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Employment Act (Chapter 91): Primary legislation governing employment relationships in Singapore. Contains provisions on employee conduct, disciplinary procedures, and ensures compliance with basic employment rights and obligations.

Tripartite Guidelines on Fair Employment Practices: Guidelines issued jointly by Ministry of Manpower (MOM), NTUC, and SNEF to ensure disciplinary actions are fair, justified, and non-discriminatory.

Personal Data Protection Act (PDPA): Legislation governing the collection, use, and disclosure of personal data, ensuring proper handling of employee's personal information in disciplinary documentation.

Workplace Safety and Health Act: Relevant if the insubordination incident involves safety violations or compromises workplace safety protocols.

Industrial Relations Act: Particularly important for unionized employees, ensuring compliance with collective agreements and proper handling of industrial relations aspects.

Documentation Requirements: Proper documentation of the incident, previous warnings, and disciplinary actions taken must be maintained.

Progressive Discipline Procedures: Ensuring the disciplinary action follows appropriate escalation steps and is proportionate to the offense.

Right of Appeal: Employee must be informed of and provided with their right to respond to allegations and appeal the disciplinary action.

Confidentiality Requirements: Ensuring the disciplinary process and documentation maintain appropriate levels of confidentiality and data protection.

Record-Keeping Obligations: Maintaining proper records of the disciplinary action in accordance with Singapore's employment law requirements.