Disciplinary Action For Noncompliance Clause Samples

The Disciplinary Action for Noncompliance clause establishes the procedures and consequences for individuals or entities that fail to adhere to specified rules, policies, or contractual obligations. Typically, this clause outlines the types of noncompliant behavior that may trigger disciplinary measures, such as repeated violations or serious breaches, and details the range of possible actions, which can include warnings, suspension, or termination. Its core practical function is to deter misconduct and ensure accountability by clearly defining the repercussions of noncompliance, thereby maintaining order and upholding standards within the organization or agreement.
Disciplinary Action For Noncompliance. If Party Time Mixes discovers and confirms, at any future point, that Party Time Mixes Independent Consultants contracted and executed shows contrary to policy, they may be subject to the following disciplinary action:
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Disciplinary Action For Noncompliance. If MAPLE ORGANICS discovers and confirms, at any future point, that MAPLE ORGANICS Independent Wellness Consultants contracted and executed shows contrary to policy, they may be subject to the following disciplinary action:  The Independent Wellness Consultant’s Country-specific Distribution and/or Sponsorship Agreement will be immediately terminated;  Any recruits/Business Organization she/he has accumulated in that Country (regardless of whether that recruit was tied to the show in question or not) will permanently compress to her/his upline;  The Independent Wellness Consultant will not be eligible to reapply for that Country’s Independent Wellness Consultant Agreement for a period of six months; and  MAPLE ORGANICS may also implement any other disciplinary action listed in section 12 that it deems necessary.
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Related to Disciplinary Action For Noncompliance

  • Disciplinary Action (A) An employee who has attained permanent status in his current position may be disciplined only for cause. (B) An employee who has not attained permanent status in his current position shall not have access to the grievance procedure in Article 6 when disciplined. (C) Each employee shall be furnished a copy of all disciplinary actions placed in his official personnel file and shall be permitted to respond thereto. (D) An employee may request that a PBA Staff Representative be present during any disciplinary investigation meeting in which the employee is being questioned relative to alleged misconduct of the employee, or during a predetermination conference in which suspension or dismissal of the employee is being considered. (E) Letters of counseling or counseling notices are documentation of minor work deficiencies or conduct concerns that are not discipline and are not grievable; however, such documentation may be used by the parties at an administrative hearing involving an employee’s discipline to demonstrate the employee was on notice of the performance deficiencies or conduct concerns. (F) If filed within 21 calendar days following the date of receipt of notice from the DHSMV, by personal delivery or by certified mail, return receipt requested, an employee with permanent status in his current position may appeal a reduction in base pay, involuntary transfer of over 50 miles by highway, suspension, demotion, or dismissal to the Public Employees Relations Commission under the provisions of section 110.227(5) and (6), F.S. In the alternative, such actions may be grieved at Step 2 and processed through the Arbitration Step without review at Step 3, in accordance with the grievance procedure in Article 6 of this Agreement. The DHSMV may have special compensatory leave equal to the length of a disciplinary suspension deducted from an employee’s leave balance in lieu of serving the suspension. An employee may indicate his preference as to whether to serve the suspension or to have special compensatory leave deducted, which preference shall be taken into consideration by the DHSMV in making its decision. If the employee does not have sufficient special compensatory leave, annual leave may be deducted. If there is not sufficient special compensatory or annual leave, the remainder of the period will be leave without pay. Employees from whom leave is deducted will continue to report for duty. The employee’s personnel file will reflect a disciplinary suspension regardless of whether the employee serves the suspension or has leave deducted. (G) Oral reprimands are not grievable. A written reprimand shall be subject to the grievance procedure in Article 6 if the employee has attained permanent status in his current position; the decision is final and binding at Step 2.

  • Disciplinary Actions Disciplinary Actions and Appeals shall be governed by SP&P, TSHRS regulations and TSHRS Disciplinary Action Policy 7G.l.

  • Right to Grieve Disciplinary Action Employees shall have the right to grieve written censures or warnings, and adverse employee appraisals. Employees shall have the right to rebut in writing any disciplinary notice and that rebuttal will be placed in the employee file, but will not be part of the formal disciplinary record. Should an employee dispute any such entry in his/her file, he/she shall be entitled to recourse through the Grievance Procedure and the eventual resolution thereof shall become part of his/her personal record.

  • Notice of Disciplinary Action The Employer shall advise an Employee in writing of any disciplinary action taken including, but not limited to warning, reprimand, suspension, discharge or termination and the reasons in full for such action. The Employer shall also promptly provide the Union with a copy of each such disciplinary notice.

  • No Disciplinary Action No employee shall be disciplined for refusal to work on a job or to operate any equipment which is not safe.