Enforcement and Penalties Sample Clauses
The Enforcement and Penalties clause outlines the consequences and procedures that apply if a party fails to comply with the terms of the agreement. Typically, this clause specifies the types of breaches that may trigger enforcement actions, such as late payments or failure to deliver goods, and details the penalties that may be imposed, which can include fines, interest charges, or even termination of the contract. Its core practical function is to deter non-compliance and provide a clear framework for addressing violations, thereby protecting the interests of all parties involved.
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Enforcement and Penalties. 1. Upon receiving a complaint alleging a violation of the PSLL, DCA has the right to investigate such complaint and attempt to resolve it through mediation. Within 30 Days of written notification of a complaint by DCA, or sooner in certain circumstances, the employer must provide DCA with a written response and such other information as DCA may request. If DCA believes that a violation of the PSLL has occurred, it has the right to issue a notice of violation to the employer.
2. DCA has the power to grant an employee or former employee all appropriate relief as set forth in Admin. Code § 20-924(d). Such relief may include, among other remedies, treble damages for the wages that should have been paid, damages for unlawful retaliation, and damages and reinstatement for unlawful discharge. In addition, DCA may impose on an employer found to have violated the PSLL civil penalties not to exceed $500.00 for a first violation, $750.00 for a second violation within two years of the first violation, and $1,000.00 for each succeeding violation within two years of the previous violation.
Enforcement and Penalties. Upon receiving a complaint alleging a violation of the PSLL, DCA has the right to investigate such complaint and attempt to resolve it through mediation. Within 30 Days of written notification of a complaint by DCA, or sooner in certain circumstances, the employer must provide DCA with a written response and such other information as DCA may request. If DCA believes that a violation of the PSLL has occurred, it has the right to issue a notice of violation to the employer.
Enforcement and Penalties. Investigation, enforcement procedures as well as penalties and terms for expulsion are explained in detail in the Sector Operations Plan as required by NMFS and are hereby incorporated by reference.
Enforcement and Penalties. Upon receiving a complaint alleging a violation of the ESSTA, DCWP must investigate such complaint. DCWP may also open an investigation to determine compliance with the ESSTA on its own initiative. Upon notification of a complaint or an investigation by DCWP, the employer must provide DCWP with a written response and any such other information as DCWP may request. If DCWP believes that a violation of the ESSTA has occurred, it has the right to issue a notice of violation to the employer.
Enforcement and Penalties. Upon receiving a complaint alleging a violation of the ESSTA, DCWP must investigate such complaint. DCWP may also open an investigation to determine compliance with the ESSTA on its own initiative. Upon notification of a complaint or an investigation by DCWP, the employer must provide DCWP with a written response and any such other information as DCWP may request. If DCWP believes that a violation of the ESSTA has occurred, it has the right to issue a notice of violation to the employer . DCWP has the power to grant an employee or former employee all appropriate relief as set forth in Admin. Code § 20-924(d). Such relief may include, but is not limited to, treble damages for the wages that should have been paid; statutory damages for unlawful retaliation; and damages, including statutory damages, full compensation for wages and benefits lost, and reinstatement, for unlawful discharge. In addition, DCWP may impose on an employer found to have violated the ESSTA civil penalties not to exceed $500.00 for a first violation, $750.00 for a second violation within two years of the first violation, and $1,000.00 for each succeeding violation within two years of the previous violation. When an employer has a policy or practice of not providing or refusing to allow the use of safe and sick time to its employees, DCWP may seek penalties and relief on a per employee basis. Pursuant to Admin. Code § 20-924.2, (a) where reasonable cause exists to believe that an employer is engaged in a pattern or practice of violations of the ESSTA, the Corporation Counsel may commence a civil action on behalf of the City in a court of competent jurisdiction by filing a complaint setting forth facts relating to such pattern or practice and requesting relief, which may include injunctive relief, civil penalties and any other appropriate relief. Nothing in § 20- 924.2 prohibits DCWP from exercising its authority under section 20-924 or the Charter, provided that a civil action pursuant to § 20-924.2 shall not have previously been commenced.
