Written Warning For Insubordination

Employee Policy Manual

September 25, 2018

Mr. Thomas Williams

This written warning for insubordination is being issued to you for violating our policy on employee conduct.

Specifically, on September 23, 2018, you knowing refused to attend a mandatory staff meeting. Just prior to the meeting when your supervisor instructed you to attend, you stated directly to them, "I have no intention of attending. It is a complete waste of time!"

On December 6, 2017, you signed acknowledging that you received a copy of our company policy on employee conduct. In addition, you attended a class that covered our employee company policy manual.

Going forward if you are found violating company policy you may be subject to progressive discipline up to and including possible termination.

Robert J. Kimble


Employee Signature: ________________  Date: ____________

Insubordination Hands over Ears Small

January 6, 2022

Ms. Elizabeth Taylor:

Ms. Taylor, this written warning for insubordination is being issued to you for violating our code of conduct policy found in our company policy handbook.

Specifically, on January 4, 2022, at approximately 3:45pm, you told your supervisor no when directed to reclean hotel room number 362 after her inspection of the room. You stated the you cleaned the room good enough and you were not going to do it again. Although you did finally clean the room again successfully, it is critical to the Hotel's success that you follow your supervisors direction the first time.

Ms. Taylor, on August 15, 2021, you signed acknowledging you had received and understood our Hotels employee policy manual, which covers our code of conduct policy and insubordination. Prior to your signing the document you attended our employee orientation class that also covers this policy. The only reasons for not following a supervisors direction is if their direction is unsafe, illegal, or you have not been trained to do so. None of these reasons apply to your situation.

By not following a supervisors instruction it can and will lead to lost productivity and possibly chaos. It is critical going forward that you follow your supervisors direction. 

Ms. Taylor, if you fail to comply with this policy, or any policy, you may be subject to our disciplinary action policy, up to and include possible termination.

Bonnie Moore

Housekeeping Manager

By my signature I am confirming I have been informed of the information above.

Elizabeth Taylor


Issuing a written warning for insubordination is the right thing to do when an employee has refused to follow your direction. After all a critical part of any organization is following a supervisors direction, otherwise there would be chaos. There is no question that insubordination is very frustrating for any supervisor to deal with. Every employee that has overheard, or is told about an employee testing their supervisor by being insubordinate is waiting to find out what will happen next. Therefore, doing nothing will create an atmosphere whereby employees will not take their supervisor seriously. On the other hand overreacting may have them taking the opposite view point in that they fear instead of respecting them. Both will have a negative effect on productivity.

Briefly the definition of insubordination is an employee who intentionally refuses to carry out a supervisor’s direction. The only exception to not carrying out that direction would be if the employee felt it was a safety risk to them or others, not trained to perform the task, or it was illegal to do so.

One of the very first things that you should have in place in your business is an employee policy manual outlining not only what your policy on insubordination is but all your other policies as well. Policies such as attendance, misconduct, disrespect, sexual harassment, discrimination, and your progressive discipline program policy. Progressive discipline simply means that an employee who violates a company policy will receive the least amount of discipline the first time, unless it is a very serious offense. Then if they continue to violate any policy the severity of discipline increases to a point of finally being terminated.

written warning

Written Warning for Insubordination or Termination? Making the Right Choice

When it comes to whether or not to issue a warning for insubordination or terminating them it all depends on the severity of the insubordination. As I mentioned in the last paragraph progressive discipline is starting with the least amount of discipline; however, some violations merit passing the least amount of discipline directly to possible termination. Insubordination may be one of those violations. One way to determine whether they should be issued a written warning for insubordination or terminated is whether the employee completely crossed the line or not.

As an example of a situation that I would seriously consider terminating an employee versus issuing a warning letter would be if they not only intentionally refused to carry out my direction but used offensive language in a threatening type way. On the other hand if the intentionally refused to carry out my direction, but didn’t raise their voice or use derogatory language.

When it comes to writing a warning letter I strongly recommend using employee discipline forms. They will make your life so much easier than crafting an actual letter. I offer free downloadable employee discipline forms below. 

Thank you and May God bless you!

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