AM EDT
[#15]
I am not a lawyer. However, before you do anything I would recommend that you consult your employment contract and determine if you are allowed to sue your employer or if you are limited to legally binding arbitration. You never know how far these things can go.
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Posted: 9/15/2005 6:44:51 AM EDT
[#16]
What he said, you have to report it to cover your ass when you are forced to shoot him. |
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Posted: 9/15/2005 6:44:51 AM EDT
[#17]
Does he drive a Jeep?
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Posted: 9/15/2005 6:45:06 AM EDT
[#18]
Gotta document it.
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Posted: 9/15/2005 6:45:21 AM EDT
[#19]
There were at least 2 other people that were standing right there when it happened and 2 more probably overheard it. |
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Posted: 9/15/2005 6:45:32 AM EDT
[#20]
Report it!
There should be a record of the incident in case it happens again. Prior behavior. Habit. Pattern. |
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Posted: 9/15/2005 6:46:01 AM EDT
[#21]
Report him. He definitely has a trend with his temper and needs some anger management or stress control classes. He might not be fired, but should address the issue of him flying off the handle and verbally attacking people and claiming it was for other reasons. The big issue is that if you don't address this and it continues where it does evolve into something much bigger and deadlier, you would feel like a POS that you didn't do anything about it when you had the chance. |
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Posted: 9/15/2005 6:46:53 AM EDT
[#22]
Report him. Next time he might act on his threats - you have a chance to intervene now.
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Posted: 9/15/2005 6:46:57 AM EDT
[#23]
You get 500 points for the Clue quote! Colonel Mustard: And are you the host? Wadsworth: Me, sir? No, I'm just the humble butler. Colonel Mustard: And what exactly is it you do here? Wadsworth: I buttle, sir. Wadsworth: Professor Plum, you were once a professor of psychiatry specializing in helping paranoid and homicidal lunatics suffering from delusions of grandeur. Professor Plum: Yes, but now I work for the United Nations. Wadsworth: Then your work has not changed.  
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Posted: 9/15/2005 6:47:30 AM EDT
[#24]
Report it.
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Posted: 9/15/2005 6:48:15 AM EDT
[#25]
+1 No, really. Report him, now. THEN burn a sack of poo outside his office door. |
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Posted: 9/15/2005 6:48:33 AM EDT
[#26]
He apologized, let it go. You're a big boy, and he didn't lay a hand on you. If he's really a dick, he'll be in trouble again before long. I deal with pissed-off airline passengers and testy agents and flight attendants all the time. You have to pick your battles. When things start to spiral downward, I usually just say "We'll talk when you can mind your manners" and walk away.
Now, if he grabs your shirt or something, the rules change.  Head-butt his face, grab him by the hair and drive your knee into his mouth, then report him to HR and take some medical leave to recover from the teeth broken off in your knee. |
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Posted: 9/15/2005 6:49:03 AM EDT
[#27]
Stand up and offer to take it off company property. Two things will happen, both ok. First and most likely, he will back away. Second he will step out back and you can beat him into the ground.
CH |
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Posted: 9/15/2005 6:49:03 AM EDT
[#28]
Report it before he can follow through with any threats he made to you or any other people.
Then give him a full power shot. 
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Posted: 9/15/2005 6:49:58 AM EDT
[#29]
So how bad is your quality?
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Posted: 9/15/2005 6:51:27 AM EDT
[#30]
report it to HR. you don't need a turd like this coming back later cause his "meds were off" and maybe do something worse.
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Posted: 9/15/2005 6:53:08 AM EDT
[#31]
Do you work for the Post Office?
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Posted: 9/15/2005 6:55:07 AM EDT
[#32]
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Posted: 9/15/2005 6:55:49 AM EDT
[#33]
Nope, manufacturing company |
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Posted: 9/15/2005 6:57:38 AM EDT
[#34]
Unless you think he's really going to try to duke it out with you by the copier later, I'd forget about it. He apologized and it sounds like he already has "issues."
Note-not legal advice, if he tries to stuff you in the paper shredder later don't sue me! |
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Posted: 9/15/2005 7:08:36 AM EDT
[#35]
I've worked with the guy for 5+ years. First time he threatend me with physical violence was today. Had him get huffy with me before. Don't really think he will follow through, just was pissed that he took it that far.
