Common use of Return from Unpaid Leaves Clause in Contracts

Return from Unpaid Leaves. Employees on return from unpaid leaves are assured of employment, but not necessarily in their former assignment. Generally, employees who are on a leave of absence must notify the Assistant Superintendent – Human Resources and Operations, in writing, no later than April 1, of their intention to return to work the following school year or of their intention to extend their leave of absence, if eligible. Employees on a child care leave of absence must notify the Assistant Superintendent – Human Resources and Operations by April 1 of their intention to return to work the following year or of the intention to extend the leave, if eligible. Failure to make such notification by April 1 will result in an automatic extension of the leave, if the employee is eligible. If the employee has not made written notification to the Assistant Superintendent – Human Resources and Operations by April 1, the Assistant Superintendent – Human Resources and Operations will notify the employee by regular and certified mail that if no written notice of intent to return to work in September is received by April 15, the failure to submit such intent shall be treated as a resignation and will be acted upon by the Board at its next meeting after April 15.

Return from Unpaid Leaves. Employees on return from unpaid leaves are assured of employment, but not necessarily in their former assignment. Generally, employees who are on a leave of absence must notify the Assistant Superintendent – Director of Human Resources and OperationsResources, in writing, no later than April 11st, of their intention to return to work the following school year or of their intention to extend their leave of absence, if eligible. Employees on a child care leave of absence must notify the Assistant Superintendent – Director of Human Resources and Operations by April 1 1st of their intention to return to work the following year or of the intention to extend the leave, if eligible. Failure to make such notification by April 1 1st will result in an automatic extension of the leave, if the employee is eligible. If the employee has not made written notification to the Assistant Superintendent – Director of Human Resources and Operations by April 11st, the Assistant Superintendent – Director of Human Resources and Operations will notify the employee by regular and certified mail that if no written notice of intent to return to work in September is received by April 1515th, the failure to submit such intent shall be treated as a resignation and will be acted upon by the Board at its next meeting after April 1515th.