Enforcement and Penalties. 1. Upon receiving a complaint alleging a violation of the ESSTA, DCWP must investigate such complaint. DCWP may also open an investigation to determine compliance with the ESSTA on its own initiative. Upon notification of a complaint or an investigation by DCWP, the employer must provide DCWP with a written response and any such other information as DCWP may request. If DCWP believes that a violation of the ESSTA has occurred, it has the right to issue a notice of violation to the employer .
2. DCWP has the power to grant an employee or former employee all appropriate relief as set forth in Admin. Code § 20-924(d). Such relief may include, but is not limited to, treble damages for the wages that should have been paid; statutory damages for unlawful retaliation; and damages, including statutory damages, full compensation for wages and benefits lost, and reinstatement, for unlawful discharge. In addition, DCWP may impose on an employer found to have violated the ESSTA civil penalties not to exceed $500.00 for a first violation, $750.00 for a second violation within two years of the first violation, and $1,000.00 for each succeeding violation within two years of the previous violation. When an employer has a policy or practice of not providing or refusing to allow the use of safe and sick time to its employees, DCWP may seek penalties and relief on a per employee basis.
Enforcement and Penalties. 68.5.7.1. Upon receiving a complaint alleging a violation of the PSLL, DCA has the right to investigate such complaint and attempt to resolve it through mediation. Within 30 Days of written notification of a complaint by DCA, or sooner in certain circumstances, the employer must provide DCA with a written response and such other information as DCA may request. If DCA believes that a violation of the PSLL has occurred, it has the right to issue a notice of violation to the employer.
68.5.7.2. DCA has the power to grant an employee or former employee all appropriate relief as set forth in New York City Administrative Code § 20-924(d). Such relief may include, among other remedies, treble damages for the wages that should have been paid, damages for unlawful retaliation, and damages and reinstatement for unlawful discharge. In addition, DCA may impose on an employer found to have violated the PSLL civil penalties not to exceed $500 for a first violation, $750 for a second violation within two years of the first violation, and $1,000 for each succeeding violation within two years of the previous violation.
Enforcement and Penalties. (A) The Board of Directors on behalf of the Cooperative, and any aggrieved Member Government, may have recourse to such remedies in law and equity as may be necessary to ensure compliance with the provisions of this Interlocal Agreement, including injunctive relief to mandate compliance with or enjoin or restrain any person violating the provisions of this Interlocal Agreement and any bylaws, resolutions, regulations, rules, codes, and orders adopted under this Interlocal Agreement.
(B) The Member Governments expressly agree that the consideration, in part, for each of them entering into this Interlocal Agreement is the willingness of each of the others to limit the remedies for all actions arising out of or in connection with this Interlocal Agreement as to the other Member Governments and the Cooperative. Therefore, notwithstanding any provision of this Interlocal Agreement to the contrary, upon any failure by any Party to perform its obligations under this Interlocal Agreement, the Cooperative and each Member Government shall be limited strictly to only the following remedies:
(i) action for specific performance or injunction;
(ii) the right to collect any Costs due hereunder; or
(iii) the right to appointment of a receiver, as specified in Section 2.12.
(C) Notwithstanding anything herein to the contrary, each Member Government, on behalf of itself and its respective successors and assigns, hereby agrees that no Member Government shall be liable to the Cooperative or to any other Member Government(s) for any indirect, special, punitive or consequential damages, including, without limitation, damages based on loss of services, revenues, profits or business opportunities, and all Member Governments hereby waive any and all claims and causes of action hereafter accruing for the recovery of such indirect, special, punitive or consequential damages.
(D) The provisions of Sections 2.12 and 2.14 shall survive the termination of this Interlocal Agreement.
Enforcement and Penalties. The Board of
Enforcement and Penalties. 16.16 Construction of Chapter