Title VII of the Civil Rights Act of 1964: Federal law that prohibits employment discrimination based on race, color, religion, sex, and national origin. Must ensure the insubordination action isn't discriminatory in nature.

Americans with Disabilities Act (ADA): Federal law protecting individuals with disabilities from discrimination. Must consider if insubordinate behavior is related to a protected disability.

National Labor Relations Act (NLRA): Federal law protecting employees' rights to organize and engage in collective bargaining. Ensures disciplinary action doesn't violate protected concerted activities.

Fair Labor Standards Act (FLSA): Federal law establishing wage, hour, and employment standards. Relevant when insubordination involves work hours or compensation disputes.

State Employment Laws: Specific state regulations governing employment relationships, including at-will employment provisions and state-specific labor protections.

Company Policy Compliance: Internal policies including employee handbook, disciplinary procedures, progressive discipline policies, and code of conduct that must be followed.

Documentation Requirements: Necessary documentation including previous warnings, specific incidents with dates, witness statements, and performance improvement plans.

Due Process Considerations: Employee rights including the right to respond, union representation if applicable, and internal grievance procedures.

Employment Contracts: Terms of existing employment agreements and collective bargaining agreements that may affect disciplinary procedures.