Willful disregard or disobedience of the boss’s authority or legitimate orders; criticizing the boss in public.

Insubordination is a form of misconduct and basically refers to disobedience and /or rebelliousness. While things like stealing chronic tardiness and poor quality work are easily understood gourds for dismissal, insubordination is sometimes harder to translate into words. However, some acts are usually clearly insubordinate. These include for instance:

1) Direct disregard of the boss‘s authority.
2) Direct disobedience of or refusal to obey the boss’s orders, particularly in front of others.
3) Deliberate defiance of clearly stated company policies rules regulations and procedures.
4) Public criticism of the boss.
5) Blatant disregard of reasonable instructions.
6) Contemptuous display of disrespect making insolvent comments, for example and portraying these feeling while on the job.
7) Disregard for the chain of command shown by frequently going around the immediate supervisor with complaints suggestions or political maneuvers.
8) Participations in (or leadership of) an effort to undermine and remove the boss from power.

Fairness in Dismissals

Dismissals are never pleasant, but there are several things you can ensure that the person views the dismissal as fair. First, one study found that individuals who reported that they were given full explanations of why and how termination decisions were made were more likely to perceive their layoff as fair, endorse the terminating organizations and indicate that they did not wish to take the past employer to court. Second instituting a formal multi-step procedure (including warming) and a neutral appeal process also fosters fairness.

Third, who actually does the dismissing is important. Employees in one study whose managers informed them of an impending layoff viewed the dismissal procedure as much fairer than did those told by, say a human resource manager. (The quality of the pre lay off relationship between the employee and the manager did affect whether or not the employee preferred to get the news from the news from the manager) Based on this, one has to question the common practice of having the human resource department handle such notifications. took what some feel was an even less diplomatic approach to dismissing some employees in the Seattle area. The firm had an in-person meeting to announce the downsizing but telecommuter employees who were unable to attend got the news by e-mail once the meeting was underway.

Security measures

Facility security measures are important whenever dismissals occur. Common sense requires using a checklist to ensure that dismissed employees return all keys and company property, and (often) accompanying them out of their offices and out of the building. The employer should disable Internet related passwords and accounts of former employees, plug holes that could allow an ex-employee t exploit someone else’s user account to gain illegal access, an have formal rules for return of company laptops and handhelds. Measures range from simply disabling access and changing passwords, to reconfiguring the network and changing IP addresses, remote access procedures and telephone numbers says one chief technology officer. When Verizon terminates an employee, it’s that person’s immediate supervisor who must ensure that all access privileges are cut off and all accounts deleted; the company’s security group then clocks to make sure the manager followed procedures.

Avoiding wrongful discharge suits

As noted earlier wrongful discharge occurs when an employee’s dismissal does not comply with the law or with the contractual arrangements stated or implied by the employer. (In constructive discharge claim, the plaintiff argues that he or she quit, but had no choice because the employer made the situation so intolerable at work).