bereavement leave policy
6th February 2009 by admin No Comments. bereavement leave policy:
“Bereavement Leave Policy: A Matter of Employer-Employee Correspondence”
A bereavement leave is a benefit granted to employees in the event of a death of his or her loved one, to be able to handle matters related to grieving and recovering from this traumatic event.
A bereavement leave policy sets restrictions and conditions surrounding an employee’s right to time off work for bereavement.
Although there is no particular Federal law that binds employers to put on such policy, most employers voluntarily provide a bereavement leave benefit for their employees.
Typically, a bereavement leave policy may grant an employee up to three or five days off work, with or without pay. If for instance an employee needed extended time, some employers may allow their employees to use their accrued leave e.g. sick, annual, or maternity leave, upon request.
Generally, a bereavement leave only accounts for the death of an ‘immediate’ family, i.e. the employee’s spouse, parents, children, siblings, and sometimes includes parents-in-law. In some instances however, a bereavement leave may be granted due to the death of someone who is not covered by the categories listed, but still depends on employer’s policies.
Bereavement leave policies are by and large discretionary and not covered by federal laws. It is always important that an employee make an effort to be aware of the company’s policies; likewise, it as important that the employers let their employees know about their benefits and basic rights.
Losing a loved one is one of the most traumatic events that could happen in a person’s life. Adopting a bereavement leave policy that provides for one of the basic rights of an employee is a responsibility that an employer should take. In return, it is the duty of an employee to abide by the policies.
A policy binds employers and employees together highlighting the values of trust and responsibility for both parties.
In the end, a bereavement leave policy is not a matter of rule of law; it is just a matter of employer-employee correspondence.
