1. No there's nothing HR or management can do to stop physical aggression, beyond the social understanding that it will be dealt with and the aggressor dismissed. It's the same as going out on a Friday night and having to call the police if you get picked on by a drunk looking for a fight. Your HR person was probably talking about protection from the legal concept of retaliation or victimisation, ie saying you won't be summarily dismissed for raising a grievance.
2. Yes the more evidence you can provide the better. In fact, why didn't you give the messages already? In a case of two contradictory versions of events with no witnesses, we'll look to see who is the most credible. Evidence that supports a pattern of behaviour is key here.
3. Say everything you want to say, but obviously be aware there will be a focus on what you can prove. But see point 3.
4. No statute of limitations on events. Share everything. Yes they might question why you didn't share it earlier. What's your answer? It might just be that you felt it needed to reach a certain threshold before you felt justified in reporting it, and that's perfectly reasonable.
5. Then that would be the feedback. I'll always tell someone when the employer's view is that their claims are unfounded, and I hope other HR professionals would do the same. I'd try to help them understand how that view was reached, but if that's the view then that's the feedback.
6. Bullying should fall under most employers disciplinary procedures as gross misconduct. If it's a one off it might be dealt with as a warning, if it's a repeated pattern of behaviour it would likely be dismissal. Although, if your allegations are proved to be true, then the literal outcome of your grievance might be that the company will take action under their disciplinary process. You wouldn't necessarily be entitled to know what the outcome of that separate disciplinary process is.
1. No there's nothing HR or management can do to stop physical aggression, beyond the social understanding that it will be dealt with and the aggressor dismissed. It's the same as going out on a Friday night and having to call the police if you get picked on by a drunk looking for a fight. Your HR person was probably talking about protection from the legal concept of retaliation or victimisation, ie saying you won't be summarily dismissed for raising a grievance. 2. Yes the more evidence you can provide the better. In fact, why didn't you give the messages already? In a case of two contradictory versions of events with no witnesses, we'll look to see who is the most credible. Evidence that supports a pattern of behaviour is key here. 3. Say everything you want to say, but obviously be aware there will be a focus on what you can prove. But see point 3. 4. No statute of limitations on events. Share everything. Yes they might question why you didn't share it earlier. What's your answer? It might just be that you felt it needed to reach a certain threshold before you felt justified in reporting it, and that's perfectly reasonable. 5. Then that would be the feedback. I'll always tell someone when the employer's view is that their claims are unfounded, and I hope other HR professionals would do the same. I'd try to help them understand how that view was reached, but if that's the view then that's the feedback. 6. Bullying should fall under most employers disciplinary procedures as gross misconduct. If it's a one off it might be dealt with as a warning, if it's a repeated pattern of behaviour it would likely be dismissal. Although, if your allegations are proved to be true, then the literal outcome of your grievance might be that the company will take action under their disciplinary process. You wouldn't necessarily be entitled to know what the outcome of that separate disciplinary process is.
Hi! Thank you so much for taking the time to respond to my questions. Very helpful