The Great Workplace Toolbox

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Self Assessment

1. Do you limit the number of days an employee may be absent from work following the death of a friend or family member?
   
2. If yes, do you only allow specific numbers of days for certain people (i.e. spouse, children, grandparents)? How do you determine the number of days?
   
3. Do you offer any additional benefits to support employees dealing with the death of a loved one?
   
4. How much time would you need if someone close to you passes away?

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Exercise: Read and Review - "The Work, Family, and Equity Index"

Download and review the Harvard School of Public Health Project on Working Families Work, Family, and Equity Index. According to the report, the United States lags behind the rest of the world the area of funeral/bereavement leave because it doesn't have legislation that requires employers to provide paid time off for such events. Why do you think that's the case? Why do other countries around the world seem to have an edge on the United States in this area?

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Perspectives
The death of a loved one is a difficult experience for everyone. A few days away from work may be enough time for some people to deal with their emotions and other necessary obligations; however, do policies that punish individuals who need more than a few days to cope really make sense? Why, in the United States, is it widely accepted that an individual should be able to deal with the loss of loved ones (and only those who fit into a list of pre-approved people such as spouses, children, parents, other family members or occasionally close friends), handle funeral arrangements, and return to work as a productive and engaged employee in 3 days or less?

98% of NorthCoast winners offer paid bereavement leave to employees. Most do limit the number of days that employees may be absent (on average, about 4 days for most close family members); however, many also noted several "loopholes" that allow employees to take more time if needed:

• Some organizations provide a limited number of paid days but will grant additional non-paid leave as needed.
• Some organizations allow employees to use PTO time, personal days, or vacation days in addition to the bereavement leave.
• Some organizations expand their policy to include friends, extended family members, domestic partners, and even pets.
• At least one organization provides employees up to 2 weeks of paid bereavement leave for close family members.

For as creative as some of these approaches are, they also prompt yet another series of questions. Why are "loopholes" needed? Why aren't the "loopholes" the actual policy? Better yet, why have a policy at all?

5% of NorthCoast 99 winners that offer bereavement leave don't place any limits on the number of days that employees may be absent.

Will employees take advantage of a no-policy toward bereavement leave and take "inappropriate" amounts of time off? Or will they truly take the time they need to deal with the loss and come back ready to contribute and be engaged in their work? Is your organization prepared to find answers to these questions?

If, during one of the most painful and stressing periods of one's life, an employer shows little sympathy or flexibility - how motivated and engaged will that person be from that point on? On the other hand, how motivated will they be to seek opportunities with employers who are already trying to find answers to the questions discussed above and are trying to build trust and empathize with their employees who are dealing with the loss of a loved one?

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Examples

Average Maximum Number of Paid Days NorthCoast 99 Winners Allow for Bereavement Leave

	Maximum Days
Spouse	4
Child	4
Parent	4
Grandparent	3
Grandchild	3
Aunt/Uncle	1
Niece/Nephew	1
Cousin	1
Domestic Partner	2

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