Insubordination Policy
Author: Jill Gormley, Strong and Clear Communications
When to Use
Employee insubordination must be handled swiftly and effectively. Weak or inconsistent responses to insubordination lead to poor morale, decreased productivity and low employee retention; just as important, lack of uniformity in the application of disciplinary rules can lead to discrimination lawsuits. However, employers must ensure that policies do not interfere with employees' rights to refrain from certain actions, such as those that may be illegal or that would infringe on employees' rights to engage in protected, concerted activities.
The employer should formalize its disciplinary policy, including disciplinary procedures and work rules, in a written document that may be included in the employee handbook. The policy should be communicated to employees at the beginning of employment, and the employer should make sure that employees sign and acknowledge that they have received and understand the policy. Employers should refer to the policy whenever the employer receives a report regarding insubordination.
