Policy Violation definition

Policy Violation means the violation of any applicable law or college policy governing the conduct of students as members of the college community.
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Policy Violation means termination resulting from the commission of any act or acts which violate the Standards of Business Conduct.
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Policy Violation. This policy is violated when any student, visitor, guest, or any other person manufactures, uses, possesses, constructively possesses, distributes, or attempts to distribute any mood-altering substances or drug paraphernalia. In the event that the policy is violated, one or more of the following will be notified, depending upon the nature or circumstances of the violation:
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Examples of Policy Violation in a sentence

  • CONFIDENTIALITY OF COMPLAINTS AND REPORTSParties in these processes, including the Complainant, the individual accused of a Policy Violation (“Respondent”), and witnesses, have privacy rights and reasonable expectations of confidentiality in the investigation of matters subject to this procedure.

  • Accordingly, except as specifically provided otherwise in this Anti- Doping Policy, it is not necessary that intent, Fault, negligence or knowing Use on the Athlete’s part be demonstrated in order to establish an Anti- Doping Policy Violation for Use of a Prohibited Substance or a Prohibited Method (subject to the other express provisions of this Anti-Doping Policy that do incorporate concepts of intent, knowledge, Fault, Negligence and other standards).

  • Any individual with a good faith belief that an Affiliated Individual has violated this policy may notify the NWBA Ethics Committee by submitting a Policy Violation Report online: https://www.nwba.org/applications or by calling the NWBA National Office: (719) 266-4082.

  • Potential Consequences Following a Finding of a Policy Violation 1.

  • In cases where the Complaint investigation results in a finding that an alleged Policy Violation(s) and/or retaliation is substantiated, in addition to stopping the Policy Violation and/or retaliation, the Intervention Coordinator must take action to remedy the effects.

  • USADA shall have the burden of establishing that an Anti-Doping Policy Violation has occurred.

  • The basis for expulsion from the university for violating the Academic Integrity Policy is the existence of the Academic Policy Violation Act and the minutes of the Ethics Council meeting with the corresponding decision.

  • Specifically, the Board will not engage in or tolerate discrimination/retaliation, including: coercion, harassment, intimidation, or threatening or interfering with any individual who questions, makes a charge, testifies, assists, participates in, or declines to participate in the application of this Complaint Procedure to a Policy Violation as defined in Paragraph 2-P.

  • Accordingly, it is not necessary that intent, Fault, negligence or knowing Use on the Athlete’s part be demonstrated in order to establish an Anti-Doping Policy Violation under Article 2.1 (subject to the other express provisions of this Anti-Doping Policy that do incorporate concepts of intent, knowledge, Fault, No Fault or Negligence or other evidentiary standards).

  • The standard of proof shall be whether USADA has established an Anti- Doping Policy Violation with Clear and Convincing evidence.


More Definitions of Policy Violation

Policy Violation means improper use of Seclusion, Physical Restraint, Shortened School Days, Homebound Instruction, and/or Calls to Parents or Guardians of Students to Come to School Because of the Student’s Behavior. This includes a violation of Board Policy 5630.01 – Use of Restraint and Seclusion with Students.
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Policy Violation. In the event the Grantee terminates employment for “Cause” (as defined in the Plan) or “Policy Violation” (as defined in the Agreement) (regardless of whether the “Cause” or “Policy Violation” constitutes a good or sufficiently serious cause for termination under Spanish law or the law applicable to the relationship between the Employer and the Grantee), the Grantee will forfeit the RSUs on the Date of Termination, as described in the Plan and in Section 4(b) of the Agreement. The Grantee acknowledges and agrees that, given the conditional, voluntary and discretional nature of this grant of RSUs, “Cause” and “Policy Violation” for the purposes of the RSUs will be subject to a lower standard than cause for a finding of fair dismissal under Spanish law.
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Related to Policy Violation

  • Market Violation means a tariff violation, violation of a Commission-approved order, rule or regulation, market manipulation, or inappropriate dispatch that creates substantial concerns regarding unnecessary market inefficiencies, as defined in 18 C.F.R. § 35.28(b)(8).

  • OVI or OVUAC violation means a violation of section 4511.19 of the Revised Code or a violation of an existing or former law of this state, any other state, or the United States that is substantially equivalent to section 4511.19 of the Revised Code.

  • integrity violation means any act which violates the anticorruption policy including corrupt, fraudulent, coercive, or collusive practice, abuse, and obstructive practice;

  • Environmental Violation means any activity, occurrence or condition that violates or results in non-compliance with any Environmental Law in any Material respect.

  • Behavioral violation means a student’s behavior that violates the district’s discipline policies.

  • Violation means the failure of a structure or other development to be fully compliant with the community's floodplain management regulations. A structure or other development without the elevation certificate, other certifications, or other evidence of compliance required in Articles 4 and 5 is presumed to be in violation until such time as that documentation is provided.

  • Sexual violence means any sexual act or act targeting a person’s sexuality, gender identity or gender expression, whether the act is physical or psychological in nature, that is committed, threatened or attempted against a person without the person’s consent, and includes sexual assault, sexual harassment, stalking, indecent exposure, voyeurism and sexual exploitation.

  • Policy Grievance shall be signed by a xxxxxxx or a Union representative or, in the case of an Employer's policy grievance, by the Employer or its representative.

  • Family violence means conduct as defined by S.7 of the Family Violence Act 2004.

  • Substantial governmental relationship means the extent of a governmental relationship necessary under Ohio law to make an added guarantee contract issued incident to that relationship valid and enforceable. A guarantee contract is issued "incident to that relationship" if it arises from a clear commonality of interest in the event of an UST release such as conterminous boundaries, overlapping constituencies, common groundwater aquifer, or other relationship other than monetary compensation that provides a motivation for the guarantor to provide a guarantee.

  • Workplace violence means any incident in which an employee is abused, threatened or assaulted during the course of his or her employment, and includes but is not limited to all forms of harassment, bullying, intimidation and intrusive behaviours of a physical or emotional nature.

  • Harassment means engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome". ref: Ontario Human Rights Code, Sec. 10 (1)

  • Workplace Harassment means engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome”. Ref: Occupational Health and Safety Act, Sec. 1 (1). The employee rights set out above shall be interpreted within the context of the Ontario Human Rights Code. An employee who believes that she has been harassed, contrary to this provision shall be encouraged by both parties to follow the Employer’s policy on harassment and process. Failing resolution, an employee may follow the process set out in the Complaint, Grievance and Arbitration procedure in Article 8 of the Collective Agreement. The employee shall be encouraged by both parties to exhaust these processes prior to filing a complaint with the Ontario Human Rights Commission.

  • Imminent health hazard means a significant threat or danger to health that is considered to exist when there is evidence sufficient to show that a product, practice, circumstance, or event creates a situation that requires immediate correction or cessation of operation to prevent injury based on the number of potential injuries and the nature, severity, and duration of the anticipated injury or illness.