You want to be a supportive employer when an employee loses a loved one. Sometimes it can be difficult to know what’s needed. A written company bereavement policy, (also known as compassionate leave) can help. Critical elements of a good policy include:<\/p>\n\n\n\n
Who qualifies for leave? Full-time, part-time, and\/or temporary employees? The policy may also specify that employees must have been with the company for a certain period to be eligible.<\/p>\n\n\n\n
Establish a process for recording leaves with your payroll provider.<\/p>\n\n\n\n
Some states have bereavement policy regulations that you should include.<\/p>\n\n\n\n
Specify how employees should request compassionate leave. You might require them to submit a written request to their supervisor, a Human Resources representative or complete an online form.<\/p>\n\n\n\n
This is usually three or four days for the loss of an immediate family member and less time for the extended family or friends. Employees should be allowed to schedule the days off with their supervisor. Another way of showing support for a grieving employee is to offer flex time or the option to work remotely.<\/p>\n","protected":false},"excerpt":{"rendered":"
You want to be a supportive employer when an employee loses a loved one. Sometimes it can be difficult to know what’s needed. A written company bereavement policy, (also known as compassionate leave) can help. Critical elements of a good policy include: DEFINE ELIGIBILITY Who qualifies for leave? Full-time, part-time, and\/or temporary employees? The policy … <\/p>\n