Some employees will never be happy and seem to do everything possible to interfere with a normal, well-functioning workplace. Oh, they may grudgingly do their work, but in the end, their failure to follow directions causes more trouble than they are worth.
When that’s the case, don’t hesitate to terminate the disruptive worker. Just make sure you document her shortcomings.
Recent case: Diane filed an internal discrimination complaint and then an EEOC complaint. When she didn’t get the result she sought, she began to question her managers.
She also essentially refused to follow the rules everybody else had to follow. For example, Diane repeatedly failed to report to her assigned work area. She filed leave requests for days she was scheduled to work and attempted to work days when she was not scheduled. She refused to participate in investigative interviews, even after receiving warnings that her presence was required.
She was finally terminated for insubordination.
Diane sued, alleging retaliation for her earlier complaints.
The court tossed out Diane’s claim because she couldn’t point to any other employee who had behaved so badly and hadn’t been fired. Her case was dismissed. (Mendez v. Donahoe, No. 11-56938, 9th Cir., 2013)
Final note: Insubordination is fairly easy to prove if you carefully document individual incidents over the course of time. Don’t jump the gun too early—let the employee really show she isn’t going to cooperate. That way, it doesn’t look as if you began targeting her only after she filed a complaint.
Be sure to keep good notes and explain exactly what the employee did or didn’t do. Show that you warned her repeatedly about her behavior and that nothing changed.
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/36429/use-documentation-to-show-insubordination "
- Prepare business case to justify job cuts
- Carefully track angry employee's complaints
- Track declining productivity to justify staffing, pay and promotion decisions
- Cut your retaliation risk: Make sure training is open to everyone who's eligible
- 'You Won't Work Sundays?!' EEOC Offers Guidance on Religious Accommodations