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I've worked in Canada a long time, and your employer should be doing something about this. Here are my recommended steps. This is assuming you have already informally approached your boss and nothing has been done.

1. Start documenting incidents. Write down what happened, what was said, dates and places and who was there. If you can remember past incidents write them down too.
2. Try to get your colleagues on board. I'm assuming they feel the same as you do, so they should be on board with you taking actions. If you can get them to agree to a joint approach it will carry much more weight than if one person complains.
3. When you have enough documented incidents, make a complaint to HR. Give them copies of what you have written down. Give them names of your colleagues who are prepared to corroborate this.
4. Keep documenting once you have done this, and repeat the complaint if there is no change over time. However don't expect the behaviour to stop immediately or completely.
5. If this person abuses or threatens you or anyone because he thinks you have complained about him, report that to HR too. Retaliation like that will get him in more trouble and will not be tolerated.

When you are talking to HR, there are some key phrases that will make them sit up and take notice, and force them to take action if his behaviour really falls in those categories. Read up about them, and use them if his behaviour fits the description.

1. Hostile work environment if you can show that he is making people uncomfortable to work there
2. Unsafe work environment if anything he has said could be taken as a threat
3. Workplace bullying if he has ever tried to intimidate someone into doing or not doing something.

All of those go double if he has made remarks about minorities, especially minorities who are present.

Don't mention the stealing of office equipment unless you have good evidence that it is happening. Making one false allegation damages your credibility, even if everything else you say is true.

I've worked in Canada a long time, and your employer should be doing something about this. Here are my recommended steps. This is assuming you have already informally approached your boss and nothing has been done.

I'm only talking about his behaviour, The issue of his technical competence should be taken up with his manager, and separately.

1. Start documenting incidents. Write down what happened, what was said, dates and places and who was there. If you can remember past incidents write them down too.
2. Try to get your colleagues on board. I'm assuming they feel the same as you do, so they should be on board with you taking actions. If you can get them to agree to a joint approach it will carry much more weight than if one person complains.
3. When you have enough documented incidents, make a complaint to HR. Give them copies of what you have written down. Give them names of your colleagues who are prepared to corroborate this.
4. Keep documenting once you have done this, and repeat the complaint if there is no change over time. However don't expect the behaviour to stop immediately or completely.
5. If this person abuses or threatens you or anyone because he thinks you have complained about him, report that to HR too. Retaliation like that will get him in more trouble and will not be tolerated.

When you are talking to HR, there are some key phrases that will make them sit up and take notice, and force them to take action if his behaviour really falls in those categories. Read up about them, and use them if his behaviour fits the description.

1. Hostile work environment if you can show that he is making people uncomfortable to work there
2. Unsafe work environment if anything he has said could be taken as a threat
3. Workplace bullying if he has ever tried to intimidate someone into doing or not doing something.

All of those go double if he has made remarks about minorities, especially minorities who are present.

Don't mention the stealing of office equipment unless you have good evidence that it is happening. Making one false allegation damages your credibility, even if everything else you say is true.

I've worked in Canada a long time, and your employer should be doing something about this. Here are my recommended steps. This is assuming you have already informally approached your boss and nothing has been done.

1. Start documenting incidents. Write down what happened, what was said, dates and places and who was there. If you can remember past incidents write them down too.
2. Try to get your colleagues on board. I'm assuming they feel the same as you do, so they should be on board with you taking actions. If you can get them to agree to a joint approach it will carry much more weight than if one person complains.
3. When you have enough documented incidents, make a complaint to HR. Give them copies of what you have written down. Give them names of your colleagues who are prepared to corroborate this.

Keep documenting once you have done this, and repeat the complaint if there is no change over time. However don't expect the behaviour to stop immediately or completely.

If this person abuses or threatens you or anyone because he thinks you have complained about him, report that to HR too. Retaliation like that will get him in more trouble and will not be tolerated.

When you are talking to HR, there are some key phrases that will make them sit up and take notice, and force them to take action if his behaviour really falls in those categories. Read up about them, and use them if his behaviour fits the description.

1. Hostile work environment if you can show that he is making people uncomfortable to work there
2. Unsafe work environment if anything he has said could be taken as a threat
3. Workplace bullying if he has ever tried to intimidate someone into doing or not doing something.

