Tag: Policies

Managing Bereavement Leave Policies in the Workplace There are few issues more fraught with emotion and complexity for employers than bereavement leave. Many employers provide bereavement leave through defined policies providing a few days. However, rarely can the grief and effects of the death of a loved one be kept within such a short time frame. Employers face other issues, such as the fact that many employees may take a significant amount of leave leading up to death to provide support. This could leave employers struggling to find others to fill in for the employee long before the bereavement leave even begins. Many employers are also concerned with the possibility of employees abusing bereavement leave policies and misreporting deaths. Though finding a way to balance these issues with the need to give employees time to grieve can be difficult, here are some factors to consider when designing an effective policy. Defined Bereavement Leave For many employers, local and state law may specify a set number of days that must be set aside for bereavement leave. Even in cases where the law does not specifically demand it, many employers may choose to create such a policy. These policies will often address one factor if employees must present proof of bereavement. This often may be an obituary or some other form of legal notice. Generally, this proof will not be a death certificate which most bereaved will not have access to. Many employers’ policies may also reject social media notices as it may be difficult to judge their authenticity. However, in many cases, proof may not provide sufficient value to justify the intrusiveness of the request, and it is important to judge whether or not it is really necessary. The Family and Medical Leave Act Though the FMLA does not provide for bereavement leave, it may still significantly impact an employer’s policies. First of all, in the time leading up to an employee’s close family member’s passing, including a parent, spouse, or child, the FMLA would provide time off. After the passing, it also may provide leave if the employee suffers any mental conditions resulting from the passing as well. In many cases, employees may use this leave in addition to that provided by an employer’s policies. Unlimited Paid-Time Off One option that can offer considerable flexibility and is growing increasingly popular as a leave solution for employers is unlimited paid time off (PTO). Despite the name, this does not mean that there are no limits on the leave, and as these policies have become more common, an increasing number of employees terminated for chronic absences or inability to complete work have used these policies as a defense. As a result, it is critical when creating such a policy to ensure a sufficient policy for assessment and monitoring of its use is in place as well. Regardless, these policies can be a benefit for employees to take leave to grieve when they feel it is necessary without a specific cap. How to Put It Together The fact is that time to grieve is critical for an employee to get back to work with a clear head. There are few firm guidelines to follow but establishing a policy is critical for helping both the employer and employee reduce pressure if and when the time comes for it to be used. Pre-employ makes background checks easy and reliable. Speak with a compliance expert today. Source

Tag: Policies

Managing Bereavement Leave Policies in the Workplace

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