Overview/Policy Statement
It is the Firm’s policy to provide eligible employees with paid bereavement leave following the death of an immediate family member. An employee is allowed three working days per occurrence (for employees working a flexible work schedule, part time, or compressed schedule, the allotment is prorated based on their regular weekly schedule).
Employees are allowed up to four hours of bereavement leave to attend the funeral of a fellow regular employee or retiree of the company, or close employee friend provided such absence from duty would not interfere with normal operations of the company.
Immediate family members include:
* Parents
* Siblings
* Spouse**
* Children**
* Domestic partner*
* Mother/father-in-law
* Sister/brother-in-law
* Daughter/son-in-law
* Grandparent
* Grandchild
* Domestic partner’s mother, father, sister, brother, son or daughter
* Spouse’s or domestic partner’s grandparent or grandchild
* An adult who stood “in loco parentis” during an employee’s childhood
* Step-children
* Step-parents
*Domestic partner means an adult of the same or opposite sex engaged in a spouse-like relationship characterized by mutual caring and dependency.
**The Firm will extend the paid leave to five working days for the death of a child, spouse, or domestic partner.
The Firm recognizes that bereavement is a difficult life event, requiring time to grieve and fulfill family obligations. The Firm further recognizes that failure to take this time may negatively impact work and the employee’s transition back to a normal routine.
Eligibility/Scope
This policy applies to all active employees of the Firm. The policy includes legally adopted family members.
Exception: This policy does not apply to employees who are working on a temporary assignment.
Applying the policy
The Firm’s bereavement leave policy is intended to be administered in a respectful and flexible manner. The manager and the employee should agree on how much time is needed. The basis for the decision might include the employee’s relationship to the deceased, travel distance, and his or her involvement in funeral arrangements. Managers have discretion in compelling circumstances to grant additional paid bereavement leave beyond the three days. Paid time off and leave without pay are also options that may be used to extend bereavement leave beyond three or five day leave period.
If an employee leaves work early on the day he or she is notified of the death, the time is not counted as bereavement leave.
Generally, bereavement leave is taken immediately following the death. However, there may be circumstances when a manager will recognize the need for flexibility, for example, if a memorial service is scheduled at a time in the future.
An employee should notify his or her manager of the need to take bereavement leave as soon as possible.
Employees with an attendance warning or other attendance issues may be asked to provide documentation regarding their request for bereavement leave.
Managers and employees are responsible for adherence to company policy. Failure to do so may result in disciplinary action up to and including termination.