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    Title:

    Bereavement Leave

    Publication date:

    4/2/2021

    Effective date:

    4/2/2021

    BRIEF

    Policy Summary

    Lawrence Berkeley National Laboratory (Berkeley Lab) recognizes the importance of family and the difficulties an employee faces following the death of a family member or another person close to the employee. Berkeley Lab provides time off for this purpose.

    Who Should Read This Policy

    This policy applies to eligible non-represented employees. Represented employees should consult their collective bargaining agreement (CBA).

    To Read the Full Policy, Go To:

    The POLICY tab on this wiki page

    Contact Information

    For more information, employees may contact their division's Human Resources (HR) Center.

    Feedback on HR policies or procedures is welcomed. Send comments to [email protected].

    Title:

    Bereavement Leave

    Publication date:

    4/2/2021

    Effective date:

    4/2/2021

    POLICY

    A. Purpose

    Lawrence Berkeley National Laboratory (Berkeley Lab) recognizes the importance of family and the difficulties an employee faces following the death of a family member or another person close to the employee. Berkeley Lab provides time off for this purpose.

    B. Persons Affected

    This policy applies to eligible non-represented employees. Represented employees should consult their collective bargaining agreement (CBA).

    C. Exceptions

    Requests that exceed what is allowed under current policy or that are not expressly addressed by current policy are considered exceptions to policy. A request for an exception to policy requires, at a minimum, the approval of the Chief Human Resources Officer (CHRO).

    D. Policy Statement

    1. Eligibility for Bereavement Leave
      1. Employees eligible to accrue sick leave may use a portion of their accrued sick leave for paid bereavement leave, in accordance with the Sick Leave policy.
      2. Employees not eligible to accrue sick leave may request an unpaid personal leave of absence for bereavement purposes.
    2. Use of Bereavement Leave
      1. Death of a Family or Household Member. In the event of the death of an employee's family member or of a person residing in the employee's home, the employee may take up to 10 days of accrued sick leave per incident.
      2. Death of Any Other Person. In the event of the death of an individual who is not an employee's family or household member, the employee may take up to five days of accrued sick leave in a calendar year.
    3. Additional Leave. If an employee requires more than the time allowed for bereavement leave, the employee may request an unpaid personal leave of absence or may use any accrued vacation leave.

    E. Roles and Responsibilities

    Role

    Responsibility

    Chief Human Resources Officer (CHRO)

    Has the functional responsibility for this policy.

    Employees

    Must adhere to the provisions of this policy, including requesting bereavement leave in advance of the event, when foreseeable.

    HR Division

    Must advise management and employees on how to comply with this policy.

    LETS Timekeepers

    Must follow procedures in support of this policy.

    Manager and Supervisor

    Must adhere to the provisions of this policy, including approving requests for this type of leave in accordance with policy.

    Payroll

    Must develop procedures in support of this policy.

    F. Definitions/Acronyms

    Term

    Definition

    Domestic Partner

    The individual designated as an employee's domestic partner under one of the following methods:

    • Registration of the partnership with the state of California.
    • Establishment of a same-sex legal union, other than marriage, formed in another jurisdiction that is substantially equivalent to a state of California-registered domestic partnership.
    • Filing of a Declaration of Domestic Partnership form with the University of California.

    If an individual has not been designated as an employee's domestic partner by any of the above methods, the following criteria are applicable in defining domestic partner:

    • The individual is the employee's sole domestic partner in a long-term, committed relationship with the intention to remain so indefinitely; and
    • Neither individual is legally married to someone else or a partner in another domestic partnership; and
    • The individuals are not related by blood to a degree of closeness that would prohibit legal marriage in the state of California; and
    • Each individual is 18 years of age or older and capable of consenting to the relationship; and
    • The individuals share a common residence and are financially interdependent.
    Family Member

    Except for purposes of Family and Medical Leave, an employee's spouse, domestic partner, children (including children of the employee's domestic partner), parents, siblings, grandparents, and grandchildren. Step-relatives, in-laws, and relatives by adoption are included on the same basis as the above-listed blood relatives. If an employee was raised by persons other than their biological parents, these individuals also are included in this category. Likewise, if an employee is raising a child who is not their biological child, that child is included in this category.

    G. Recordkeeping Requirements

    Role

    Responsibility

    Office of the Chief Financial Officer (OCFO)

    Must maintain a complete and accurate record of sick leave accrued and used by eligible employees, including each employee's current available sick leave balance and accrual rate. Maintains a complete and accurate record of bereavement-leave usage by eligible employees.
    Non-exempt employees. Berkeley Lab will record Bereavement Leave used by non-exempt employees to the nearest quarter hour.
    Exempt employees. Berkeley Lab will record Bereavement Leave used by employees in half-day increments or in increments of not less than that portion of the day during which an employee on less than full-time pay status is normally scheduled to work.

    H. Implementing Documents

    None

    I. Contact Information

    For more information, employees may contact their division's Human Resources (HR) Center.
    Feedback on HR policies or procedures is welcomed. Send comments to [email protected].

    J. Revision History

    Date

    Revision

    By whom

    Revision Description

    Section(s) affected

    Change Type

    2/7/2012

    1

    M. Bello

    Reformatted for wiki-RPM. Revised policy: bereavement leave may be paid or unpaid and is available to all employees, increased usage of bereavement leave from 5 to up to 10 days for each family member.

    All

    Major + 30 Days

    3/12/2020

    1.1

    W. Crosson

    Updated links to LBNL and UC policies. Updated to clarify eligible employee classifications.

    All

    Editorial

    4/2/2021

    2

    W. Crosson

    • Revised to align with UC policy, including removal of section on submittal of evidence for bereavement leave
    • Removed text related to the Sick Leave policy and added link instead
    • Removed definition for Child and added definition for Family Member
    • Removed outdated documents in Implementing Documents section

    All

    Minor

    DOCUMENT INFORMATION

    Title:

    Bereavement Leave

    Document number

    02.07.004.000

    Revision number

    2

    Publication date:

    4/2/2021

    Effective date:

    4/2/2021

    Next review date:

    4/2/2024

    Policy Area:

    Leaves of Absence

    RPM Section (home)

    Human Resources

    RPM Section (cross-reference)

    Section 2.09(D)(6)

    Functional Division

    Human Resources

    Prior reference information (optional)


    Source Requirements Documents

    • DOE Contract DE-AC02-05CH11231, Sec. J, App. A, Advance Understandings on Human Resources
    • University of California Personnel Policies for Staff Members (PPSM) 2.21, Absence from Work

    Implementing Documents

    None

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