1. Policy Statement
Family Promise of Puget Sound (FPOPS) understands that the death of a loved one is a difficult and sensitive time. This policy outlines the provision of paid bereavement leave to eligible employees to provide them with time to grieve, attend funeral services, and manage personal affairs. We aim to support our employees with compassion and understanding during these challenging circumstances.
2. Purpose
The purpose of this policy is to:
* Provide employees with necessary time off to mourn the loss of a close family member.
* Define eligibility for bereavement leave and the amount of time granted.
* Establish clear procedures for requesting and approving bereavement leave.
* Ensure consistent and fair application of bereavement leave benefits.
3. Scope
This policy applies to all paid employees of Family Promise of Puget Sound, including full-time and part-time employees.
4. Guiding Principles
* Compassion and Support: Offer empathetic support to employees experiencing the loss of a family member.
* Respect: Acknowledge the personal nature of grief and provide time for mourning.
* Fairness and Consistency: Apply bereavement leave benefits equitably across all eligible employees.
* Operational Needs: Balance employee needs with the operational requirements of FPOPS, while prioritizing support during difficult times.
5. Definitions
* Immediate Family: For the purposes of this policy, “immediate family” is defined as spouse, a partner in a civil union, domestic partner, child (including stepchild), parent (including stepparent), grandparent, grandchild, sibling, mother-in-law, father-in-law, brother-in-law, sister-in-law, son-in-law, or daughter-in-law.
* Other Relative: Any relative not included in the “immediate family” definition.
* Paid Leave: Time off from work for which the employee receives their regular pay.
6. Policy Guidelines and Procedures
6.1. Bereavement Leave Entitlement
* Immediate Family: If an employee suffers a death in their immediate family, they will be permitted to take a period of paid leave, not to exceed three (3) days.
* Distant Travel: If the death of an immediate family member requires travel to a distant location (as determined by the CEO), an extra day of paid leave (for a total of up to four days) may be granted.
* Other Relatives: Paid bereavement leave for the death of another relative (not defined as immediate family) shall not exceed one (1) working day.
6.2. Requesting Bereavement Leave
* Written Request: A paid absence for bereavement must be requested in writing by the employee. The request should be submitted to the employee’s immediate supervisor as soon as practicable, ideally prior to the absence or immediately upon return.
* CEO Approval: All bereavement leave requests must be approved by the CEO. The supervisor will forward the written request to the CEO for final approval.
* Documentation: FPOPS may request reasonable documentation (e.g., obituary, funeral program) to verify the need for bereavement leave.
6.3. Coordination with Other Leave
* Bereavement leave is separate from Paid Time Off (PTO) and will not be deducted from an employee’s accrued PTO balance.
* If additional time off is needed beyond the bereavement leave provided by this policy, employees may request to use their accrued PTO, subject to the Paid Time Off Policy (FPPS-PTO-001) and supervisor approval, or request an unpaid leave of absence.
7. Responsibilities
* Employees: Responsible for notifying their supervisor promptly of the need for bereavement leave and submitting a written request for approval.
* Supervisors: Responsible for receiving bereavement leave requests, forwarding them to the CEO, and ensuring proper communication with the employee.
* CEO: Responsible for reviewing and approving all bereavement leave requests and ensuring consistent application of this policy.
8. Policy Review and Revision
This policy will be reviewed annually by the CEO and Board of Directors, or more frequently as needed, to ensure its continued effectiveness, relevance, and alignment with organizational needs and best practices. Any revisions will be communicated to all relevant personnel.