Sanctions for workers' insubordination

[Starmix]

Insubirdinaton might be personal. The worker might find it hard to do the tasks or feel lazy because he is not motivated. Regardless of the reasons, the said employee must provide evidence about his clues and relevant issues that hinder him from working collaboratively with the group. There will be consequences of insubordination. When we talk about insubordination, it means a worker or an employee intentionally refuses to obey an employer's lawful and reasonable orders. Such a refusal would undermine a supervisor's level of respect and ability to manage and, therefore, is often a reason for disciplinary action, up to and including termination. Before the order of termination, the involved employee receives a verbal or written warning, suspension, demotion, loss of privileges, termination of employment, or legal actions. In this case, there is a possible loss of the company's profit because of insubordination, the employee does not mind the task.

 

[eLdavis]

There should be set rules for does who refuses to work. In a situation where these workers cannot give a reasonable and legit reason as to why they are not working, action should be carried out.

 

[Starmix]

Those kinds of employees do not deserve to stay in the office. They have to be fired. That is one sanction for insubordination, They are paid but never work.

 

[King Belieal]

Insubordination should not be tolerated in any form in a business organisation. It is very detrimental to the growth of the business. Suspension should follow for a staff that is insubordinate.

 

[Starmix]

Indeed I subordination is fatal to the growth of the business. At first the employee might not be caught but after getting the employee evaluation the employee will be known as not functioning his job.

 

[Fidelia]

It should be stated as a standstill principle that whenever a staff carries out acts of insubordination, they should be summarily dismissed.