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Exploring the Connection Between Insubordination and Firing

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Help for employers with insubordination and employee termination



Insubordination and firing generally go hand-in-hand. As a smart business owner or Human Resource Manager, you must realize the importance of ending insubordination as quickly as possible. Therefore, you need to be keenly aware of how insubordination and firing are connected – namely how to go about firing an employee who is insubordinate.

What is insubordination?

Insubordination is a term used to describe when an employee refuses to follow orders. This refusal can be direct, such as blatantly refusing to do something you or another supervisors tells him or her to do. Or, it can be indirect, such as failing to follow a procedure as set forth in your employee handbook. In either case, insubordination can lead to further problems with that employee as well as with your other employees.

How are insubordination and firing connected?

Insubordination and firing go together because one leads to the other. If you have an insubordinate employee, you need to begin the process for firing immediately. This means documenting the insubordinate action and discussing the problem with the employee. You must clearly and accurately describe the problem you are having with the employee, as well as describe the actions you took with the employee. The employee should then sign documentation showing that he or she is aware of the problem and recognizing that you have discussed it. You should also clearly point out what will happen to the employee if the insubordination should continue.

Is it possible to avoid insubordination and firing?

By clearly stating your expectations when you hire the employee, you should be able to reduce the likelihood of dealing with insubordination. Of course, some employees are just difficult to get along with and this sometimes doesn’t become clear until after you have hired that person. If this is the case, you can still work at avoiding a termination by discussing the problem with the employee. You should clearly explain the problem and make the employee aware of the consequences if he or she does not change their behavior. If the employee continues to be insubordinate, however, you will have no choice but to carry through with disciplinary actions.

If you are unsure about how to deal properly with an insubordinate employee and how to document the problems you are having with this person, you might want to attend a business workshop or take classes at a nearby college. A less expensive and time-consuming choice, however, is to buy a book that covers various aspects of employee termination. By following the guidelines as described in a book written by an expert in the field, you can be certain that you have followed the proper procedures and will be able to avoid a potential lawsuit.

You don't have to take it anymore!!! Here's our recommended termination procedure for insubordination and other offenses

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