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The FMLA provides eligible employees of covered employers with job-protected leave for qualifying family and medical reasons and requires continuation of their group health benefits under the same conditions as if they had not taken leave. FMLA leave may be unpaid or used at the same time as employer-provided paid leave. Employees must be restored to the same or virtually identical position when they return to work after FMLA leave.

Employees have the right to take FMLA leave all at once, or, when medically necessary, in separate blocks of time or by reducing the time they work each day or week. Intermittent or reduced schedule leave is also available for military family leave reasons. However, employees may use FMLA leave intermittently or on a reduced leave schedule for bonding with a newborn or newly placed child only if they and their employer agree.

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When spouses work for the same employer and each spouse is eligible to take FMLA leave, the FMLA limits the combined amount of leave they may take for some, but not all, FMLA-qualifying leave reasons. For more information, see Fact Sheet #28L.

As the facts around the COVID-19 outbreak continue to evolve, there has been an increased demand from consumers for travel insurance, including CFAR benefits typically sold elsewhere as part of a travel protection plan that includes travel insurance coverage. These benefits are desirable because they give travelers the opportunity to cancel their travel plans, and be reimbursed for most of their travel expenses, for any reason not already covered by their travel insurance policy, which would include a concern of being exposed to COVID-19 during a trip.

DFS also reminds Addressees that COVID-19 may be a covered peril under a travel insurance policy. Pursuant to Insurance Law 3452, trip cancellation/interruption insurance is authorized as a property-type of insurance, regardless of the underlying reason for the cancellation/interruption so long as it is fortuitous.

Note: SEVIS will automatically terminate the nonimmigrant's SEVIS record for the reason above when the CLAIMS interface indicates a denial of the change of status. If it does not, terminate the record, use the reason, and explain what happened.

Note: SEVIS will automatically terminate the nonimmigrant's SEVIS record for the reason above when the CLAIMS interface indicates a withdrawal. If it does not, terminate the record, use this reason, and explain what happened.

Note: DSOs should not need to use this reason. SEVIS should automatically terminate these records on the dependent's 21 birthday. If it does not, use this reason to terminate the record.

If the issue of insanity is raised by notice as provided in Rule 12.2 of the Federal Rules of Criminal Procedure, on motion of either party or the court, the trier of fact shall be instructed to find the defendant (1) guilty, (2) not guilty, or (3) not guilty only by reason of insanity. See 18 U.S.C. 4242(b). Section 4243 of Title 18 sets forth a procedure for automatic commitment of persons found not guilty only by reason of insanity until they can establish their entitlement to release. Persons found not guilty only by reason of insanity are automatically committed pending a hearing, which must be held within 40 days, on the person's present mental state and dangerousness. A psychiatric or psychological examination and report are required prior to the hearing. At the hearing, the burden of proof is on the committed person to prove that release would not create a substantial risk of bodily injury to, or serious damage to the property of, another person due to a present mental disease or defect. If the offense for which the defendant was tried involved bodily injury, serious property damage, or a substantial risk thereof, the defendant must sustain the burden of proof by clear and convincing evidence. With respect to any other offense, the defendant has the burden of proof by the preponderance of the evidence. The Supreme Court has reviewed a similar District of Columbia statute and upheld its constitutionality. See Jones v. United States, 463 U.S. 354 (1983).

Each card network defines hundreds of codes representing very specific reasons for dispute claims, many of which overlap across all the networks that Stripe does business with. Stripe maps each network code into one of eight categories, based on the general claim and the evidence you need to submit to effectively challenge that type of claim.

Now such a thing happiness, above all else, is held to be; for this we choose always for itself and never for the sake of something else, but honour, pleasure, reason, and every virtue we choose indeed for themselves (for if nothing resulted from them we should still choose each of them), but we choose them also for the sake of happiness, judging that by means of them we shall be happy. Happiness, on the other hand, no one chooses for the sake of these, nor, in general, for anything other than itself.

