In the final installment in this series, let us review one of the three forms that are needed when putting together a postvention bereavement policy: The first is a suicide-loss survivor bereavement leave policy statements. Let’s take a closer look below.
[Company name] cares about our employees. After the deaths of immediate family members, there are funeral arrangements and family obligations. Immediate family members are generally considered the employee’s spouse, domestic partner, sibling, parent/stepparent, children, stepchildren, grandchildren, father/mother-in-law, sister/brother-in-law, daughter/son-in-law, and grandparent.
We expect employees to take bereavement leave, an allowance of [number] paid days off. Employees may use up [number] days accumulated paid time off and/or request up to [number] days of unpaid personal leave. Employees may request an unpaid extension of bereavement leave, which management may grant, in its sole discretion. If employees need to travel long distances to attend a service and/or make arrangements they may, at a department manager’s sole discretion, be granted up to (number) days of paid leave to cover time spent traveling from and returning to their residence.
Employees must inform their manager and receive authorization from their manager or HR prior to commencing bereavement leave. Employees are required to supply documentation to support their request. Suicide-loss grief reactions can make the transition back to work difficult and have support systems in place to help our employees cope with loss upon their return to work.
Postvention and grief in the workplace expert, Barbara Rubel, MA, BCETS, has been helping the EAP community for many years, presenting keynotes, workshop and trainings. Her website is http://www.griefworkcenter.com