No Prior or Ongoing Disciplinary Action Sample Clauses

No Prior or Ongoing Disciplinary Action. Neither the Designee, nor any of its officers, directors, employees nor any other person substantially involved in the contracting or fundraising activities of the Designee is currently on the “List of Excluded Individuals/Entities” (LEIE) maintained by the Office of Inspector General of the United States Department of Health and Human Services. Designee further represents that it is not currently the subject of any disciplinary proceeding or other action by any federal or state governmental authority. Designee agrees that it has a continuing obligation to notify DC HBX in writing within seven (7) business days if it becomes subject to such disciplinary action.
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No Prior or Ongoing Disciplinary Action. Neither the Partner, nor any of its officers, directors, employees nor any other person substantially involved in the contracting or fundraising activities of the Partner is currently on the “List of Excluded Individuals/Entities” (LEIE) maintained by the Office of Inspector General of the United States Department of Health and Human Services. Partner further represents that it is not currently the subject of any disciplinary proceeding or other action by any federal or state governmental authority. Partner agrees that it has a continuing obligation to notify C4HCO in writing within seven (7) business days if it becomes subject to such disciplinary action.
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Related to No Prior or Ongoing Disciplinary Action

  • No Disciplinary Action No Employee shall be discharged, penalized, disciplined or threatened for acting in compliance with the OHSA, its regulations and codes of practice and environmental laws, regulations or codes of practice, nor shall an Employee acting in compliance be intimidated or coerced.

  • Disciplinary Action 18.1. The following sets out the action which may be taken when a worker returns a confirmed positive result to an alcohol or drug test.

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

  • Appeal of Disciplinary Action If the Union is not satisfied with the response of the Town Supervisor, the Union may submit the matter to arbitration by filing a demand for arbitration with the New York State Public Employment Relations Board in accordance with its rules and regulations. The demand for arbitration must be filed within fourteen calendar days of receiving the response from the Town Board or when the response should have been received. The fees of the arbitrator shall be shared equally by the Town and the Union. The conduct of the arbitration shall be under the exclusive jurisdiction and control of the arbitrator which shall conform to applicable law. All decisions rendered by the arbitrator shall be final and binding upon all parties.

  • Grounds for Disciplinary Action The imposition of an oral reprimand shall not be subject to the grievance procedure. An employee may challenge the contents of any written materials pursuant to the provisions of Article 5.5

  • Notification of Disciplinary Action When an administrative investigation leads to disciplinary action, the procedures for notification to the employee contained in Article 19 shall be followed.

  • 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.

  • Record of Disciplinary Action (a) The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action, any document from the file of an employee, the existence of which the employee was not aware at the time of filing.

  • CAUSE FOR DISCIPLINARY ACTION No disciplinary action shall be taken against a permanent employee without good cause. "

  • Disciplinary Matters (a) The employer acknowledges the principles of procedural fairness and the right to a support person.

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