What is Insubordination in the workplace?
Insubordination, in the workplace, refers to an employee’s intentional refusal to obey a reasonable and lawful instruction and the effect of that refusal to obey the instruction is a defiance of an employer’s authority, which can then lead to disciplinary action.
Elements of insubordination
There are a number of elements that must be present for conduct to constitute insubordination;
- It must be clear and evident that an instruction was in fact given;
- Such an instruction being given, may not be unlawful;
- The reasonableness of the instruction must have been beyond reproach.
To put those three elements into further context: an instruction must be given to you, either verbally or in writing.
Such instruction must have then matched your job description and if you deliberately fail to comply with the instruction, as a willful flouting then that can pose as a serious aspect of insubordination in the workplace. Because the employer believes that you have challenged their authority.
Insubordination can lead to your dismissal if the employer can show that it was deliberate on your part and serious enough to break down the trust relationship.
What are some examples of insubordination?
Some examples of insubordination include but not limited to:
- Refusing to perform a job task when ordered to do so by an employer;
- An employee’s failure to ask for permission before taking a leave;
- An employee who refuses to come into work;
- An employee who refuses to remain on shift.
What is not considered insubordination?
Insubordination is not considered in the following examples:
- An employee who refuses to perform a task he or she is not supposed to perform (e.g. an action outside the employee’s job duties);
- A failure to perform an action by an employee because they misunderstand instructions;
- An employee who refuses to perform an unethical or illegal activity;
- When an employee fails to comply with a decision that is unreasonable in light of current social norms;
A company may be required to engage in progressive discipline, through verbal or written warning, before terminating an employee with cause if the insubordination was minor or an isolated event.
Discipline should be proportional to the misconduct and aim at correcting the behaviour.
In very rare cases, a single act of insubordination may constitute cause for dismissal if it amounts to complete disregard of the employer’s orders.
If the insubordination was very serious or had become a documented pattern, it could be grounds for termination.
A single act of insubordination relatively rarely warrants termination.
