icon
Home icon

Home

Jobs icon

Jobs

Reviews icon

Reviews

Network icon

Network

Resources icon

Resources

|For Employers icon

For Employers

logo
about
careers
FAQs
privacy policyterms & conditionsfor employers
112k
20k
icon
© 2022 Fairygodboss. All rights reserved.
My ProfileMy MessagesMy NetworkMy SettingsGroupsEventsMy PostsLog Out
Mystery Woman
Tell us more for better jobs, advice
and connections
YOUR GROUPS
Discover and join groups with like-minded women who share your interests, profession, and lifestyle.
COMPANIES YOU FOLLOW
Get alerted when there are new employee reviews.
YOUR JOB ALERTS
Get notified when new jobs are posted.
Your post is published!
Anonymous
04/25/19 at 9:11PM UTC
in
Management

Employee dealing with grief

One of my employees recently lost her 7 year old child. This is so terrible already, but our company policy is only 3 days of bereavement, and we don't have any additional resources we provide other than a hotline. I have no idea how companies expect employees to come back to work and function after this. I want to give her the space and flexibility to grieve and not feel the pressure of performing at work, but unfortunately her job requires her to be at her desk. How do I support her without breaking policies?

Share

Join the conversation...
Paula R. Joseph
star-svg
1.03k
Source/Manage/Coach/Scale High Performance Teams
04/25/19 at 11:16PM UTC
This is a tough situation. Your compassion trying to find resources for her is commendable. My info is about three years old, but at that time within the US there was no Federal Law requiring companies to provide bereavement leave, paid for or not. Most did, but not required. So it's been left up to the states and sometimes cities to define their own guidelines. Last I checked San Francisco and Washington DC had instituted very employee compassionate laws for this. If you don't have access to an employment law expert or HR assistance, I'd suggest spending some time on Google for the specific state involved and try "employment law" or "bereavement law". That should at least give you a starting point. Also check if the Federally mandated FMLA policies (Family Medical Leave Act of up to 12 weeks off, but unpaid) would apply in this case. Note: I'm not an employment law attorney or in HR, so please proceed with the knowledge that you'll likely need to pull in some outside help to be able to support this employee. >>Thank you for caring<<

You're invited.

See what women are sharing on Fairygodboss.
What's new today
wand-button
Personalize your jobs
Get recommendations for recent and relevant jobs.
Employer Reviews
Navy Federal Credit Union
3.8
The maternity leave is unreal! Navy Federal now offers 16...
UKG
4.7
UKG is very diverse and everyone has ample career...
Recent Content
How Embracing Challenges Leads to a Dynamic Journey With Multiple Careers
Considering a Career Change? Use This 3 Step Guide to Make Sure You're Ready
Advancing Quickly and Always Learning: Exploring My 6 Years of Growth at 1 Supportive Company
icon
© 2022 Fairygodboss. All rights reserved.
  • about
  • careers
  • FAQs
  • privacy policy
  • terms & conditions
112k
20k