1. A. General (Misconduct 255.05)

   1. 1. An employer has the right to expect that reasonable orders, given in a civil manner, will be followed and that a supervisor’s authority will be respected and not undermined. There is no precise rule by which to judge when a dispute with a supervisor constitutes insubordination if insolence, profanity, or threats are not involved. The pertinent overall consideration is whether the worker acted reasonably in view of all the circumstances. Some examples of insubordination are:

      1. a. Refusal to follow reasonable and proper instructions; or
      2. b. Insolence in actions or language, profanity, or threats toward a supervisor without due provocation; or
      3. c. Refusal to accept assignment to suitable work.
   2. 2. Incompatibility with a supervisor does not of itself constitute insubordination, neither does an employee’s emphatic insistence on discussing the situation if he is acting in good faith. Misconduct may exist if the worker resorts to hot-tempered remarks, threats, or insolence, without due provocation.

Historical Note

Former Rule number Misconduct 255. - 255.05. Former Rule repealed, new Section R6-3-51255 adopted effective January 24, 1977 (Supp. 77-1).