Intent to Return. An employee must provide the Superintendent or designee reasonable notice of changed circumstances (i.e., within two business days is the changed circumstances are foreseeable) that will alter the duration of the FMLA leave. The Superintendent or designee, taking into consideration all of the relevant facts and circumstances related to an individual’s leave situation, may ask an employee who has been on FMLA leave for eight consecutive weeks whether he or she intends to return to work. Return to Work If returning from FMLA leave occasioned by the employee’s own serious health condition, the employee is required to obtain and present certification from the employee’s health care provider that he or she is able to resume work. An employee returning from a FMLA leave will be given an equivalent position to his or her position before the leave, subject to: (1) permissible limitations the District may impose as provided in the FMLA or implementing regulations, and (2) the District’s reassignment policies and practices. Classroom teachers may be required to wait to return to work until the next semester in certain situations as provided by the FMLA regulations. Implementation The Superintendent or designee shall ensure that: (1) all required notices and responses to leave requests are provided to employees in accordance with the FMLA; and (2) this policy is implemented in accordance with the FMLA. In the event of a conflict between policy and the FMLA or its regulations, the latter shall control. The terms used in this policy shall be defined as in the FMLA regulations. LEGAL REF.: Family and Medical Leave Act, 29 U.S.C. §2601 et seq., 29 C.F.R. Part 825. CROSS REF.: 5:180 (Temporary Illness or Temporary Incapacity), 5:250 (Leaves of Absence), 5:310 (Compensatory Time Off), 5:330 (Sick Days, Vacation, Holidays, and Leaves)
Intent to Return. The teacher shall give the Human Resources Administrator written notice of their continued intent to return to employment ninety (90) calendar days prior to the expected return date and/or end of contract year, whichever comes first. The teacher and the Human Resources Administrator may mutually agree upon a lesser notification period in writing.
Intent to Return. Upon receiving notice of recall, the employee shall notify the employer within 72 hours whether or not he/she will return to work.
Intent to Return. Any bargaining unit employee granted extended personal leave under any provision stated shall inform the Board of his/her intent to return to duty the following year no later than April 1. A reminder notice shall be mailed by March 1 to personnel on leave at the last address of record as to that person's responsibility to notify the Board of his/her intent regarding return to duty.
Intent to Return. Notification of Intent to Return to the District shall be on file in the Superintendent's Office not later than March 1, or on a date acceptable to the District, prior to the beginning of the next fiscal year. Employees on leave for reason of health shall file a statement from a physician certifying that the employee's health will permit a return to service in the District.
Intent to Return. 3 On or before April 1 of each year thereafter, the employee will provide notification to the 4 District of their intentions for the following year.
Intent to Return. In all instances where a Teacher is granted an unpaid leave of eight (8) calendar months or more, as a condition thereof, the Teacher shall advise the Superintendent in writing no later than February 15, prior to the termination of such leave, of his/her intent to return to employment. Failure to advise the Superintendent by said date of the intent to return as required herein, shall be conclusively treated as an election not to return to employment and as an absolute resignation from the District, and no action shall lie against the Board therefore. In all instances where a Teacher is on approved leave through the last work day of the school year, the Teacher shall advise the Superintendent in writing no later than June 15 of his/her intent to return to employment for the following year. Failure to advise the Superintendent by said date of the intent to return as required herein, shall be conclusively treated as an election not to return to employment and as an absolute resignation from the District, and no action shall lie against the Board therefore.
Intent to Return. In all instances where an employee is granted a leave of absence, either full time, part time or job sharing, which includes any portion thereof as unpaid leave, which leave is of eight (8) calendar months or more, as a condition thereof the employee shall advise the Superintendent or designee in writing no later than February 15 prior to the termination of such leave of intent to return to full time active employment at the conclusion of such leave or request to continue such full time, part time leave of absence or job share. If such leave of absence shall terminate prior to the end of the school term, (pursuant to section 7.3B) the written advisement of return shall be given no later than October 15 prior to the termination of the leave. In the event that a request for continuation of such leave of absence is denied, the employee has ten (10) school days from receipt of denial to elect to return to full time employment or resign from the district. Notification of denial must occur prior to May 1. If such notice of intent to return is not received by the Superintendent or designee by February 1 or October 1 (whichever shall be applicable), the Superintendent or designee shall promptly notify the employee of the February 15/October 15 deadline by telephoning or writing the employee at his/her last known residence. Failure to timely advise the Superintendent or designee of intent to return as required by the preceding sentence shall be treated as an election not to return to employment and as a resignation from the District and shall also subject the employee to the liquidated damages provision herein. Failure of the Superintendent or designee to notify the employee shall not remove the employee’s liquidated damages responsibility. If an employee timely advises the Superintendent or designee of intent to return and fails to return to the employ of the District at the termination of the leave, the employee shall be liable to the District for liquidated damages in the amount of Five Hundred Dollars ($500.00) provided such liability shall be waived where the teacher is unable to return due to permanent disability or death.
Intent to Return. A faculty member applying for such leave shall signify in writing to the Vice President of Academic Affairs his/her intent to return to full-time employment upon expiration of the leave.
