REFUSAL AND DISCONTINUANCE OF SERVICE Sample Clauses

REFUSAL AND DISCONTINUANCE OF SERVICE. (A) If the reseller fails to comply with the rules and regulations of these terms and conditions, including any payments to be made by it on the dates and times herein specified, the Telephone Company may, on thirty (30) days written notice by Overnight Delivery or Certified U.S. Mail to the reseller, refuse additional applications for service and/or refuse to complete any pending orders for service at any time thereafter. If the Telephone Company does not refuse additional applications for service on the date specified in the 30 days notice, and the reseller's noncompliance continues, nothing contained herein shall preclude the Telephone Company from refusing additional applications for service without further notice.
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REFUSAL AND DISCONTINUANCE OF SERVICE. (A) If the reseller fails to comply with the rules and regulations of these terms and conditions, including any payments to be made by it on the dates and times herein specified, the Telephone Company may, on thirty (30) days written notice by Overnight Delivery or Certified U.S. Mail to the reseller, refuse additional applications for service and/or refuse to complete any pending orders for service at any time thereafter. If the Telephone Company does not refuse additional applications for service on the date specified in the 30 days notice, and the reseller's noncompliance continues, nothing contained herein shall preclude the Telephone Company from refusing additional applications for service without further notice. (B) If the reseller fails to comply with the rules and regulations of these terms and conditions, including any payments to be made by it on the dates and times herein specified, the following shall occur: (1) The Telephone Company shall notify the reseller and the PSB in writing of the reseller's failure to pay amount(s) when due under these terms and conditions and if the reseller shall have failed to make such payment within thirty (30) days of the giving by the Telephone Company of such notice then (2) The Telephone Company shall provide a second notice of non-payment (the "Second Notice") in writing to the reseller and the PSB following the thirty (30) day period referred to in Section 6.3.2.1(B)(1), and (3) If by the tenth (10) day after the giving to the PSB of the Second Notice, the PSB has not ruled that the Telephone Company may not take termination actions, then the service shall be discontinued. The reseller shall have the burden of proof in any such proceeding before the PSB of establishing that the Telephone Company is not permitted to take the termination actions. (C) Notwithstanding the foregoing, the Telephone Company will not exercise its rights to refuse and discontinue service as stated in 6. 3.2.1 (A)&(B) if the reseller submits charges to the Telephone Company if believes in good faith were billed in. effort and such charges are accepted by the Telephone Company for investigation.
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REFUSAL AND DISCONTINUANCE OF SERVICE. A. Seven days after written notice to the customer, the Company may discontinue the furnishing of Advanced Communications Services without incurring any liability, upon: • Nonpayment of any sum due the Company, or • A violation of any condition governing the furnishing of service. B. As set forth in the Wyoming Public Service Commission Procedural Rules and Special Regulations, the Company may immediately discontinue the furnishing of Advanced Communications Services without incurring any liability, upon: • Fraudulent use of Company services, or • Discovery of any related safety hazard at a customer location. C. The Company may immediately refuse additional applications for Advanced Communications Services and/or refuse to complete any pending orders for service without incurring any liability, upon: • Nonpayment of any sum due the Company, or • A violation of any condition governing the furnishing of service. D. In case of a discontinuance, all applicable charges, including discontinuance charges, shall become due. E. In case of a refusal of a pending order for service, estimated costs incurred by the Company, as set forth in 3.1.2, following, shall apply and become due immediately. Advanced Communications ServicesEffective: 9-20-07 Services Catalog No. 2 Wyoming Section 2Page 7 Release 1 2.1 UNDERTAKING OF THE COMPANY (Cont'd)
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REFUSAL AND DISCONTINUANCE OF SERVICE. A. If the reseller fails to comply with the rules and regulations of these terms and conditions, including any payments to be made by it on the dates and times herein specified, the Telephone Company may, on 30 days written notice by Certified U.S. Mail to the reseller refuse additional applications for service and/or refuse to complete any
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REFUSAL AND DISCONTINUANCE OF SERVICE. (CONT'D) (1) The Telephone Company shall notify the reseller and the Commission in writing of the reseller's failure to pay amount(s) when due under these terms and conditions and the reseller shall have failed to make such payment within thirty (30) days of the giving by the Telephone Company of such notice.
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REFUSAL AND DISCONTINUANCE OF SERVICE. If HARVARDNET fails to comply with the terms and conditions of this Agreement, BA may refuse service in accordance with Section 2.1.7 of BA's New York 914 tariff.
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REFUSAL AND DISCONTINUANCE OF SERVICE. A. If the reseller fails to comply with the rules and regulations of these terms and conditions, including any payments to be made by it on the dates and times herein specified, the Telephone Company may, on 30 days written notice by Certified U.S. Mail to the reseller refuse additional applications for service and/or refuse to complete any pending orders for service at any time thereafter. If the Telephone Company does not refuse additional applications for service on the date specified in the 30 days notice, and the reseller's noncompliance continues, nothing contained herein shall preclude the Telephone Company from refusing additional applications for service without further notice. B. If the reseller fails to comply with the rules and regulations of these terms and conditions, including any payments to be made by it on the dates and times herein specified, the Telephone Company may, on 30 days written notice by Certified U.S. Mail to the reseller, discontinue the provision of the services involved at any time thereafter. In the case of such discontinuance, all applicable charges, including termination charges, shall become due. If the Telephone Company does not discontinue the provision of the services involved on the date specified in the 30 days notice, and the reseller's noncompliance continues, nothing contained herein shall preclude the Telephone Company from discontinuing the provision of the services involved without further notice.
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Related to REFUSAL AND DISCONTINUANCE OF SERVICE

