Failure to Return. Failure of the employee to return pursuant to the date determined in this Section will constitute grounds for termination by the School District unless the School District and the employee mutually agree to an extension of the leave.
Failure to Return. An employee who fails to return to duty within three working days of the completion or a valid cancellation of a leave of absence without pay without explanation to the Superintendent or his representatives, may be removed from the service. An employee who fails to return to service from a leave of absence without pay and is subsequently removed from the service is deemed to have a termination date corresponding to the starting date of the leave of absence without pay.
Failure to Return. At the start of any FMLA leave, the employee must state whether 34 he/she intends to return at the end of the leave. If the employee does not intend to return, 35 the employee will be deemed to have resigned voluntarily, and no FMLA benefits will be 36 provided. If the employee states that he/she intends to return, and then fails to return, for 37 reasons other than 1) the continuation of a serious health condition of the employee or a 38 covered family member or 2) circumstances beyond the employee’s control (certification 39 required within 30 days of failure to return for either reason), the employee must promptly 40 reimburse the Board for the cost of insurance provided by the Board during the leave. If 41 the employee fails to do so, the Board may take action to recover the premiums paid.
Failure to Return. Failure to return from an approved leave on the agreed upon date shall mean the employee has voluntarily terminated his/her employment with the Employer.
Failure to Return. If the employee does not return to work upon expiration of an authorized unpaid leave of absence, that employee shall be terminated.
Failure to Return. In the event the employee should not return to the District for the 33 three (3) years, he/she shall reimburse the Board for salary as follows:
Failure to Return. Failure to return from a leave of absence as agreed, without an approved extension, shall be considered an automatic resignation.
Failure to Return. Failure to return to paid service as specified in this Article or to accept the placement made by the Human Resource Services Division in keeping with the unit member's credential shall be interpreted as a resignation from the District.
Failure to Return. An employee who has been granted a leave of absence and who, for any reason, fails to return to work at the expiration of said leave of absence, shall be considered as having resigned and the position shall thereupon be declared vacated, except and unless the employee, prior to the expiration of the leave of absence, has furnished evidence of inability to return to work by reason of sickness, physical disability or any other legitimate reason beyond the control of the employee and has received approval for an extension of such leave.
Failure to Return. If a Regular Nurse fails to return to work at the expiration of a leave of absence, s/he will be deemed to have resigned her/his employment. See Section 6.4 for Nurses rehired following a termination because of the Nurse’s own medical leave.
