u/kalia_8291

I work at a large MNC in India and have been dealing with an SME in my process (let’s call him S) for several months.
Back in February, I had formally raised concerns about S regarding AUX-related questioning, perceived unequal workload/email allocation, and being publicly questioned on the floor. My manager addressed the matter and it was considered resolved. After that, things were relatively normal.
On August 10, there was a separate incident. During a casual conversation with colleagues, S made an extremely explicit sexual remark about my female friend from the office and accompanied it with a physical gesture. I was shocked and uncomfortable, especially because my friend was brought into an explicit sexual context at work. I subsequently reported the matter through the appropriate internal channel, and an IC/POSH process is now underway. I have chosen a formal IC inquiry rather than conciliation.
Then on August 17, another incident happened. During my shift, I was on a call and had gone to the washroom. I consulted another SME regarding something, after which S intervened and told WFM to draft an email regarding the situation. I felt extremely frustrated and provoked, especially given the recent history.
Before S returned from break, I tried messaging my manager because I wanted to explain what had happened while it was still fresh, but my manager was occupied.
When S returned, I confronted him and asked, “What is your problem?” The conversation became heated, my tone became louder, and S asked the TL to intervene. I then completely lost my composure, grabbed him by the neck and slapped him. The TL immediately took me away from the bay.
I fully acknowledge that what I did was wrong. I have apologised to my manager and explained that I reacted in the heat of the moment. I am not trying to justify the physical aggression, but I do feel that the repeated interactions and the August 10 incident had put me under significant emotional pressure.
My manager has now said that the August 17 incident will be treated as a separate/new incident, because the February matter was already resolved. An independent investigation will be conducted.
I have also been given policies relating to Misconduct and Respect for Individual.
I’m currently worried about what the possible consequences could be — including whether termination is realistic — and whether the previous conduct by the same SME should be considered as context even though the February matter was formally resolved.
What would you do in this situation? How serious is this likely to be from an HR/disciplinary perspective in an Indian MNC?

I work at a large MNC in India and have been dealing with an SME in my process (let’s call him S) for several months.
Back in February, I had formally raised concerns about S regarding AUX-related questioning, perceived unequal workload/email allocation, and being publicly questioned on the floor. My manager addressed the matter and it was considered resolved. After that, things were relatively normal.
On August 10, there was a separate incident. During a casual conversation with colleagues, S made an extremely explicit sexual remark about my female friend from the office and accompanied it with a physical gesture. I was shocked and uncomfortable, especially because my friend was brought into an explicit sexual context at work. I subsequently reported the matter through the appropriate internal channel, and an IC/POSH process is now underway. I have chosen a formal IC inquiry rather than conciliation.
Then on August 17, another incident happened. During my shift, I was on a call and had gone to the washroom. I consulted another SME regarding something, after which S intervened and told WFM to draft an email regarding the situation. I felt extremely frustrated and provoked, especially given the recent history.
Before S returned from break, I tried messaging my manager because I wanted to explain what had happened while it was still fresh, but my manager was occupied.
When S returned, I confronted him and asked, “What is your problem?” The conversation became heated, my tone became louder, and S asked the TL to intervene. I then completely lost my composure, grabbed him by the neck and slapped him. The TL immediately took me away from the bay.
I fully acknowledge that what I did was wrong. I have apologised to my manager and explained that I reacted in the heat of the moment. I am not trying to justify the physical aggression, but I do feel that the repeated interactions and the August 10 incident had put me under significant emotional pressure.
My manager has now said that the August 17 incident will be treated as a separate/new incident, because the February matter was already resolved. An independent investigation will be conducted.
I have also been given policies relating to Misconduct and Respect for Individual.
I’m currently worried about what the possible consequences could be — including whether termination is realistic — and whether the previous conduct by the same SME should be considered as context even though the February matter was formally resolved.
What would you do in this situation? How serious is this likely to be from an HR/disciplinary perspective in an Indian MNC?

I stay at Navi Mumbai and It’s been 11mnths I am working with Accenture as Customer Contact Comms New Associate at L13 earning 3.5LPA as I joined as fresher just after completing my BBA at the year 2025. I am feeling stuck and wanted to change or grow as the night shift is kot suiting me and also I don’t want to stuck and work at international call center. I need advice whether I should go for an MBA from abroad (USA) or should wait and get enough work experience. I don’t want to continue working in Accenture as the salary is very low. I would get an 5-6LPA package just after the switch after 1 month but don’t want to stay in call center as well for night shift.

I need a serious advice for the next step which I should take to avoid mistakes and get a good future.