BEREAVEMENT POLICY Clause Samples

A Bereavement Policy clause defines the rights and procedures for employees to take leave following the death of a close family member or loved one. Typically, it specifies the amount of paid or unpaid leave allowed, eligibility criteria, and any documentation required to support the leave request. This clause ensures that employees have clear guidance and support during times of personal loss, while also helping employers manage staffing and maintain workplace consistency.
BEREAVEMENT POLICY. In the event of a death of either an immediate family member or a person who was a close non-family member to a regular, full-time employee: 1. The employee shall be granted bereavement leave of absence with pay and without loss of Paid Time Off (PTO) benefits for up to a maximum of three (3) regularly scheduled days within a two (2) week period; 2. The employee shall be allowed to use an additional two (2) days (PTO) or vacation allowance or, if the employee has no remaining PTO or vacation allowance, the employee may take an unpaid leave of absence for such two (2) additional days; and 3. The employee may request additional bereavement leave from management, which shall be approved by the District if it determines such leave is operationally feasible. The employee must use PTO, vacation, holiday, or unpaid time for such additional approved leave. For purposes of the Bereavement Policy,
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BEREAVEMENT POLICY. An employee shall receive bereavement leave of twenty-four (24) hours for an incident requiring one way travel of less than 500 miles, or forty (40) hours for an incident requiring more than 500 miles of one way travel, due to the death of his or her parent, stepparent, step-siblings, mother-in -law, father-in-law, spouse, registered domestic partner, child, stepchild, adopted child, grand-child, grandparent, sister, brother, sister-in-law, brother-in-law, aunt, uncle, niece, nephew, grandfather-in-law, grandmother-in-law, son-in-law, daughter-in-law, or the death of any person residing in the immediate household of the employee at the time of death. Travel distances shall be computed using the mileage calculator on the Rand ▇▇▇▇▇▇▇ website (▇▇▇.▇▇▇▇▇▇▇▇▇▇▇.▇▇▇), using the employee's residence as the starting point and the site of the memorial or funeral as the end point. Bereavement leave is not subject to accrual and the leave allowed pursuant to this provision must be used for any single incident of bereavement within seven (7) days of the time the employee first takes bereavement leave for said incident unless, upon advance request to do so, the County Administrative Officer approves an extension of the seven- day period. Such bereavement leave is separate and shall not be credited against other forms of leave. Bereavement leave shall be used by the employee before he/she makes use of accrued sick time for purposes of the bereavement leave provision of Section 1504 of the Lake County Personnel Rules.
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BEREAVEMENT POLICY. SBFA Members will be granted reasonable bereavement time off without the loss of pay, as follows: When a death occurs in an employees’ immediate family (as defined in Section 11.4.1), a shift employee will be allowed up to two (2) shifts with pay for the emergency. A day shift employee will be allowed up to five (5) work days with pay for the emergency. The Fire Chief shall have discretion to grant or deny the written request of a shift employee for up to two (2) additional shifts of paid bereavement leave for the death of an immediate family member. When a death occurs in an employee’s extended family, (as defined in Section 11.4.1), day shift employees will be allowed four (4) days of paid bereavement leave and shift employees will be allowed two (2) shifts of paid bereavement leave.
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BEREAVEMENT POLICY. An employee shall receive bereavement leave of twenty-four (24) hours for an incident requiring one way travel of less than 500 miles, or forty
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BEREAVEMENT POLICY. In the event of a death of either an immediate family member or a person who was a close non- family member to a regular, full-time employee: 1. The employee shall be granted bereavement leave of absence with pay and without loss of Paid Time Off (PTO) benefits for up to a maximum of three (3) regularly scheduled days within a two (2) week period. 2. The employee shall be allowed to use an additional two (2) days PTO if the employee has no remaining PTO, they may take an unpaid leave of absence for the two (2) additional days; and 3. The employee may request additional bereavement leave from administration, which shall be approved by the District if it determines such leave is operationally feasible. The employee must use PTO or unpaid time for such additional approved leave. For purposes of the Bereavement Policy,
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BEREAVEMENT POLICY. ‌ (1) calendar week for the death of a member’s immediate family as set forth below:
