last updated: Thursday, July 1, 2004
Insubordination, if proven, is a very serious and unacceptable act in the employer-employee relationship. It equates to a "capital offense" in the workplace because it totally undermines the employer and the mission of the organization. However, the term is often misused and misunderstood.
Insubordination is narrowly defined. It is the intentional and willful refusal to accept the valid authority of a supervisor [or others delegated mission authority for the organization].
The more common forms of insubordination are refusal to accept work assignments, refusal to report for or remain for overtime work, or refusal to comply with an operational order such as wearing safety equipment. While failure to complete assigned work could lead to charges of incompetence or misconduct, depending upon the circumstances, they do not fit the definition of insubordination unless there is a clear directive to do something and a clear refusal.
Supervisors have the responsibility for ensuring that employees understand that they have been given a directive - a direct order!
Employees must comply with orders/directives, even if they disagree with the supervisor. The principle of "work now, grieve later" applies in these situations. However, there are very limited exceptions to this rule; specifically, when there is a question that the order given is unconstitutional, illegal, violates a personal right, or where compliance might pose an unusual or immediate threat to an employee's health or safety.
If anyone is uncertain about whether or not an event meets the test for insubordination, the campus Human Resources Office or the SUNY Office of Employee Relations should be consulted prior to the assignment of this label.