1. 31511233/0412 © Business & Legal Reports, Inc. BLR’s Human Resources Training Presentations Bereavement and the Workplace

2. 31511233/0412 © Business & Legal Reports, Inc. Goals Understand and effectively communicate the organization’s bereavement policy Recognize the need to handle bereavement issues sensitively and consistently Be able to help bereaved employees when they return to work Know what to do when an employee dies

3. 31511233/0412 © Business & Legal Reports, Inc. Understanding and Communicating the Policy Policy Scope of authority Training

4. 31511233/0412 © Business & Legal Reports, Inc. Be Sensitive and Consistent Recognize the impact on future relationships Use tact and sensitivity Express your sympathy Explain the bereavement policy Be consistent and fair

5. 31511233/0412 © Business & Legal Reports, Inc. Case Study: The Death of a Relative Employee’s cousin dies Supervisor allows 3 days’ leave with pay Another employee’s aunt dies Supervisor allows only 1 day with pay Second employee complains to management

6. 31511233/0412 © Business & Legal Reports, Inc. Case Study: Comment Be consistent Base decisions on company policy Ask for guidance with difficult cases

7. 31511233/0412 © Business & Legal Reports, Inc. Communication Issues Communicate the news to co-workers Choose an appropriate expression of sympathy Send a department representative to the funeral Maintain contact with the employee

8. 31511233/0412 © Business & Legal Reports, Inc. Relationship of Deceased to Employee Immediate family Extended family Friends and neighbors

9. 31511233/0412 © Business & Legal Reports, Inc. Bereavement Leave Eligibility Length of leave Paid leave Computation of pay Extension of leave Verification of absence

10. 31511233/0412 © Business & Legal Reports, Inc. When an Employee Returns to Work Inability to concentrate Forgetfulness Fatigue Difficulty making decisions

11. 31511233/0412 © Business & Legal Reports, Inc. When an Employee Returns to Work (cont.) Highly emotional state Depression Frustration and irritability Excessive worry

12. 31511233/0412 © Business & Legal Reports, Inc. How to Help a Bereaved Employee Cope Be patient and understanding Talk and listen to bereaved employees Modify tasks or responsibilities temporarily Allow some flexibility in hours and time off

13. 31511233/0412 © Business & Legal Reports, Inc. What NOT to Do Avoid talking about the person who died Saying “I know how you feel” Comparing one loss to another Clichés and false reassurance Offering advice unless requested Expectations or judgments

14. 31511233/0412 © Business & Legal Reports, Inc. Grief Management EAP Outside referrals Community resources

15. 31511233/0412 © Business & Legal Reports, Inc. Role-Playing Exercise: Death of Child Be patient and understanding Talk to the employee about loss Discuss performance issues Develop a strategy for coping

16. 31511233/0412 © Business & Legal Reports, Inc. When an Employee Dies Communicate the news to co-workers Express your sympathy to the family Assist family with benefits

17. 31511233/0412 © Business & Legal Reports, Inc. When an Employee Dies (cont.) Return personal belongings Handle co-workers’ requests to attend funeral Choose an appropriate remembrance

18. 31511233/0412 © Business & Legal Reports, Inc. When an Employee Dies on the Job Legal issues Media relations Notice of death Safety and health issues Review of emergency procedures Cooperation with investigators (OSHA and insurance)

19. 31511233/0412 © Business & Legal Reports, Inc. Helping Co-Workers Deal with Loss Talk about the employee and the loss Allow employees to express their grief Offer your support Encourage counseling for those who need it

20. 31511233/0412 © Business & Legal Reports, Inc. Case Study: Death of a Co-Worker Long-time employee dies Death by heart attack occurs on the job CPR administered by employees fails Many workers deeply upset

21. 31511233/0412 © Business & Legal Reports, Inc. Case Study: Comment Talk about the loss Encourage employees to express their grief Be prepared for an unsettled period Keep the boss posted on developments Offer support Refer employees to a grief counselor

22. 31511233/0412 © Business & Legal Reports, Inc. Bereavement and The Workplace Checklist Know the provisions of the company’s bereavement policy Apply the policy fairly and consistently Deal with employee bereavement tactfully and sensitively Promptly acknowledge employee bereavement and express your sympathy Explain the bereavement policy to employees and answer their questions

23. 31511233/0412 © Business & Legal Reports, Inc. Bereavement and The Workplace Checklist (cont.) Communicate the news of an employee bereavement promptly to co-workers Know how to help bereaved employees when they come back to work Know what not to do Know what to do when an employee dies Know how to help employees cope with the death of a co-worker

24. 31511233/0412 © Business & Legal Reports, Inc. Goals Understand and effectively communicate the organization’s bereavement policy Recognize the need to handle bereavement issues sensitively and consistently Be able to help bereaved employees when they return to work Know what to do when an employee dies

25. 31511233/0412 © Business & Legal Reports, Inc. Summary Employee bereavement is an issue all supervisors must deal with from time to time Be sure to handle these situations sensitively and consistently Know the organization’s bereavement policy and base your decisions on its provisions Do all you can to help employees cope with loss and grief so that they can return to normal performance as soon as possible

26. 31511233/0412 © Business & Legal Reports, Inc. Quiz 1.All employees are eligible for bereavement leave. True or False 2.Standard bereavement leave for death of an immediate family member is _____ days. 3.Bereavement leave is ___________ (paid/unpaid). 4.Verification of absence is ____________ (required/not required). 5. Bereavement leave may be extended up to _______ days, depending on the circumstances.

27. 31511233/0412 © Business & Legal Reports, Inc. Quiz (cont.) 6.When an employee dies on the job, any legal or media inquiries should be referred to HR or the company’s general counsel. True or False 7.It helps to tell a bereaved employee, “I know how you feel.”True or False 8.Identify three problems grieving employees may experience when they return to work following bereavement leave.

28. 31511233/0412 © Business & Legal Reports, Inc. Quiz (cont.) 9.Appropriate expressions of sympathy for an employee’s loss might include a card, flowers, or a donation to a designated charity. True or False 10.Identify three ways you can help grieving employees cope.

29. 31511233/0412 © Business & Legal Reports, Inc. Quiz Answers 1.[Insert appropriate answer. For example, are part- timers and probationary employees eligible for paid leave?] 2.[Insert appropriate answer.] 3.[Insert appropriate answer.] 4.[Insert appropriate answer.] 5. [Insert appropriate answer.]

30. 31511233/0412 © Business & Legal Reports, Inc. Quiz Answers (cont.) 6.True. Never respond to legal or media inquiries yourself. Always refer them to the appropriate authority. 7.False. Nobody really knows how somebody else feels. Instead, express sympathy and understanding by saying something like, “This must be a very difficult time for you. Is there anything I can do to help?”

31. 31511233/0412 © Business & Legal Reports, Inc. Quiz Answers (cont.) 8.Grieving employees may experience inability to concentrate, forgetfulness, fatigue, difficulty making decisions, highly emotional state, depression, frustration and irritability, and excessive worry. 9.True. You might also wish to attend the funeral yourself or send a department representative.

32. 31511233/0412 © Business & Legal Reports, Inc. Quiz Answers (cont.) 10.You can help grieving employees cope by being patient and understanding, talking and listening to them, modifying tasks or responsibilities temporarily, allowing some flexibility in hours and time off if possible and necessary, and encouraging employees who are having unusual difficulty coping to seek grief counseling.