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BEREAVEMENT POLICY. In the event of death of an immediate family member, employees may be granted three days of leave. Immediate family include a spouse or significant other, civil union partner, children, parent, stepchild, sibling, grandparents, daughter-in-law, son-in-law, grandchildren, niece, nephew, uncle, aunt, or any person related by blood or marriage residing in an employee’s household. If the funeral is more than 100 miles outside the State of New Jersey, the employee may be granted up to five days bereavement leave, subject to the approval from the Business Administrator. 73 Benefit Period Calendar Year Calendar Year Calendar Year Calendar Year Calendar Year Individual None $500 None $100 None None $1,500 None $1,500 Family None Two deductibles per family None Two deductibles perfamily None None $3,000 None $3,000 Coinsurance 100% 60% 100% 80% 100% 100% 80% 100% 100% Individual $4,000 $500 $2,500 $2,500 $4,500 $400 $2,000 Family $8,000 $1,000 $5,000 $5,000 $9,000 $800 $4,000 Benefit Period and LifetimeMaximum Unlimited Unlimited Unlimited Unlimited Unlimited Primary Care Physician Selection Required Not Required Not Required Not Required Not Required Primary Care Office Visit 100% after $0 copay 60% after deductible 100% after $10 copay 80% after deductible 100% after $20 copay 100% after $5 copay 100% after $20 copay 100% after $5 copay 100% after $10 copay Specialist Office Visit 100% after $0 copay 60% after deductible 100% after $10 copay 80% after deductible 100% after $40 copayA referral is not required to visit a specialist. 100% after $15 copay 100% after $30 copay 100% after $5 copay 100% after $10 copay A referral is required to visit a specialist. A referral is not required to visit a specialist. A referral is not required to visit a specialist. A referral is not required to visit a specialist. Maternity Visits 100% 60% after deductible 100% after $10 copay Copay applies to 1st visit only 80% after deductible 100% after $40 copayCopay applies to 1st visit onlyDependent children are ineligible for Maternity/Obstetrical Benefits 100% 80% after deductible 100% after $5 copay Copay applies to 1st visit only Dependent children are eligible for Maternity/Obstetrical Benefits 100% after $10 copay Copay applies to 1st visit only Dependent children are eligible for Maternity/Obstetrical Benefits Allergy Testing and Treatment 100% 60% after deductible 100% 80% after deductible 100% 100% Office settingCopay only applies to Office visit if billed100% Outpatient Fac...
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BEREAVEMENT POLICY. Students experiencing a death in the family should contact the Department of Academic & Student Support Services in order to request a Standard Bereavement Leave or a Bereavement Leave of Absence: Upon approval from the Department of Academic & Student Support Services, the student is allowed 14 consecutive days of excused absence. Dates are specified by the student. The student would still be required to complete all course requirements. Note: International students must file a Travel Request Form with the International Student Office if they are leaving the country. Should a student feel s/he needs more time than the allotted 14 consecutive days, students may withdraw from the trimester in which the death occurs. In consultation with the Department Chair and academic advisor, students may: ● Drop currently enrolled courses without any notation on the academic record, if within ITU’s add/drop period; ● Withdraw with a W notation from currently enrolled courses, if prior to the Withdrawal deadline; or ● Receive an incomplete (INC) grade for currently enrolled courses and have the opportunity to complete any missed exams and/or assignments in the following trimester in which they return. In the instance that the instructor is not available to teach in the following term, the student’s Department Chair may assign another instructor to assist the student in finishing the course. Further extensions beyond the following trimester may be granted under special circumstances. Once a Standard Bereavement Leave or Bereavement Leave of Absence has been received and approved: ● The Department of Academic & Student Services will notify the student’s academic advisor who will communicate with the Department Chair, instructors for currently enrolled courses, and any other relevant offices to facilitate the leave. ● Instructors will be advised that excused absences and extensions should be granted to the student for the time of allowed leave. Typical Bereavement Leave is reserved for deaths within the student’s immediate family, but students may petition for the right to implement the Bereavement Policy in the event that a death occurs outside their immediate family.Immediate family is defined as: Spouse, Grandmother, Grandfather, Mother, Father, Sister, Brother, Child, Stepmother, Stepfather, Stepsister, Stepbrother, or Stepchild. ITU reserves the right to request documentation, such as an obituary, verifying the death. The Information and Call Center is an essential par...
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BEREAVEMENT POLICY. Adjunct faculty members shall be allowed four (4) days of paid leave to be taken within one (1) calendar week for the death of a member’s immediate family as set forth below:
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Related to BEREAVEMENT POLICY

  • Harassment Policy The Employer agrees to provide and promote a harassment free working environment. It is understood and agreed, that the exercising of normal Management rights shall not be considered as job harassment.

