Employee conflict

[SuGaRCoAteDPoiSOn]

We have two members of staff who absolutely detest each other. They don't talk to each other, they bark at each other! One of them refuses to come into the office unless he knows the other isn't there and as he has to come in to get his job list etc it can make life very difficult.

It's so bad that one of them will actually have his lunch in a filthy workshop rather than come in and have it in our lovely kitchen, which I'm pretty sure breaches health and safety rules somehow.

We've spoken to them both about being polite and respectful even if they can't be friends to no avail. It's very difficult as they have to work together and we have no other employees to swap around. We've even thought about getting rid of one of them but this seems unfair and wrong and not sure how it would stand legally.

Any ideas how to handle this pleeeeeeeeeeeease?

Sounds like you need a trained mediator ?
Unless you have a risk assessment / procedure that states no eating in the workshop because of surrounding hazards, its not really a H&S issue

ACAS ?

Thanks whizzz, I'll have a look at ACAS

Im not an employer but have experienced this detesting another employee.

you need to find out why they detest each other first and foremost.

and it it very wrong to "get rid" of one of them. morally and perhaps legally too, when you have no idea of what's gone on.

ive been unhappy with a collegue in the past but too afraid to come forward and approach management about it, no-one likes a "grasser", give each one the opportunity to tell you what's been going on before you decide on anything.

I won a tribunal for a very considerable amount of money and this all stemmed from another employee treating me like crap, having my complaints ignored, being dismissed because of it. tread carefully.

What exactly is their gripe? Have either of them filed a grievance about the other?

If this is about a clash of characters what I would do would be to make strenuous attempts to relocate either of them, and if that wasn't possible I would try mediation and if that didn't work and they continued ot behave like this I would discipline them for their lack of professionalism. If the latter doesn't work I would keep on going with the disciplinary process until one or both of them were dismissed.

WRT to nightowl's post - I'm not suggesting "getting rid" until other avenues have been exhausted. Her point about finding out the root of the problem is most important.

However if the employer has tried every reasonable attempt to help resolve the conflict - in a highly demonstrable way should this ever require justification at a later legal stage - and if this relationship is making working conditions hazardous or is affecting other staff then they have a duty of care towards not only the staff involved but also other employees so if that means dismissal of one or both parties then that's what has to happen.

depending on the company though, some people wont make a formal complaint for various reasons.

if you call them in and ask them however, what the problem is, then they have the chance to air it, you have the chance to make steps to try and rectify it or make further investigations. if they still dont tell you anything, then take it as a clash of personality.

That's the thing, neither of them have filed any official grievance, it seems to be a personality clash. One of them is an office manager bod and the other is our maintenance worker so they do need to be able to communicate with one another as jobs are phoned into the office and then she passes them on to him, however, several of us have seen/heard them shouting at each other and it's awful. She says he wont do as she tells him because he's muslim and objects to taking orders from a woman, he says she's rude and disrespectful. There's also a rumour that the conflict started when he asked her out and she declined, who knows? Bottom line is we have two people who are extremely good at their jobs who are miserable in their work because of each other and as newly appointed staff liason officer I've got the task of trying to find the solution.
It's not me who wants to get rid but some other members of the management committee have suggested we replace the maintenance worker. My opinion is that he's very good at his job, clients like him and are pleased with what he does and it would be a bigger hassle to find someone else and have to retrain etc. I'm just tryign to find a way to restore peace and harmony. I'm also new to the post so I've not got a clue, lol

are either of them actually "senior" to the other?

Hmmm well you've got a number of contentious issues at the heart of this haven't you - race, gender, possible harrassment.

Does your company have an employee handbook stating company rules and regs? That could be a starting point for both.

BTW - it is not acceptable for your management team to be opting to dismiss the bloke in this without proper investigation. Their attitude stinks IMHO.

If neither of them bring a grievance which could open an investigation, then maybe someone else might who finds the situation intolerable?

could you find a way to observe them both? as well as having a chat with them both? (not together) you really have to be so careful with things like this.

One tip I picked up in situations like this is for you to find a project they both have to work on together - preferably something with a measurable outcome so that they would have to get on with each other in order to achieve the end result. Never tried it out though! Good luck.

just thinking, from experience. if it ever goes to court for whatever reason, you will be asked why you didn't call them in and listen to their concerns.

the office woman technically is senior but they are both equally important.
They are the only two employees (small housing co-op)
I've spoken briefly to both of them and the main thing that comes through is that they just don't like each other. I have my own ideas on a way through this but the rest of the committee don't agree and basically want the maintenance man to go

The problem with him eating in his workshop is that he has installed a fridge and microwave in there which has not been safety checked and if anything happened we'd be liable, his workshop is really a spare garage that's not being used.

I'm going to have a good look at the ACAS stuff and see if I can utilise it and if not then maybe get some costings on an outside mediator and go from there, although I'm not sure we can afford to pay much as our budget for this year has been cut by £13k

This should be dealt with - alarm bells ringing when you mentioned the word Muslim as he may have a claim of religious discrimination.

You could be in trouble as you are all fully aware of the seriousness of the situation having discussed it.

Does it affect work/output? If so deal with it as conduct for whoever isn't doing their job or fulfilling their duties.

With regard to the fridge and microwave - remove them immediately. What are you thinking of leaving them there knowing full well they haven't been safety checked? You know you are liable and are therefore not

You need to get them in individually, find out the problem and have a conciliation meeting to make things at work workable

Deleted a bit of a previous sentence - should read -

You know you are liable and are therefore not exercising a duty of care towards your employees

Also, a conciliator would be cheaper than a claim for damages at an employment tribunal