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

31511233/0412 © Business & Legal Reports, Inc.

BLR’s Human Resources Training Presentations

Bereavement and the Workplace


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


Understanding and Communicating the Policy

Policy Scope of authority Training


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


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


Case Study: Comment

Be consistent Base decisions on company policy Ask for guidance with difficult cases


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


Relationship of Deceased to Employee

Immediate family Extended family Friends and neighbors


Bereavement Leave

Eligibility Length of leave Paid leave Computation of pay Extension of leave Verification of absence


When an Employee Returns to Work

Inability to concentrate

Forgetfulness Fatigue Difficulty

making decisions


When an Employee Returns to Work (cont.)

Highly emotional state Depression Frustration

and irritability Excessive worry


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


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


Grief Management

EAP Outside referrals Community resources


Role-Playing Exercise: Death of Child

Be patient and understanding Talk to the employee about loss Discuss performance issues Develop a strategy for coping


When an Employee Dies

Communicate the news to co-workers

Express your sympathy to the family

Assist family with benefits


When an Employee Dies (cont.)

Return personal belongings

Handle co-workers’ requests to attend funeral

Choose an appropriate remembrance


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)


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


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


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


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


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


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


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


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.


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.


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.


Quiz Answers

1. [Insert appropriate answer. For example, are part-timers and probationary employees eligible for paid leave?]

2. [Insert appropriate answer.]





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?”



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.



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.

Documents

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