Common use of Failure to Return Clause in Contracts

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. At the start of any FMLA leave, the employee must state whether 34 he/she 36 intends to return at the end of the leave. If the employee does not intend to return, 35 the employee 37 will be deemed to have resigned voluntarily, and no FMLA benefits will be 36 provided. If the 38 employee states that he/she intends to return, and then fails to return, for 37 reasons other than (1) the 39 continuation of a serious health condition of the employee or a 38 covered family member or (2) 40 circumstances beyond the employee’s control (certification 39 required within 30 days of failure to 41 return for either reason), the employee must promptly 40 reimburse the Board for the cost of insurance 42 provided by the Board during the leave. If 41 the employee fails to do so, the Board may take action 43 to recover the premiums paid.

Failure to Return. At the start of any FMLA leave, the employee must state whether 34 he/she intends they intend to 15 return at the end of the leave. If the employee does not intend to return, 35 the employee will be deemed 16 to have resigned voluntarily, and no FMLA benefits will be 36 provided. If the employee states that he/she intends they 17 intend 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 19 employee’s control (certification 39 required within 30 thirty (30) days of failure to return for either reason), 20 the employee must promptly 40 reimburse the Board for the cost of insurance provided by the Board 21 during the leave. If 41 the employee fails to do so, the Board may take action to recover the premiums paid.premiums

Failure to Return. At the start of any FMLA leave, the employee must state whether 34 43 he/she intends to return at the end of the leave. If the employee does not intend to return, 35 44 the employee will be deemed to have resigned voluntarily, and no FMLA benefits will be 36 45 provided. If the employee states that he/she intends to return, and then fails to return, for 37 46 reasons other than 1) the continuation of a serious health condition of the employee or a 38 1 covered family member or 2) circumstances beyond the employee’s control (certification 39 2 required within 30 days of failure to return for either reason), the employee must promptly 40 3 reimburse the Board for the cost of insurance provided by the Board during the leave. If 41 4 the employee fails to do so, the Board may take action to recover the premiums paid.

Failure to Return. At the start of any FMLA leave, the employee must state whether 34 he/she intends they 14 intend to return at the end of the leave. If the employee does not intend to return, 35 the 15 employee will be deemed to have resigned voluntarily, and no FMLA benefits will be 36 provided. 16 If the employee states that he/she intends they intend to return, and then fails to return, for 37 reasons other 17 than 1) the continuation of a serious health condition of the employee or a 38 covered family 18 member or 2) circumstances beyond the employee’s control (certification 39 required within 30 19 days of failure to return for either reason), the employee must promptly 40 reimburse the Board 20 for the cost of insurance provided by the Board during the leave. If 41 the employee fails to do 21 so, the Board may take action to recover the premiums paid.