https://www.the-race.com/formula-1/chri ... f1-launch/
HORNER INVESTIGATION UNLIKELY TO CONCLUDE BEFORE RED BULL LAUNCH
Will he be at the launch?mendis wrote: ↑09 Feb 2024, 19:11https://www.the-race.com/formula-1/chri ... f1-launch/
HORNER INVESTIGATION UNLIKELY TO CONCLUDE BEFORE RED BULL LAUNCH
I guess he would. If he has stood his ground and the investigation is ongoing means, nobody can issue an order to stop him from being there. As this is Red Bull racing event, not Red Bull GmbH, everything will be managed by people under him. So anyone from media attending might strictly be informed to keep questions on car, not on Horner.organic wrote: ↑09 Feb 2024, 19:12Will he be at the launch?mendis wrote: ↑09 Feb 2024, 19:11https://www.the-race.com/formula-1/chri ... f1-launch/
HORNER INVESTIGATION UNLIKELY TO CONCLUDE BEFORE RED BULL LAUNCH
Totally agree also wasn’t a hearing just a meeting to listen his side of the story. If it was so offensive as first rumours would have been out by now.mendis wrote: ↑09 Feb 2024, 18:59I wouldn't be surprised if this controversy dies down, without any official statement about the closure as there was none about it's start either. Someone from either Red Bull majority stake holders or someone with good influence might step in to clean up the mess and bring about a settlement.organic wrote: ↑09 Feb 2024, 18:01Horner verdict not due until next week apparently
https://www.espn.in/f1/story/_/id/39490 ... -next-week
If this was serious matter, Horner would be out by now taking responsibility for an offence that's unacceptable in any professional or legal framework. If that hasn't happened means it's not a clear cut case and no ground for termination. This was leaked to media to embarass and see if that can work. Just my hunch.
It doesn't work like that, we had a alcoholic that came into work, but he didn't get sacked right away, they had to tred carefully, especially as they wanted to be supportive, but even without that you have to be careful not to open yourself up to being sued.
I undertand you're asking a rhetorical question and it very much depends on the laws enacted in each country, however if you're employee is not performing properly, you need to speak to them about what they did wrong in a level-headed fashion. Then if errors occur again, you need to document this in their file and then you can dismiss them. In general, yelling at people can be considered harrassment, so that's a no.Venturiation wrote: ↑09 Feb 2024, 16:26What is controlling behaviour?
According to the Home Office’s official statutory guidance framework, controlling or coercive behaviour is a “intentional pattern of conduct” in which perpetrators will “use various means to hurt, humiliate, intimidate, exploit, isolate and dominate their victims.”
There are many different behaviours which fall under this conduct, including: physical and sexual violence/abuse, violent behaviour, emotional or psychological abuse, controlling behaviours, restrictive behaviours and threatening behaviours.
https://www.motorsportmagazine.com/arti ... d-hearing/
That's precisely the point! If the offence is not clear enough, that leaves chance for suing. If the offence is clear as day and goes against the labour, compliance and company policies, there would be no room for bargain, especially when the company wants to fire you. Unlike an alcoholic person that would undermine his offence, Horner is the CEO of Red Bull racing and I presume, anyone in corporate management would be fully aware of what is an unacceptable offence.
Thats why they have to be double careful, especially if he's disputing it. Need to see if he is attending events or not.
Yes precisely. You have a duty as a manager to inform HR and your supervisors and then to take actions to rectify the problem. Thereafter, with enough documented evidence, you can fire the employee. Yelling at someone will be construed as haressment.dans79 wrote: ↑09 Feb 2024, 19:05Depends what she is doing or saying.Shakeman wrote: ↑09 Feb 2024, 16:54My partner is a lawyer, she is anal about attention to detail which is how she does the best job for her clients and why she is so successful but she has two useless secretaries who need reminding on a daily basis to do the job they are paid to do. It drives her to distraction but she won't let them get away with sloppiness and laziness. When does this become controlling or coercive behaviour and simply an employee not up to the job?
When I used to manage (I don't anymore because I got tired of office politics), if an employee wasn't up to snuff you went to HR. You outlined the employees short cummings and then You, HR, and the employee had a meeting. In the meeting it would be made very clear to the employee what was expected of them and what they needed to do to keep their job. They would be given a few weeks to get them selves in line and if they didn't they would be let go.
Things that are not ok that I've personally seen or heard about.Basically narcissistic, psychopathic, and Sociopathic type behaviors are not ok. If an employee isn't up to snuff, get rid of them, do just keep them around and figuratively beat on them.
- if you don't get this done I'm going to {some form of physical assault}
- intentionally dressing down an employee Infront of their peers to embarrass them or intimidate the peers.
- threats about ruining their careers in some way or ensuring the never work in the industry again etc
- requiring them to perform demeaning tasks to keep their job
- various forms of verbally demeaning them
It depends on the environment, it's fine to yell in a lot of places factories, outdoor work environments, basically any place that's is loud or people might be separated by a none trivial distance. However yelling derogatory or demeaning comments isn't acceptable!
I think I should point out my partner doesn't yell at her staff she doesn't even raise her voice at all which is more than I could manage.MTL79 wrote: ↑09 Feb 2024, 19:53Yes precisely. You have a duty as a manager to inform HR and your supervisors and then to take actions to rectify the problem. Thereafter, with enough documented evidence, you can fire the employee. Yelling at someone will be construed as haressment.dans79 wrote: ↑09 Feb 2024, 19:05Depends what she is doing or saying.Shakeman wrote: ↑09 Feb 2024, 16:54My partner is a lawyer, she is anal about attention to detail which is how she does the best job for her clients and why she is so successful but she has two useless secretaries who need reminding on a daily basis to do the job they are paid to do. It drives her to distraction but she won't let them get away with sloppiness and laziness. When does this become controlling or coercive behaviour and simply an employee not up to the job?
When I used to manage (I don't anymore because I got tired of office politics), if an employee wasn't up to snuff you went to HR. You outlined the employees short cummings and then You, HR, and the employee had a meeting. In the meeting it would be made very clear to the employee what was expected of them and what they needed to do to keep their job. They would be given a few weeks to get them selves in line and if they didn't they would be let go.
Things that are not ok that I've personally seen or heard about.Basically narcissistic, psychopathic, and Sociopathic type behaviors are not ok. If an employee isn't up to snuff, get rid of them, do just keep them around and figuratively beat on them.
- if you don't get this done I'm going to {some form of physical assault}
- intentionally dressing down an employee Infront of their peers to embarrass them or intimidate the peers.
- threats about ruining their careers in some way or ensuring the never work in the industry again etc
- requiring them to perform demeaning tasks to keep their job
- various forms of verbally demeaning them
In my younger days, being yelled at was common, but not any longer.
I don't know about this year, but he has in the past.