  • SUSPENSION AND DISCIPLINE 21.01 Discipline may be imposed where just cause exists and will be levied in a timely fashion. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in nature. 21.02 Prior to any discipline being imposed, the employee will be given notice in writing to attend a meeting, during which there shall be an opportunity for full discussion between the employee and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee shall be advised of his/her right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as an advisor. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification to the employee. 21.03 When an employee is required to attend a meeting, the purpose of which is to render a disciplinary decision concerning him or her, the employee is entitled to have, at his or her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable. 21.04 The employee and the Association representative shall be notified in writing of any disciplinary action except an oral warning, taken against the employee by the Company within a reasonable period of time of that action having been taken. 21.05 When an employee is required to attend a meeting, the purpose of which is to demote or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at his/her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable. 21.06 When any discipline is found to be unjustified all documents referring to the discipline imposed shall be removed as soon as reasonably possible from the employee’s record and destroyed. 21.07 NAV CANADA agrees not to introduce as evidence in a hearing relating to disciplinary action any document or written statement concerning the conduct of an employee unless that employee has been provided with a copy of that document or statement within a reasonable period before that hearing. 21.08 Any document or written statement to disciplinary action, which may have been placed on the NAV CANADA file of an employee shall be removed and destroyed after two (2) years have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period. The Employer shall inform the employee in writing of the destruction of any document or written statement related to disciplinary action. 21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards of the professional body to which the employee belongs. 21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto. 21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.

  • DISMISSAL, SUSPENSION AND DISCIPLINE 14 ARTICLE 12 - SENIORITY 16

  • Reduction and Disconnection NYISO or Connecting Transmission Owner may reduce [ ] Interconnection Service or disconnect the Large Generating Facility or the Developer’s Attachment Facilities, when such reduction or disconnection is necessary under Good Utility Practice due to an Emergency State. These rights are separate and distinct from any right of Curtailment of NYISO pursuant to the ISO OATT. When NYISO or Connecting Transmission Owner can schedule the reduction or disconnection in advance, NYISO or Connecting Transmission Owner shall notify Developer of the reasons, timing and expected duration of the reduction or disconnection. NYISO or Connecting Transmission Owner shall coordinate with the Developer using Good Utility Practice to schedule the reduction or disconnection during periods of least impact to the Developer and the New York State Transmission System. Any reduction or disconnection shall continue only for so long as reasonably necessary under Good Utility Practice. The Parties shall cooperate with each other to restore the Large Generating Facility, the Attachment Facilities, and the New York State Transmission System to their normal operating state as soon as practicable consistent with Good Utility Practice.

