A full time employee may receive up to five (5) days of paid bereavement leave for each occurrence of death of a tier 1 family member requiring the employee’s absence from work. Tier 1 is defined as a spouse, parent, child, step-child, sibling, grandparent, or grandchild. Child means a biological, adopted, or foster child, or a child for whom the individual stands or stood in loco parentis.
A full time employee may use up to three (3) days of unpaid bereavement leave for each occurrence of death of a tier 2 family member requiring the employee’s absence from work. Tier 2 is defined as a son-in-law, daughter-in-law, mother-in-law, father-in-law, brother-in-law, or sister-in-law.
Proof of death, travel, and employee’s relationship to the deceased will be required.
Bereavement “days” are granted in the number of equivalent hours that an employee is scheduled to work within a calendar week. Bereavement leave must be used within the two calendar weeks following the death event.
Tier 1 bereavement leave is compensated. Tier 2 bereavement leave is NOT compensated. Paid personal leave benefits run concurrent with bereavement leave. Sick leave benefits run concurrent with bereavement leave only if the employee requests sick leave usage utilization. Unpaid part-time benefits run concurrent with bereavement leave.
Given that the need for bereavement leave can seldom be anticipated, employees should follow the following guidelines when the need for bereavement leave arises:
Bereavement leave should be recorded as sick leave on the employee’s monthly leave chart, with the words “bereavement leave” recorded in the associated notes. Approved bereavement leave will not be charged against the employee’s annual sick leave but must be noted on the leave chart to indicate agreement between the employee and the Library that the employee did not physically work during the hours/days indicated.
Leave charts are to be signed by both the employee and the employee’s supervisor. Only original and properly signed copies of leave charts will be processed. By signing the leave sheet, the employee and the employee’s supervisor are agreeing that the leave time reported accurately reflects the leave time used by the employee during the previous month. When discrepancies occur between the employee’s leave sheet and the Director’s records, the employee and/or the employee’s supervisor will be contacted via e-mail in order to obtain an explanation for the discrepancy.
After all discrepancies have been resolved, the Director will update the employee’s annual leave chart and e-mail a copy to the employee or employee’s supervisor. Any questions regarding the employee’s annual leave chart should be sent to the Director via e-mail.
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