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There are various degrees of insubordination, and you should not handle every case of insubordination the same way. Just because an employee makes a rude remark to a supervisor or business owner does not necessarily warrant immediately dismissal from the company. But, if an employee physically threatens or extends physical harm onto a supervisor or owner, this should always result in an immediate firing. To give small business owners and Human Resource managers an idea of how to handle insubordination, you must consider a wide range of examples. This will give you a feel for the various problems and their corresponding discipline. Examples of Insubordination1. Making a Rude Remark to a Supervisor - Even rude remarks have different levels of severity. That said, your must note rude remarks suggesting an employee's refusal to comply with a supervisor with a verbal warning, a written notice, or a first time written warning. Of course the warnings should increase severity with each subsequent occurrence. A problem employee who continues with bad behavior will almost never just go away. Their offenses may become increasingly worse. 2. Disobeying an Order - Here again lies the problem of classifying all insubordinations under one heading. Your employee might have a valid reason for not performing a certain task. For example your employee may be Muslim, Jewish, Buddhist or any other religious affiliation that doesn’t recognize Christmas. If you ask them to work on Sunday or participate in a Christmas celebration, this is clearly not insubordination. They have a religious reason for not performing the task. You must carefully weigh the severity of the refusal. Most disciplinary actions for a disobeyed order should fall between the lines of a written warning, suspension from work, relocation to a different department or even termination if it harmed a coworker or it seriously affected the company. 3. Physical Violence of Threats of Physical Violence- Unless the employee
has a medical explanation for a physical outburst, whether it be towards
a supervisor or a coworker, you should never tolerate this insubordination.
You should suspend or immediately dismiss this individual. Keep in mind
that you must make note of an employee’s medical records on this
occasion. Was there a reasonable explanation for the outburst or was
it just an employee who let their temper get the best of them? Even if
you only suspend the employee, it is essential the employee receive a
psychological evaluation before returning to work to ensure competence.
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