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Not sure how to discipline employees for insolence, insubordination and gross insubordination? Use this checklist

by , 17 November 2016
Not sure how to discipline employees for insolence, insubordination and gross insubordination? Use this checklistInsolence, insubordination and gross insubordination aren't the same offences. That means the way you discipline your employees for these offences also differs.

But the problem we often see is, employers don't know the difference between these offences and they don't know how to discipline employees in each case. As a result, they end up at the CCMA for unfair labour practices.

Don't let this happen to you.

Use this checklist if you're unsure of how to discipline an employee for these three common problems so you can avoid labour disputes.


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Say good-bye to all your insubordination woes and discipline those insubordinate employees without worrying about the CCMA!

There's a fine line between insubordination, gross insubordination and insolence of an employee. Do you know the difference? How would you discipline an employee in each instance? If you get it wrong you could lose at the CCMA!

Click here to get yours!
 

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Use this checklist if you're not sure how to discipline an employee for insolence, insubordination and gross insubordination
 

Offence #1: Insolence

What is it? It's when your employee fails to show respect and courtesy towards you, his employer.

Recommended penalty: Because this is a minor or less serious act of disrespect, rudeness or cheekiness, you can give your employee a written warning for the first offence.

Progressive penalty: You can issue a:
 
  • Second written warning for the second offence;
  • Final written warning for the third offence; and
  • Dismissal following disciplinary hearing for the fourth offence
 

Offence #2: Insubordination

What is it? It's when your employee fails to obey a direct and specific order.

Recommended penalty: In this case, disobedience isn't an intentional challenging of authority but negligence or forgetfulness. So you can give your employee a written warning.

Progressive penalty: You can issue a:
 
  • Second written warning for the second offence;
  • Final written warning for the third offence; and
  • Dismissal following disciplinary hearing for the fourth offence.
 

Offence #3: Gross insubordination

What is it? This is your employee's deliberate defiance of your authority.

Recommended penalty: The Labour Law for Managers Loose Leaf Service says this conduct is unacceptable and, because it jeopardises the continued employment relationship, you can dismiss your employee for the first offence following a first disciplinary hearing.

There you have it. Keep this checklist handy so you can use it anytime you're not sure how to discipline your employee for insolence, insubordination and gross insubordination.

Get everything you need to handle insubordination here. It includes:

  • The difference between failure and refusal to follow your instructions;
  • Checklist: 13 Points to consider when charging your employee for refusing to follow your instructions;
  • Four instances when you can't charge an employee with insubordination;
  • Three actions your employee can't take when it comes to disobeying instructions;
  • Can your employee refuse to comply with unilateral changes to working terms and conditions;
  • Know these mitigating and aggravating factors before you decide to dismiss;
  • Checklist: What are mitigating factors;
  • Checklist: What are aggravating factors;
  • Table to help you work out the appropriate sanction for different offences; and
  • 12 Questions and answers on real-life situations.
 




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