So you're saying you lied and didn't actually get a notice the first time?
Basically. (in those cases, there was a notice the first time, but he completely blew it off, so I told him it was now required before it actually WAS) I really don't like having to do that, but I had so much experience with him on these sorts of issues. We'd get plenty of warning, often six months or more, that we were going to need to be doing something a specific way or do an extra step. No amount of poking or prodding would motivate him to get practices changed, until the day the hammer fell. Things would go down hard for days, and be very spotty for the next 3-5 weeks, while staff dragged their cans refusing to do the additional work. (despite the problems, said manager refused to put much crack in the whip, even after it was manditory) He'd just whine and moan about unfair this all was and how unreasonable, and how they should have given us more warning etc etc. I'd spend 1-2 hrs a day on the phone trying to shimmy things through that weren't done right.
The only solution was to translate the "we'd like you to start doing.." into "you need to do this, starting today". Then he could spend the next three months actually working to get the staff to change their procedures, getting close to 100% when it actually became manditory. Then, the odd 3-5% of non-compliance that remained could be managed without creating significant business impact.
Don't think I just went ahead with this as a kneejerk reaction. This was the only remaining solution after everything else practical had been tried. He simply didn't want to change his ways.