Often employers forget that employees are people too. It sounds funny, I know, but when you are an asset and resource of a business you are needed to perform a role that adds value to the organization in the delivery of products or services The reality that you are also a mother, father, son, daughter, sibling, loved one, or cherished friend can be lost in the day to day rat race in the business world.
This week I want to focus on the topic of bereavement leave, and why both employer and employee should consider this a benefit when implemented and in practice at your place of work. Under federal law through the Department of Labor, there is no legal obligation for an employer to provide any paid time off for a funeral or death in the family. Most employees do not realize this and because it is common practice in most organizations, have some level of expectation to be paid when they have a loss in the family. In reality, an employer who provides paid time off is offering a benefit to the employee and it is at their discretion. (Note: Some states now require employers to provide paid sick leave; speak to your employer or human resource professional to learn more about this at your place of work.)
From an employer’s perspective, there is a dual benefit in providing this paid benefit to their employees. First, the employer demonstrates they value the employee and care about their personal needs with regards to family and loves ones. Having a bereavement leave policy in place and communicated to all staff is a way to demonstrate this care and it reduces stress on the employee when a loss happens. They already know what to expect and what is available to them from their employer. This can enhance loyalty and trust with leadership.
The second benefit is productivity. The time away from work can create an added level of stress and burden on the employee, negatively impacting their job performance. The knowledge that the employer provides them time to take care of personal matters can mitigate some of this stress and burden, and allow their focus to be on remaining productive when they return to work.
When an employee has a loss, they will be going through an emotional and often traumatic time in their life. Interaction with other employees, job performance, attentiveness, and other deficiencies in performing their job may be experienced during those times. It is critical to recognize these events and the impact on the employee, and provide the necessary tools, resources, and support to aid the employee in being successful.
This does not mean lowering your performance standards or expectations, or letting an employee perform their work without any accountability. Doing so will expose the employer to employee relations issues including claims of unfair practices or lack of consistent enforcement of policies and procedures. If you do provide a bereavement leave to employees, paid or unpaid, be consistent with the execution of the policy for this benefit. Establish clear guidelines, expectations, responsibilities, and eligibility criteria for using the benefit.
It is common and a best practice to provide more time off for immediate family members as compared to extended family or relatives. Even less common is to provide any paid time off for a friend. Balance the requirements of the business with the needs of the employee, and establish appropriate definitions of what circumstances warrant what amount of leave for the employee. It is also common to request some level of verification that the loss occurred. I do not recommend requesting a death certificate or proof of attending a funeral, generally an obituary or service announcement is appropriate. In my career, however, there have been individuals that took advantage of this type of benefit, so be fair and consistent, but also watch out for anyone attempting to abuse the policy. One example was the employee who lost the same grandmother four times, each time with a new supervisor in his department. If you suspect abuse, be sure to discuss with the employee and follow the guidelines of your policies.
At the end of the day, people spend more time at work than at home and with their loved ones. Establishing a bereavement policy, whether as a paid benefit or unpaid time off, provides a level of humanity in the workplace and can be of tremendous value to the employee facing the loss of a loved one. Take care.
** The opinions expressed are those of the author and do not necessarily reflect those of the ownership or management of Chadds Ford Live. We welcome opposing viewpoints. Readers may comment in the comments section or they may submit a Letter to the Editor to: editor@chaddsfordlive.com
About Warren Cook
Warren is the President and co-founder of SymbianceHR and provides strategic oversight for service delivery, business operations, and technical guidance on consulting engagements. He is a human resources subject matter expert with over 25 years of experience as a strategic human resources business partner, project manager, and people leader across private and public sectors organizations. Warren is responsible for the strategic planning of all client consulting engagements from initial needs assessment and compliance review through delivery of customized strategic solutions that meet the client’s business goals. He has a proven track record of providing executive coaching and guidance to business leaders and human resource professionals at all levels including the C-Suite of Fortune 100 companies. Warren is also the Chief Talent Officer and cofounder of SymbianceHiRe, a Symbiance company dedicated to providing direct placement talent acquisition services and temporary and contract staffing solutions to the business community. Warren holds a B.S. in Human Resource Management, an MBA in Project Management, and a M.S. in Industrial and Organizational Psychology. Warren is the author of “Applicant Interview Preparation – Practical Coaching for Today.”
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