INSUBORDINATION

So imagine that you are in an employee meeting.  Every high ranking employee of the company is at the meeting. The CEO of the company, is addressing the crowd.  “We are in bad shape” he says and “we need to fix it.”  Then imagine in the middle of the speech ONE OF YOUR EMPLOYEES, SOMEONE WHO WORKS FOR YOU DIRECTLY, yells out that the CEO is a liar.  How would you feel?  How about mortified?  OK, OK, not my most subtle example.  But the incredible incivility we all witnessed in the House of Representatives chamber Wednesday evening is unfortunately just one more example of incredible lack of manners that seems to be all to common today.  When did it become acceptable or even admirable in some people’s minds for someone to behave this way?

 

So, you  might ask,  how does this relate to employment law?  Like this . . . . When an employee breaks the rules, sometimes an apology just isn’t good enough.  Sometimes you need to fire them.  When, you might ask?  Well, I am not in the business of telling you when to fire someone and when not to.  But I can give you a list of some things I think can reasonably take an employee to the head of the line:  How about stealing?  Or an egregious violation of your harassment or EEO policy?  And how about insubordination?  Hold, it, now, insubordination is a bit different isn’t it?  The definition seems a bit fuzzier.  You see, if an employee steals or violates the harassment policy the context in which they did that doesn’t seem to matter as much.  But call the CEO of the company a liar and the content DOES matter doesn’t it?  Do it behind closed doors and sometimes the CEO needs to have thick skin and simply take it.  Do it in public for all the world to hear and it seems to me that action should get you a map to the door and an escort out.  That’s why your progressive disciplinary policy needs to allow you the freedom to impose whatever penalty you deem appropriate. 

 

Now I know what you are thinking.  That congressman who showed such inconsiderate behavior does not work for the President, and you are right.  He works for the people of his district.  Well let me tell you this, if I were his boss, he would be well advised to start looking for a new job.