  • DISCHARGE AND DISCIPLINE (a) Each employee must be provided in writing with all notations of derogatory or disciplinary action, which are to be placed on the employee records. Unless such notation is made in writing to the employee, the Board will not use such incident as part of the employee’s past record to justify a later disciplinary action. Such notice must be given to the employee within ten (10) working days of the discovery of the occurrence-giving rise to the action. In such cases, the President of the Union shall be notified by mail that the employee has been disciplined or received a derogatory notation. Any written reply made by an employee to a derogatory notation, disciplinary action or performance appraisal shall be included in the employee’s personnel file provided such reply is received by the Board within ten (10) working days of the occurrence. The time limits in 12.01 shall be observed hereto, except where an extension of such time limits is mutually agreed upon. (b) Notwithstanding 12.01 (a) above, in the event that an investigation is deemed necessary by the Board, and/or the Police, the CAS or any other outside agency, the Board shall notify the employee in writing that an investigation is being conducted. Such notice shall include the general nature of the investigation and a copy of the letter shall be sent to the President of the Union. 12.02 If an employee who has attained seniority is discharged, demoted or suspended and the employee feels that the employee has been unjustly discharged, demoted or suspended, then the case may be taken up as a grievance. If such a grievance is undertaken, it shall begin at Step No. 2, provided that such grievance is submitted in writing to the Manager, Employee Relations within five (5) working days of the discharge, demotion or suspension. 12.03 When an employee is to be disciplined in writing or discharged, the employee shall: (a) be so advised by the supervisor or a senior member of management; (b) be advised of the time and place of the discipline or termination meeting; (c) be accompanied by the President of the Union or designate; (d) be given the reasons for the discipline or discharge at such meeting. 12.04 An employee may request in writing to the Manager, Employee Relations to have a written warning removed from the employee's personnel record after two years, providing no subsequent written warning or disciplinary action has been placed on the employee's personnel record in the intervening two (2) year period. The decision of the Manager, Employee Relations shall be final and binding and communicated in writing to the employee.

  • DISCHARGE, SUSPENSION AND DISCIPLINE 10:01 A claim by an employee who has completed probation that he or she has been unjustly discharged shall be treated as a grievance if a written statement of such discharge is lodged by the employee with the Administrator or designate within five (5) days after the employee has received his/her discharge notice. Such grievance will be taken up by the Union at a special meeting with the Administrator. 10:02 It is agreed that the Chairperson of the Union Committee will be notified immediately on the dismissal of an employee in the bargaining unit. Should the Chairperson not be available at the time, a copy of the letter or notice shall be given to a Committeeperson who is available. 10:03 In the event the Employer initiates a disciplinary action against an employee that results in the suspension or discharge of the employee, the following procedure shall be followed: (a) The employee shall be notified in writing, of the action and/or penalty with a copy given to the Chairperson, if the penalty is a suspension. If the penalty is discharge then only the Union (President or his/her designate) need be notified in addition to the employee. (b) In the event the Employer is dissatisfied with the work of an employee and correction discussion has not resolved the problem, the Employer shall notify the employee in writing of the dissatisfaction concerning his/her work within five (5) working days when becoming aware of the incident giving rise to the complaint. This notice shall include particulars of the work performance which led to the complaint. (c) The letter or form given to the employee shall state the complaint or appraisal of results and contain on the bottom thereof a statement to the effect that the employee acknowledges having read the letter or form acknowledging receipt of a copy of the same, and a place for the employee to sign. The employee shall sign the letter or form and a copy shall be given to her. Prior to signing, the employee shall have the opportunity to write her comments. (d) The employee has the right to Union Representation in any proceedings under (a), (b) or (c) above. 10:04 Such grievance shall proceed directly to Step 2 of the grievance procedure and must be presented in writing, dated, and signed within five (5) working days after notice of the discharge was given. 10:05 Only those disciplinary notices that result in a suspension will remain on an employees personnel file for a period of fifteen (15) months. All other disciplinary notices, warnings or statements will be removed and given to the employee after a period of twelve (12) months from the date of the infraction. 10:06 An employee shall, upon written request, be granted the opportunity to view his/her personnel file. It is understood that such request will be granted within seven (7) days or at a time mutually agreed to by the parties. The employee may have a Committeeperson present while viewing their file, if requested. 10:07 The Union Chairperson or a Committeeperson will be present during all warnings, or counselling sessions regarding disciplinary actions of a seniority employee. When an employee is called to an interview and the subject of the interview is discipline, the employee will be so informed by the Employer’s representative when given notice of the interview, and will be advised to have her Union representative present. The interview will not begin or proceed without Union representation. A copy of any warning to be placed in an employee’s file must be copied to the Union Chairperson. Discipline is defined as a written warning, reprimand, suspension, dismissal or other disciplinary action to an employee.