Short answer. That specific ground does not fit, but you are not out of danger. The crime ground is limited to offences against the employer, an immediate family member, or a duly authorised representative. A co-worker is none of these — so an employer will normally argue serious misconduct or an analogous cause instead.
What the law says
Commission of a crime or offense by the employee against the person of his employer or any immediate member of his family or his duly authorized representatives
Labor Code, Article 282 — Just Causes For Dismissal. Read the full provision →
The crime ground has a closed list of victims
Read the clause and notice how tightly the victims are defined. It covers an offence against the person of his employer, any immediate member of his family, or his duly authorized representatives. A colleague on the same line, a subordinate, or a customer is outside that list, and a ground written this narrowly cannot simply be stretched to cover whoever was hurt. So if a termination notice cites this particular cause for an incident involving a co-worker, the notice has picked the wrong ground. That is worth pointing out in your written explanation, because an employer must prove the cause it actually charged you with, not a different one it thinks of later.
Why that is rarely the end of the matter
The same article lists other causes, and two of them commonly carry a case like yours. Serious misconduct reaches improper conduct that is grave rather than trivial, wilful rather than accidental, and connected to the work — a fight on the production floor during a shift fits that description far more comfortably than the crime ground does. The list also closes with other causes analogous to the foregoing, which exists precisely so that conduct of comparable gravity is not immune merely because it does not match a listed item word for word. Violence against a co-worker in the workplace is therefore a realistic basis for dismissal even though the crime ground itself does not apply.
Context does the real work
Because misconduct must be connected with the employee's work, the surrounding facts matter enormously. Where the incident happened, whether it was during working hours, whether it arose from a work dispute, whether it disrupted operations, whether you were provoked or were defending yourself, whether anyone else was involved, and how the employer has treated comparable incidents in the past all bear on whether dismissal is justified. A purely private quarrel between two people who happen to be colleagues, occurring off duty and away from company premises, is a much weaker case for the employer than an assault at the workstation. Equally, an employer who dismissed you but kept the other participant will have to explain that difference.
Procedure, and the separate criminal track
Whatever ground is invoked, the employer must still observe the process: a written notice specifying the acts charged, a genuine opportunity to explain and be heard, and a written decision. Answer any notice to explain in writing and within the period given, keep an acknowledged copy, and set out your version and your witnesses while memories are fresh. Keep in mind that the labour case and any criminal complaint run separately and on different standards of proof — an outcome in one does not automatically decide the other. Do not sign a resignation or quitclaim you do not understand, and expect that everything here turns on the specific evidence in your case.