Major Violations Sample Clauses

Major Violations. Major violations may result in immediate removal of the animal. These could include: animal lunging, growling, or biting; failing to maintain dominion and control over the animal; excessive barking, not being housebroken, or evidence of mistreatment or abuse of the animal. This includes abandoning the animal to the care of another for 24 or more hours.

Major Violations. Major violations shall be defined by the Student Code of Conduct in the student handbook and/or within the Athletic Code. Some examples of major violations include but are not limited to: i. Possession, use, and sale of tobacco, vaping device(s), alcohol, marijuana, or illegal drugs. ii. Knowingly attending a gathering of students where the athlete knows or should reasonably know that alcohol or drugs are being used. iii. Committing acts of gross misconduct. iv. Hazing. v. Violent physical acts. vi. Quitting. vii. Tier 3 Major Violations per the Student Code of Conduct Progression of Discipline as outlined below.

Major Violations. Generally, applicants should not be hired or current drivers should be relieved from driving responsibilities if they have had more than one of the following violations in the last 18 months: • Driving under the influence of alcohol. • Reckless driving resulting in bodily injury or property damage. • Chargeable (at-fault) accident. • Suspended rivers license for minor violations.

Major Violations. The following violations shall be considered major due to their increased potential for public consumer harm. If an enforcement resolution is utilized, the penalty will be assessed beginning with the middle of the specified range and adjusted either up or down based upon any accepted aggravating or mitigating factors submitted with documentation that demonstrates the factors. An occurrence of six or more aggravating factors or five or more mitigating factors will result in a penalty being assessed outside of the specified range. The total minimum penalty to be assessed shall be calculated according to these guidelines or $500, whichever amount is greater. In Finally, in no event shall a penalty of more than $5,000 be imposed for a single violation. The penalties are set forth in levels categories 1, 2, and 3, for each violation as follows: Level Category 1: $30 $10 – $18 per unit. Level Category 2: $75 $20 – $50 per unit.

Major Violations. Violations of the terms and conditions of the Agreement that are subject to suspension for the first violation are categorized as major violations. When determining if a violation is to be categorized as a major violation VPD will look at the severity of the circumstances as they relate to public safety, criminality, and/or moral turpitude. Any subsequent or continuing major violations may be cause for termination. 1. When considering punitive action for a major violation of the Tow Service Agreement, a towing officer may take into consideration all major and minor violations that occurred within 36 months prior to the date of the current violation. 2. Termination shall be invoked if, in the VPD's judgment, continued participation in the Rotation Tow Program by the affected tow operator may result in a hazard to public safety and/or welfare or the operator has been convicted of a crime listed in Element 16C. 3. A violation of the Gross Vehicle Weight Rating (GVWR) and safe loading requirements of a tow truck shall be cause for immediate suspension (as defined in Attachment A). This includes exceeding the tow truck’s GVWR, front axle weight rating, rear axle weight rating, maximum tire weight ratings, or not maintaining 50% of the tow truck’s unladen weight on the front axle when lifting/carrying a load. 4. In lieu of termination, the VPD may impose additional suspensions for longer periods, if deemed appropriate.

Major Violations. The following violations shall be considered major due to their increased potential for public harm. If an enforcement resolution is utilized, the penalty will be assessed beginning with the middle of the specified range and adjusted either up or down based upon any accepted aggravating or mitigating factors submitted with documentation that demonstrates the factors. An occurrence of six or more aggravating factors or five or more mitigating factors will result in a penalty being assessed outside of the specified range. The total minimum penalty to be assessed shall be calculated according to these guidelines or $100, whichever amount is greater. In Finally, in no event shall a penalty of more than $5,000 be imposed for a single violation. The penalties are set forth in levels categories 1 and 2, for each violation as follows: Level Category 1: $8 $6 – $10 per unit. Level Category 2: $16 $12 – $20 per unit. No. Category Statute or Rule Cite Description of Conduct/Violation Suggested Penalty Level 1. Accounting Insufficient or incomplete accounting records. 2 2. Accounting 718.111(12)(a)11., F.S. Failure to maintain separate accounting records for 2 3. Assessing 718.112(2)(g), F.S. Assessments not sufficient to meet expenses. Failure 1 to assess at sufficient amounts. 4. Assessing 718.112(2)(g), F.S. Collecting assessments less frequently than 1 5. Assessing 718.115(2), F.S. Assessments not based upon the shares stated in the 2 declaration of condominium. Failure to assess based upon proportionate share or as stated in the declaration of condominium. 6. Assessing 718.115(4), F.S. Assessments not properly apportioned among 2 7. Assessing 718.116(3), F.S. Failure to charge interest on past-due assessments. 1 8. Assessing 718.116(9), F.S. Developer or other owner improperly excused from 2 Board 718.110, F.S. Failure to follow method of amendment. 2 9. Board 718.110(4), F.S. Improperly amending the declaration of 2 condominium to change the proportion or percentage by which the unit owner shares the common expenses of the condominium and owns the common surplus of the condominium.

Major Violations. Major violations shall be considered employee actions which directly endanger the health and safety of any employee or significantly disrupt the orderly performance of work. The include insubordination, falsification of employee or District records, theft of District or employee property and the abuse of alcohol or controlled substances which would impair the employee from performing assigned tasks. They also include the issuance of three (3) written reprimands within one (1) calendar year unless extraordinary circumstances are brought forth by the employee. A major violation may cause the immediate termination of the involved employee; however, as a means of providing progressive discipline, the District may opt to suspend the employee without pay. Such suspension may be followed by a probationary period, depending upon the circumstances. The actions of the District under this provision shall be subject to review under the grievance procedure only. The employee hereby waives their rights under Article V, Section 75, Title B - Removal and Other Disciplinary Proceedings under Civil Service Law of the State of New York.

Major Violations. These violations are considered severe and will result in severe punishment. This punishment will take the form of suspension, a recommendation for expulsion, and notification of the police if necessary.

Major Violations. Major violations on the part of an employee may be cause for adverse action, as described below. Major violations include, but are not limited to, the following: (a) Fraud; (b) Incompetence, defined as: Gross violation or negligence of job performance that results in negative fiscal impact and/or compromises the health and/or safety of other employees and/or clients; (c) Inexcusable absence where the worker, without reasonable cause, neither reports to work nor makes a reasonable effort to contact their supervisor or a Human Resources worker if the supervisor cannot be reached (d) Loss of California driver's license required in the job description duties and/or responsibilities. (e) Documented habitual or excessive absence (defined as exhausting all available sick leave time). This subsection is waived for an equal amount of days upon return from Family Medical Leave as the employee was out on FMLA. (f) Discourteous treatment of the public or other employees; (g) Willful disobedience of or failure to follow program regulations and/or assignments; (h) Insubordination (i.e. refusal to follow a direct order from one's supervisor), (i) Negligence or willful damage to Agency property or excessive waste of Agency supplies or equipment.