Lawrence Berkeley National Laboratory masthead LBNL Home A-Z Index U.S. Department of Energy logo Phone Book Jobs Search

RPM

REQUIREMENTS AND POLICIES MANUAL

Search the RPM
 
Home

Bereavement Leave Policy

Title:

Bereavement Leave Policy

Publication date:

2/7/2012

Effective date:

2/7/2012

BRIEF

Policy Summary

Berkeley Lab recognizes the importance of family and the difficulties employees face following the death of a family member or another person close to the employee. The Laboratory provides time off for this purpose.

Who Should Read This Policy

  • This policy applies to all employee classifications: Career, Term, Postdoctoral Fellow, Limited, Visiting Researcher, Faculty, Rehired Retiree, Graduate Student Research Assistant (GSRA), and Student Assistant.
  • This policy applies to nonrepresented employees. Employees who are represented by an exclusive bargaining agent should refer to 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 hrpolicies@lbl.gov.

Title:

Bereavement Leave Policy

Publication date:

2/7/2012

Effective date:

2/7/2012

POLICY

A. Purpose

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

B. Persons Affected

  • This policy applies to all employee classifications: Career, Term, Postdoctoral Fellow, Limited, Visiting Researcher, Faculty, Rehired Retiree, Graduate Student Research Assistant (GSRA), and Student Assistant.
  • This policy applies to nonrepresented employees. Employees who are represented by an exclusive bargaining agent should refer to their collective bargaining agreement (CBA).

C. Exceptions

Requests for bereavement leave 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 minimum, the approval of the Chief Human Resources Officer (CHRO).

D. Policy Statement

  1. Eligibility for Bereavement Leave: All employees are eligible to take paid or unpaid bereavement leave. Employees eligible to accrue sick leave may use a portion of their accrued sick leave for paid bereavement leave.
  2. Use of Bereavement Leave

    If you need time away from work…

    You may be eligible to use the following amount of sick leave or unpaid leave:

    For the death of a family member (spouse, domestic partner, parent, child, sibling, grandparent, grandchild, in-law, or step-relative in the same relationship) or person residing in your household

    Up to 10 days for each family member or person residing in the household

    For the death of an individual who is not a family member or person residing in your household

    In total, up to five days in a calendar year

    1. If an employee requires more than the time allowed for bereavement leave, he/she may request an unpaid personal leave of absence or may use any accrued vacation leave.
    2. An employee may not use accrued sick leave for bereavement leave:
      1. As a personal day off. Employees must use accrued vacation for a personal day off.
      2. After his/her effective date of separation, retirement, or layoff
      3. In excess of his/her scheduled hours of work (e.g., an employee scheduled to work six hours a day would not take eight hours of bereavement leave a day) up to a maximum of eight hours per day and 40 hours per week, including extended workweek situations
      4. During work deferment or leave without pay
      5. On an intermittent basis for purposes of eligibility for holiday pay and employer-paid contributions toward benefits. However, if the employee is taking Family and Medical Leave Act (FMLA) leave on an intermittent or reduced-schedule basis, refer to the applicable policies (Family Care and Medical Leave, Pregnancy Disability Leave, Parental Bonding Leave) for further details.
  3. Evidence of the Need for Bereavement Leave: An employee may be required to submit satisfactory proof of the bereavement.
  4. Return to Work
    1. An employee is expected to return to work no later than the next regularly scheduled workday after the bereavement leave has ended.
    2. An employee who unexpectedly cannot return to work on the next regularly scheduled workday after the bereavement leave has ended must notify his/her supervisor soon as possible to explain the reason for the absence.
    3. Failure to return to work after the bereavement leave has ended without supervisory approval is considered an unauthorized absence. Five consecutive workdays of unauthorized absence constitutes job abandonment and may lead to disciplinary action up to and including termination from employment. See the Unauthorized Absences and Job Abandonment Policy.
  5. Misuse of Leave
    1. Misrepresenting reasons for requesting time off, including but not limited to misrepresentations that could lead to concerns of conflict of interest and/or fraud, may result in disciplinary action, suspension without pay, and/or termination from employment.
    2. Employees on an approved leave of absence for which a medical certification is required may jeopardize their right to leave benefits and or their continued employment by engaging in activities incompatible with the medical certification submitted in support of the 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 Department

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

Child

  • A biological, adopted, step-, or foster child of the employee or a legal ward of the employee or
  • A person for whom the employee stands in loco parentis, meaning "in place of the parent," for whom the employee has day-to-day caretaking or financial responsibilities
  • A person under 18 or incapable of self-care due to a mental or physical disability

    NOTE: For purposes of this policy, a child of an employee or domestic partner can be over the age of 18.

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

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 leave used by non-exempt employees to the nearest quarter hour.

Exempt employees. Berkeley Lab will record 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. The foregoing does not apply when an employee is using accrued sick leave while taking Family and Medical Leave Act (FMLA) leave on an intermittent or reduced-schedule basis. Refer to the applicable policies (Family Care and Medical Leave, Pregnancy Disability Leave, Parental Bonding Leave) for further details.

H. Implementing Documents

Audience

Document Number

Document Title

Type

All Laboratory Staff

UBEN250

UC Declaration of Domestic Partnership

Form

Manager and Supervisor

02.07.004.002

Manager and Supervisor Responsibilities under the Bereavement Leave Policy

Process

Managers and Supervisors

02.86.001.001

Supervisor Responsibilities at Berkeley Lab (BLI0117) (mandatory for new supervisors)

Training

Managers and Supervisors

02.86.001.002

Supervisor Scenario Workshop – HR Issues (BLI0122) (mandatory for new supervisors)

Training

For HR Staff

02.07.004.001

Understanding the Bereavement Leave Policy Presentation

Training

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 hrpolicies@lbl.gov.

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

DOCUMENT INFORMATION

Title:

Bereavement Leave

Document number

02.07.004.000

Revision number

1

Publication date:

2/7/2012

Effective date:

2/7/2012

Next review date:

2/7/2015

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

  • California Domestic Partner Rights and Responsibilities Act
  • DOE Contract DE-AC02-05CH11231, Mod No. M046, 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

Audience

Document Number

Document Title

Type

All Laboratory Staff

UBEN250

UC Declaration of Domestic Partnership

Form

Manager and Supervisor

02.07.004.002

Manager and Supervisor Responsibilities under the Bereavement Leave Policy

Process

Managers and Supervisors

02.86.001.001

Supervisor Responsibilities at Berkeley Lab (BLI0117) (mandatory for new supervisors)

Training

Managers and Supervisors

02.86.001.002

Supervisor Scenario Workshop – HR Issues (BLI0122) (mandatory for new supervisors)

Training

For HR Staff

02.07.004.001

Understanding the Bereavement Leave Policy Presentation

Training

  • No labels

Adaptavist ThemeBuilder EngineAtlassian Confluence