Unlawful Acts Sample Clauses
Unlawful Acts. It is unlawful for any employer to interfere with, restrain, or deny the exercise of any right provided by FMLA. It is also unlawful for an employer to discharge or discriminate against any individual for opposing any practice, or because of involvement in any proceeding, related to FMLA.
Unlawful Acts. The Managers shall not have the authority to do any act expressly prohibited by the Act or by other law.
Unlawful Acts. Neither party hereto shall require any employee leased hereunder to do any lawful act.
Unlawful Acts. It is unlawful for the Calexico Unified School District to interfere with, restrain, or deny the exercise of any right provided by state or federal law. It is also unlawful for the Calexico Unified School District to refuse to hire or to discharge or discriminate against any individual for opposing any practice, or because of involvement in any proceedings related to family and medical leave.
Unlawful Acts. Neither the Company nor any officer has been prosecuted for any criminal, illegal or unlawful act connected with the Company.
Unlawful Acts. If we determine that Affiliate’s account—or any other account Affiliate has operated—has been used to engage in deceptive, fraudulent, or illegal activity (including the sale of counterfeit goods), or to repeatedly violate our Program Policies, then we may in our sole discretion permanently withhold any payments to Affiliate. If we determine that Affiliate Locksmith is involved with any of the aforementioned unlawful acts we may: (a) cancel any credits to Affiliate’s bank account; and/or (b) collect payment or reimbursement from Affiliate by any other lawful means.
Unlawful Acts. (A) It shall be unlawful for any person to intercept or assist in intercepting or receiving, whether physically, electrically, acoustically, inductively or otherwise any television signals, radio signals, pictures, programs, sounds or any other information, impulses or intelligence transmitted over Grantee's cable system without full payment to Grantee or its lessee by all parties receiving service. For purposes of this provision "assist in intercepting or receiving" shall include the manufacture or distribution of equipment intended by the manufacturer or distributor for unauthorized reception of any communications service offered over a cable system.
(B) It shall be unlawful for any person, without the consent of the Grantee, to willfully tamper with, remove, or injure any cable, wires, or other equipment used for the 11 distribution of television signals, radio signals, pictures, programs, sounds, or any other information, impulses, or intelligence transmitted over Grantee's cable system.
(C) It shall be a misdemeanor punishable by a fine of not more then Five Hundred Dollars ($500.00), or by imprisonment for a term not to exceed six (6) months, or both, for any person to violate any of the provisions of this Section.
(D) The prohibitions, penalties and remedies set forth in this Section are in addition to the prohibitions, penalties and remedies for theft of cable service provided by federal and state law.
Unlawful Acts. It is unlawful for any employer to interfere with, restrain, or deny the exercise of any right provided by FMLA. It is also unlawful for an employer to discharge or discriminate against any individual for opposing any practice, or because of involvement in any proceeding related to FMLA. FMLA is enforced, including investigation of complaints, by the U.S. Department’s Employment Standards Administration, Wage and Hour Division. If violations cannot be satisfactorily resolved, the Department may begin action in court to compel compliance. An eligible employee may also bring a private civil action against an employer for violations. Special rules apply to employees of local education agencies. Generally, these rules provide for FMLA leave to be taken in blocks of time when intermittent leave is needed or the leave is required near the end of a school term. Salaried executive, administrative, and professional employees of covered employers who meet the Fair Labor Standards Act (FLSA) criteria for exemption from minimum wage and overtime under Regulations, 29 CFR part 541, do not lose their FLSA-exempt status by using nay unpaid FMLA leave. The FMLA does not affect any other federal or state law which prohibits discrimination, nor supersede any state or local law which provides greater family or medical leave protection. Nor does it affect an employer’s obligation to provide greater leave rights under a collective bargaining agreement or employment benefit plan. The FMLA also encourages employers to provide more general leave rights. For more information, please contact the nearest office of the Wage and Hour Division, listed in most telephone directories under U.S. Government, Department of Labor, Employment Standards Administration.