All of those go double if he has made remarks about minorities, especially minorities who are present.

Don't mention the stealing of office equipment unless you have good evidence that it is happening. Making one false allegation damages your credibility, even if everything else you say is true.

I've worked in Canada a long time, and your employer should be doing something about this. Here are my recommended steps. This is assuming you have already informally approached your boss and nothing has been done.

1. Start documenting incidents. Write down what happened, what was said, dates and places and who was there. If you can remember past incidents write them down too.
2. Try to get your colleagues on board. I'm assuming they feel the same as you do, so they should be on board with you taking actions. If you can get them to agree to a joint approach it will carry much more weight than if one person complains.
3. When you have enough documented incidents, make a complaint to HR. Give them copies of what you have written down. Give them names of your colleagues who are prepared to corroborate this.
4. Keep documenting once you have done this, and repeat the complaint if there is no change over time. However don't expect the behaviour to stop immediately or completely.
5. If this person abuses or threatens you or anyone because he thinks you have complained about him, report that to HR too. Retaliation like that will get him in more trouble and will not be tolerated.

When you are talking to HR, there are some key phrases that will make them sit up and take notice, and force them to take action if his behaviour really falls in those categories. Read up about them, and use them if his behaviour fits the description.

1. Hostile work environment if you can show that he is making people uncomfortable to work there
2. Unsafe work environment if anything he has said could be taken as a threat
3. Workplace bullying if he has ever tried to intimidate someone into doing or not doing something.

All of those go double if he has made remarks about minorities, especially minorities who are present.

Don't mention the stealing of office equipment unless you have good evidence that it is happening. Making one false allegation damages your credibility, even if everything else you say is true.

I've worked in Canada a long time, and your employer should be doing something about this. Here are my recommended steps. This is assuming you have already informally approached your boss and nothing has been done.

1. Start documenting incidents. Write down what happened, what was said, dates and places and who was there. If you can remember past incidents write them down too.
2. Try to get your colleagues on board. I'm assuming they feel the same as you do, so they should be on board with you taking actions. If you can get them to agree to a joint approach it will carry much more weight than if one person complains.
3. When you have enough documented incidents, make a complaint to HR. Give them copies of what you have written down. Give them names of your colleagues who are prepared to corroborate this.

When you are talking to HR, there are some key phrases that will make them sit up and take notice, and force them to take action if his behaviour really falls in those categories. Read up about them, and use them if his behaviour fits the description.

1. Hostile work environment if you can show that he is making people uncomfortable to work there
2. Unsafe work environment if anything he has said could be taken as a threat
3. Workplace bullying if he has ever tried to intimidate someone into doing or not doing something.

All of those go double if he has made remarks about minorities, especially minorities who are present.

Don't mention the stealing of office equipment unless you have good evidence that it is happening. Making one false allegation damages your credibility, even if everything else you say is true.

I've worked in Canada a long time, and your employer should be doing something about this. Here are my recommended steps. This is assuming you have already informally approached your boss and nothing has been done.

1. Start documenting incidents. Write down what happened, what was said, dates and places and who was there. If you can remember past incidents write them down too.
2. Try to get your colleagues on board. I'm assuming they feel the same as you do, so they should be on board with you taking actions. If you can get them to agree to a joint approach it will carry much more weight than if one person complains.
3. When you have enough documented incidents, make a complaint to HR. Give them copies of what you have written down. Give them names of your colleagues who are prepared to corroborate this.

Keep documenting once you have done this, and repeat the complaint if there is no change over time. However don't expect the behaviour to stop immediately or completely.

If this person abuses or threatens you or anyone because he thinks you have complained about him, report that to HR too. Retaliation like that will get him in more trouble and will not be tolerated.

When you are talking to HR, there are some key phrases that will make them sit up and take notice, and force them to take action if his behaviour really falls in those categories. Read up about them, and use them if his behaviour fits the description.

1. Hostile work environment if you can show that he is making people uncomfortable to work there
2. Unsafe work environment if anything he has said could be taken as a threat
3. Workplace bullying if he has ever tried to intimidate someone into doing or not doing something.

All of those go double if he has made remarks about minorities, especially minorities who are present.

Don't mention the stealing of office equipment unless you have good evidence that it is happening. Making one false allegation damages your credibility, even if everything else you say is true.