Common use of Return to Employment from Unpaid Leave Clause in Contracts

Return to Employment from Unpaid Leave. Upon completion of leave, the employee may be guaranteed to return to the same position or to another position for which he/she is qualified. Non- acceptance of such a position shall terminate the Board’s obligation to rehire. Furthermore, it is the employee’s responsibility to notify the Human Resources Office in writing of the employee’s intentions for the upcoming school year no later than May 30 of each year. Non-submission of a letter of the employee’s intentions will be an admission of his/her resignation from the District.

Return to Employment from Unpaid Leave. Upon completion of leave, the employee may be guaranteed to return to the same position or to another position for which he/she is qualified. Non- Non-acceptance of such a position shall terminate the Board’s obligation to rehire. Furthermore, it is the employee’s responsibility to notify the Human Resources Office in writing of the employee’s intentions for the upcoming school year no later than May 30 of each year. Non-Non- submission of a letter of the employee’s intentions will be an admission of his/her resignation from the Districtdistrict.

Return to Employment from Unpaid Leave. ‌ Upon completion of leave, the employee may be guaranteed to return to the same position or to another position for which he/she is qualified. Non- acceptance of such a position shall terminate the Board’s obligation to rehire. Furthermore, it is the employee’s responsibility to notify the Human Resources Office in writing of the employee’s intentions for the upcoming school year no later than May 30 of each year. Non-submission of a letter of the employee’s intentions will be an admission of his/her resignation from the District.

Return to Employment from Unpaid Leave. Upon completion of leave, the employee may be guaranteed to return to the same position or to another position for which he/she is qualified. Non- acceptance of such a position shall terminate the Board’s obligation to rehire. Furthermore, it is the employee’s responsibility to notify the Human Resources Office in writing of the employee’s intentions for the upcoming school year no later than May 30 of each year. Non-submission of a letter of the employee’s intentions will be an admission of his/her resignation from the Districtdistrict.

Return to Employment from Unpaid Leave. Upon completion of leave, the employee may be guaranteed to return to the same position or to another position for which he/she is qualified. Non- Non-acceptance of such a position shall terminate the Board’s obligation to rehire. Furthermore, it is the employee’s responsibility to notify the Human Resources Office in writing of the employee’s intentions for the upcoming school year no later than May 30 of each year. Non-submission of a letter of the employee’s intentions will be an admission of his/her resignation from the Districtdistrict.