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Summary

The University provides paid time off to eligible employees following the loss of an eligible family member, including the employee’s spouse, sponsored adult dependent, child (including stepchild and foster child), sibling, parent (including stepparent and parent-in-law), grandparents (including great-grandparents), and grandchildren.

If any part of this policy does not reflect the Collected Rules and Regulations (CRR), the provisions of the CRR will govern.

HR Policy Provisions

HR-412 policy provisions below are in accordance with CRR 340.160:

1. Purpose
   
   1. Bereavement leave is time away from work to make funeral arrangements, attend a funeral, take care of post-death needs, and grieving following the loss of an eligible family member.
   2. Eligible family member includes the employee’s spouse, sponsored adult dependent, child (including stepchild and foster child), sibling, parent (including stepparent and parent-in-law), grandparents (including great grandparents), and grandchildren.
2. Eligibility
   
   1. All benefit-eligible administrative, service, and support staff in paid status are eligible to receive pay for bereavement leave. Employees in unpaid status (e.g., unpaid FMLA) are not eligible.
   2. Employees with primary titles that are administrative, service, and support who are exempt from classification because their positions are primarily directing instructional or research activities are not subject to this policy.
3. Time Off Available
   
   1. Eligible employees may receive up to three (3) workdays during the period starting on the date of death and ending on the tenth calendar day after the funeral or memorial service.
   2. Three workdays are defined as a total of twenty-four (24) work hours. Employees working on the basis of 75 percent – 99 percent full-time equivalency will be eligible for prorated time off.
4. Compensation
   
   1. Bereavement leave is paid at 100% of the employee’s salary, including applicable shift differential if the employee is normally scheduled to work an eligible shift.
   2. If more than three days are needed or if leave is needed outside of the defined period, the employee may use, with supervisory approval, available paid time off (e.g., PTO, comp time), or leave without pay for this purpose.
5. Procedures
   
   1. Employees are responsible for timely notification and following department procedures for requesting time off.
   2. Documentation of the need for time off may be required before the approval of bereavement leave is granted.
   3. Time off for bereavement leave must be recorded in the University’s timekeeping system as part of the regular payroll processing cycle.

See Also

CRR Section 340.160: Death in Family

Date Created: 09/26/1997
Updated: 10/13/1998; 12/01/2003; 03/01/2007; 02/01/2012/ 09/01/2012; 01/01/2014; 07/01/2020; posted 12/23/2023 with an effective date 01/01/2024