• The direct order must be clearly communicated by a supervisor.
   
• The direct order must be given by an individual with authority to give such an order.
   
• The ordered employee must be, or clearly should be, aware that the supervisor giving the order has the authority to do so.
   
• The direct order cannot subject the employee to an unsafe or unhealthy condition beyond that which would normally be expected.
   
• The direct order cannot require the employee to commit an illegal act; or be unrelated to the orderly, efficient, and safe operation of the agency's business.
   
• Prior to issuing the direct order, the employee must have clearly refused to carry out the direction/instruction or order.

Issuing a Direct Order:

Statement A:  I have given you a direct order.  Failure to carry out this order will be considered refusal to follow a direct order.

Statement B:  You are herby warned that failure to carry out this order is grounds for dismissal.

Statement C:  Following statement "A" and "B", the employee is again ordered to perform the task or order.*

*There may be some instances, e.g. assault on a fellow employee, when it is not practical or possible for the supervisor to repeat the entire sequence for issuing a direct order.  In these cases, the employee's initial failure to carry out such an order may result in dismissal.