A defendant in a criminal case may enter a plea of Not Guilty by Reason of Insanity. After guilt is established by either a trial or a plea, a trial on the issue of sanity will proceed. In the trial, the burden is on the defendant to prove by a preponderance of the evidence that he or she was legally insane at time of the crime. Legal insanity requires that the person, by reason of mental disease or defect was incapable of either:

If the person is found to be sane by a court or jury, he or she will be sentenced as provided by law. If the person is found to be insane, the person will be confined in a state hospital or placed in the Contra Costa County Conditional Release Program (CONREP). The person may be confined for a length of time equal to the maximum sentence that could have been imposed for their crime. However, the person may be further confined, if the person still has a diagnosed mental disease or disorder and is a substantial danger of physical harm to others. Before confinement beyond the maximum term for the crime may be accomplished, the District Attorney must file a Petition to Extend Commitment. At this stage, the burden is on the District Attorney to prove beyond a reasonable doubt that the person still has a diagnosed mental disorder and represents a substantial danger of physical harm to others. Such extensions are for a one year period, but can potentially continue for the lifetime of the offender.

Minnesota is an employment "at will" state. An employee can quit for any reason; an employer can fire any employee for any reason as long as that reason is not illegal, such as discrimination based on race, creed, color, sex, national origin, ancestry, religion, age, disability, sexual orientation or marital status.

An employer must give a truthful reason why an employee was terminated, if requested in writing by the employee within 15 working-days of termination. The employer has 10 working-days from receipt of the request to give a truthful reason in writing for the termination.

Customer has been unexpectedly hospitalized or taken seriously ill and is incapable of delivering security. (Illness or hospitalization of customer should be of a nature that makes it impossible for client to deliver security. Condition must occur after the transaction was made. If condition existed prior to trade date, then reason may not be used.)

A change in marital status was a more common reason for moving in 2022 than in 2021 and seeking a better housing unit or neighborhood became less common reasons, according to recently released U.S. Census Bureau data.

The CPS ASEC asks respondents who lived in a different residence one year prior about their primary reason for moving. There are 20 specific reasons that fall into four general categories: housing-related; family-related; employment-related; and other (Figure 1).

As in several recent years, the most often-cited general category for moving in 2022 was housing-related reasons, accounting for 41.6% of movers. However, these reasons became less common between 2021 and 2022. Two specific housing-related reasons were prominent in driving this decline.

The marriage drop-off is also reflected in the share of people who cited marital status as a reason for moving: 6.1% in 2020, dropping to 4.8% in 2021, and rebounding to 6.0% in 2022. The 2020 and 2022 percentages are not statistically different.

While employment-related reasons were statistically the same as other reasons in 2022 (both were least-common general reasons), this was the first time since at least 2017 that moving for employment was not cited more often.

In addition to change in marital status, the share of movers citing two other specific reasons also grew between 2021 and 2022: other job-related reason (0.3% to 0.5%), and all other reasons (4.3% to 5.8%).

Despite shifts in reasons for moving and types of moves, the mover rate remained at a historic low. The 2022 mover rate was 8.7%, not statistically different from the low 8.4% rate in 2021. The number of movers also remained statistically unchanged between 2021 and 2022 (about 27.1 and 28.2 million, respectively).

In addition to general documentation requirements, requirements specific to leaver reason codes also apply. Following are the specific documentation requirements by leaver reason code. They are grouped into four major categories: graduated or received an out-of-state GED, moved to other educational setting, withdrawn by school district, and other reasons. School leavers with this LEAVER-REASON-CODE are counted as dropouts for state accountability purposes: code 98. School leavers with this LEAVER-REASON-CODE are counted as dropouts for federal accountability purposes: codes 88, 89, 98. These designations are provided for information purposes only. They are not the final or comprehensive description of the definitions used for dropout and completion processing. For more information please see the Secondary School Completion and Dropouts in Texas Public Schools. e24fc04721