Notice of Final Action. 1. The Superintendent or designee shall notify the employee of his/her decision in writing by personal delivery or by certified mail, return-receipt requested. If the decision is to uphold the proposed discipline, the “Notice of Final Action” must be provided to the employee at least five (5) days prior to the date the discipline is to be effective.
Notice of Final Action. After considering the employee’s oral and/or written response, if provided, the supervisor shall decide on the final action and serve the employee with a written notice of final action. The notice of final action will be provided to the employee within twenty (20) calendar days after receipt of the employee’s response or within twenty (20) calendar days following the expiration of the employee’s response period. If the employee includes new information in his/her response, which Management determines necessitates further investigation, the notice of final action may be delivered after an additional twenty (20) calendar days upon completion of the investigation. If so, the employee will be advised of the extension in writing. If a subsequent extension is needed, another notice of extension with the extension period listed will be provided to the party noted above in writing. The notice of final action will include the following points:
a. the final action to be taken;
b. the acts which constitute the reason for the disciplinary action;
c. a summary of the evidence;
d. exhibits listed on the notice;
e. the effective date of any disciplinary action; and
f. a statement that the employee may appeal the disciplinary action as per the Grievance Procedure.
Notice of Final Action. After consid- eration of any claims, rebuttals, and other relevant evidence, notice of final approval or disapproval of the applica- tion shall be published in the FEDERAL REGISTER and the Customs Bulletin. Protection for a recorded trade name shall remain in force as long as the trade name is used. The recordation shall be canceled upon request of the recordant or upon evidence of disuse. From time to time, the IPR & Re- stricted Merchandise Branch may re- quest the trade name owner to advise whether the name is still in use. The failure of a trade name owner to re- spond to such a request shall be re- garded as evidence of disuse. [T.D. 72–266, 37 FR 20678, Oct. 3, 1972, as amended by T.D. 91–77, 56 FR 46115, Sept. 10, 1991] SOURCE: T.D. 99–21, 64 FR 9062, Feb. 24, 1999, unless otherwise noted.
(a) Counterfeit trademark defined. A ‘‘counterfeit trademark’’ is a spurious trademark that is identical to, or sub- stantially indistinguishable from, a registered trademark.
Notice of Final Action. A written Notice of Final Action shall be provided to the complainant within 60 days of the date the discrimination complaint was filed. It shall contain:
a) A statement regarding the disposition of each issue identified in the discrimination complaint and reason for the determination.
b) A copy of the mediation agreement, if the discrimination complaint was resolved by mediation.
c) A notice that the complainant has the right to file a complaint with the Iowa DOT, FHWA, USDOT or USDOJ within 30 calendar days after the Notice of Final Action, if she or he is dissatisfied with the final action on the discrimination complaint. The LPA’s Title VI coordinator shall provide the Iowa DOT’s Title VI program coordinator with a copy of this decision, as well as a summary of findings upon completion of the investigation. Should deficiencies be noted in the implementation of these discrimination complaint procedures by the LPA, the Iowa DOT’s Title VI program coordinator will work in conjunction with the LPA’s Title VI coordinator to review the information and/or provide technical assistance in the discrimination complaint process, mediation process, and/or investigation.
Notice of Final Action a. The Superintendent or designee shall notify the employee of his/her decision in writing by personal delivery or by certified mail, return receipt requested. If the decision is to uphold the proposed discipline, the “Notice of Recommended Final Action” must be provided to the employee at least five (5) days prior to the date the discipline is to be effective.
b. The “Notice of Recommended Final Action” shall specify the facts relied upon by the Superintendent’s designee in reaching his/her decision, and shall refer to the policies, rules, laws or other legal basis on which the action is premised. The “Notice” shall endeavor to place the employee on actual notice of the decision-maker’s rationale.
Notice of Final Action. Once the investigation is complete and a decision has been reached, a Notice of Final Action must be sent to the grievant or complainant with a copy to the agency. If an informal resolution was provided, the Notice of Final Action must summarize the resolution agreed upon. If no informal resolution was provided, the Notice of Final Action must contain the following information:
Notice of Final Action. After full consideration of the employee's response, the President and Chief Executive Officer or designee may withdraw, modify or confirm the intended action and serve Final Notice of the disposition to include:
a. A summary of the Notice of Intended Action and the result of the decision, the Final Disciplinary Action Taken and effective date, and;
b. The right to appeal with evidentiary hearing as describe in Article 40 II 6. below.