  • EMPLOYMENT POLICY 5.01 The Union and the Employer will cooperate in maintaining a desirable and competent labour force. The Employer will notify the Union of manpower requirements giving as much prior notice as possible. The Union will provide a list of manpower available. The Employer at its discretion may hire employees so listed or from other sources. 5.02 The Employer has the right to hire new employees as needed, provided that no new employee(s) will be hired while there are qualified, available employees who are laid off due to lack of work. An employee hired for a specific project outside the free travel zone shall be deemed as a local hire and will not be entitled to paid travel time or related expenses while working on that project. 5.03 To assist in the efficient placement of appropriately skilled members it is agreed that the Employer will inform the Union Office of members who are laid off and when employees are hired whether from the Union list or from another source. Laid off members are also required to notify the Union of their status. 5.04 New employees shall serve a probationary period of ninety (90) calendar days (3 months). During the probationary period, the Employer may terminate a probationary employee at its sole discretion provided it is not motivated by bad faith. Probationary employees are covered by the Agreement, excepting those provisions which specifically exclude such employees. During probation, all terms and conditions of the Collective Agreement apply amended as follows: a. A probationary employee who is a licensed journeyman may be paid one dollar and fifty cents ($1.50) less than the journeyman rate during the probation unless the parties agree otherwise or where the employee is hired through the Union’s Employment Assistance Service. b. Probationary apprentices shall be paid a percentage of the journeyman probationary rate during probation unless the parties agree otherwise or where the employee is hired through the Union’s Employment Assistance Service. 5.05 The Employer may contract out electrical work provided it does not result in the layoff of electricians in the bargaining unit.

  • Travel Policy Section 1. Travel allowances and reimbursements, including meal, lodging and transportation expenses, shall be as provided in the Department of Administrative Services, Oregon Accounting Manual Travel Policy (OAM #40.10.00.PO). However, Section .105 of the policy shall read as follows: Personal telephone calls to immediate family members or significant others to confirm the traveler’s well being while on travel status are allowed. Employees shall be reimbursed for one (1) phone call home on the first day of travel and every other day for a five (5) to ten (10) minute call. When authorized by the Agency, employees will be provided access to State phone cards or State phone card numbers. When State phone cards are not available or the employee does not charge the call to his/her hotel room, employees shall provide receipts. Personal telephone bills reflecting the eligible calls made during travel status can serve as a receipt. The Employer shall give the Union at least thirty (30) days advance notice of any proposed changes to this policy. Such changes which involve a mandatory subject of bargaining shall be subject to negotiation if requested by the Union.

  • Payment Policy All Meal Plan charges are billed to the student’s OPUS account each semester. Meal plan costs for the Fall Semester are submitted to the Student Financial Services during August; Spring Semester meal plan costs are submitted during December. The Meal Plan contract remains in effect for the entire academic year and cancellation is not permitted. Departure from Emory: Unspent ▇▇▇▇▇▇ Dollars will be credited back to the student’s OPUS account for all meal plans. Adjustments for the meals portion of meal plans is based on the duration or total weeks enrolled on the meal plan, not the actual meal plan usage. The credit for the meals portion of all meal plans will be calculated by first subtracting the value of the ▇▇▇▇▇▇ Dollars originally included in the meal plan from the original cost of the meal plan to determine the value of the meals portion of the meal plan. Next, the value of the meals portion of the meal plan will be credited back to the student’s account based on the Adjustment Schedule. No credit will be issued after the tenth week of each semester. No credit will be issued to students suspended or dismissed for disciplinary reasons. If a student’s academic status changes, the student is responsible for notifying Campus Dining in ▇▇▇ ▇▇▇▇ at ▇▇▇-▇▇▇-▇▇▇▇ or email ▇▇▇▇▇▇@▇▇▇▇▇.▇▇▇. This policy shall be subject to amendment by the University during the term of this agreement without notice.