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Posted: 9/15/2005 7:10:42 AM EDT
[#36]
Burn him immediately.
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Posted: 9/15/2005 7:15:36 AM EDT
[#37]
there is NO excuse for that kind of behavior over a job from anyone, especially anyone in management. i fire on the spot for such behavior. no exceptions no excuses.
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Posted: 9/15/2005 7:20:18 AM EDT
[#38]
I think you have 2 options:
1. Now that he has settled down go talk to him and tell him it is a one strike kind of issue, one more time and he gets reported to HR or an ass beating 2. Report him now. I personally don't like the idea of threatening my own livelihood by giving a co-worker a well-needed as whipping. shooter |
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Posted: 9/15/2005 7:22:22 AM EDT
[#39]
Call in sick, report it, wait for the outcome then go back to work. Nothing worse than a keyed car, slashed tires, or a jacked up guy with a gun in the parking lot.
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Posted: 9/15/2005 7:22:55 AM EDT
[#40]
report it right away, its now a hostile workplace and you are afraid.
they better do something or their shits in a sling. Essayons |
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Posted: 9/15/2005 7:24:17 AM EDT
[#41]
Jack-Slap his @ss
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Posted: 9/15/2005 7:28:26 AM EDT
[#42]
Report it.
That way you have a paper trail to cya if you have to kick him in the dick later. |
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Posted: 9/15/2005 7:31:01 AM EDT
[#43]
A couple of the places I've worked wouldn't have had a lot of employees left
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Posted: 9/15/2005 7:33:43 AM EDT
[#44]
Good grief. Sue someone? Why the hell should everyone else pay because some hothead spouted off at work? (EVERYONE pays in a lawsuit) Had he not apologized or gotten physical, would have turned it in to HR. Since he did, I would cut him a break, unless I had witnessed firsthand him getting into it or harassing others. One incident in 5 years is one thing, a blowup every 5 weeks is another. Let me ask this: who was responsible for this "misunderstanding" between departments? If it was your group, and you are not owning up for it, then someone getting pissed might not be a surprise (I knew a few managers who loved to play that game - and they would go running to HR at the drop of a hat) Not saying that's what happened, but have seen people play stoneface when they or their own people fucked up and it pisses people off to no end. On the other hand, if you were being reasonable, or his group screwed up, I would let him know in no uncertain terms that if he ever gets out of line again, his ass is toast - corporate politics says he now owes you a favor. (And I don't miss corporate politics one bit) |
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Posted: 9/15/2005 7:43:00 AM EDT
[#45]
What would I do? I'd have some lunch plans......feeding him a knuckle sandwich.
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Posted: 9/15/2005 7:47:13 AM EDT
[#46]
Let your immediate supervisor know what happened, but don't request action at this point. With all of those witnesses it is going to be all over the grapevine anyway. Letting your supervisor know will help cover your ass if anything eles happens. If your supervisor insists on informing HR, then so be it.
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Posted: 9/15/2005 7:48:25 AM EDT
[#47]
Report him!!!!
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Posted: 9/15/2005 7:48:56 AM EDT
[#48]
Are you hiring?
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Posted: 9/15/2005 7:52:31 AM EDT
[#49]
Be smart about it. Report it to your supervisor.
Realize that if you punch the guy you'll probably lose your job. If you want to get rid of him, goad him into punching YOU, that will get the cops there and get him fired. You can't repsond in kind or you'll both be fired. Be smart about it. |
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Posted: 9/15/2005 7:57:57 AM EDT
[#50]
Well a lawsuit would be silly if there encounters are limited to this. Howeve,r if it develops into something more - or if the ass hole has friends higher up that could lead to the wrongful termination of mgamber. Complaints in general could lead mgambers's managers to believe that he is not a "team player." Basically, it would be nice to know what kind of recourse mgamber has if there is retaliation for his complaint. ETA- The reason I mention this is because many employer not require employees to sign a contract that limits them to legally binding arbitration, which forfeits the right to sue in court. You cannot appeal legally binding arbitration. You can have a court review whether or not the contract of which the legally binding arbitration is a part of is valid. Rarely do courts find them not to be valid. The 9th Circuit, did however overturn such a case when it was found that the terms were exceptionally one sided. |
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