COMPANY COMPASSION: HOW TO HELP EMPLOYEES THROUGH GRIEF AND GRIEVANCE

Developing company bereavement leave policies and benefits

Right now, it is more important than ever that we look out for each other and that includes our employees. Grief is something that will affect everyone at some point. How your business supports employees who are dealing with loss is vital for their well-being. It can also affect the overall morale of your entire team and the health of your company.

Do you have a grievance policy? Have you thought about implementing one but don’t know how to go about it? Do you provide paid bereavement leave? If so, how long should it be?

Here is a guide to making compassion a company mandate.

What is bereavement leave?

It might be helpful to start by clarifying bereavement leave as a specific benefit.

Bereavement, or compassionate leave, allows employees to take time off work after the loss of a loved one such as an immediate family member or someone in their household.

What the law says about bereavement leave

Before forming a policy, you should understand the laws in your state. Oregon is currently the only state that requires companies with more than 25 employees to provide paid bereavement leave.

Some employers in other states also have bereavement leave policies, either by choice or because there is a precedent for providing it.

Whether you feel obligated to provide leave because of the law or precedent, or because you think it’s the compassionate thing to do, you should be prepared to implement it according to company policies.

Who is eligible for bereavement leave?

Unless directed by law, determining who is eligible for bereavement leave is largely up to you. You can provide it to only full-time employees or include part-time, contract and freelance employees. 

As a baseline, most policies require employees to have been with the company for at least 30 days before they are eligible for this benefit.

Who qualifies as an immediate family member?

Most policies extend leave to an employee who loses someone in his or her immediate family. What constitutes immediate family is often subject to interpretation, but may include:

• Spouse
• Children/stepchildren
• Grandchildren/step-grandchildren
• Parents/stepparents)
• Siblings/stepbrothers/sisters
• Grandparents
• Aunts or uncles
• In-laws (including mother/father-in-law or sister/brother-in-law)
• Nieces or nephews

In some cases, the person who died is not a blood relative but might still be considered extended family or loco parentis. You can decide to include them under this benefit. The benefit could also apply to employees in same-sex marriages or who have domestic partners. Always be aware of the law in your state, so your policies don’t discriminate based on sexual orientation.

You can also decide to include other people, such as close friends and even pets. For many, their fur-babies are members of the family.

How much time off should be provided?

Again, this is generally up to your discretion. Remember, only Oregon has a state law regarding bereavement leave. The law also gives guidelines on how much time is allowed.

The time off might depend on the nature of the relationship. For instance, five days after the loss of immediate family (child, spouse, sibling, mother/father-in-law) is typical. Three days leave is typical for extended family members (aunt/uncle, grandparents, brother/sister-in-law, daughter/son-in-law).

If necessary, you can grant additional time if the employee needs to go out-of-town for funeral services.

What if an employee needs extended time off?

Losing a loved one is not something that people can come to terms with in a few days. Sometimes people need grief counseling or develop health-related issues. If an employee is an executor of a will/estate or a trustee, he or she may have to handle significant legal and financial matters.

In these cases, three to five days off might not be enough. There are two ways to handle extended leave.

Personal unpaid time off

You can grant a 30-day leave of absence upon request. If the employee doesn’t have that much personal time saved up, the leave can be unpaid. Employees must meet certain conditions to qualify, so ensure that you have clear policies in place to address these situations.

At the end of the 30 days, the employee can return to the company at the same or a similar level job, which affords comparable pay, benefits, and work duties.

Family and Medical Leave Act

The Family and Medical Leave Act (FMLA) is a Federal law that allows employees to take up to 12 weeks of unpaid leave while keeping their jobs. Mandated group health coverage is also included. While the law is often used for maternity leave, it can be applied to other circumstances. To qualify, employees must meet the FMLA guidelines. 

Making compassion a company policy

Everyone experiences loss. As a business owner, your priority should always be taking care of your employees’ needs. These guidelines can help you refine or develop new bereavement leave policies, so your team members feel protected and supported.

StaffLink Outsourcing can help you develop comprehensive benefits and policies regarding paid/unpaid leave for any reason. We can also help you set up an employee assistance plan to further support employees who are dealing with the loss of a loved one.

StaffLink Outsourcing has been in business for 25 years, and we have the lowest attrition in the industry. We are devoted to our clients and deliver white glove customer service. Call 954.423.8262 for a quote, and follow us on Facebook and LinkedIn for more information and resources relating to your HR needs.