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Helping Employees Cope with Helping Employees Cope with the Death of a Co-Worker or the Death of a Co-Worker or Close Family MemberClose Family Member
Sandra Ray, CIRSUnited Way of Greater Houston
And
Toni Gutierrez, M.Ed, CIRS, CRS, CIRS-AConcho Valley Council of Governments
ObjectivesObjectivesPlanning in advance for the death of
an employee or a co-worker (agency policies/procedures)
Examining the situation. Is the death expected or imminent? Is it an unexpected event?
Coping with the supervisor’s grief while assisting employees with the grieving process
Managing the day-to-day work after the death of an employee.
Transitioning to the new “normal” and moving to the next steps in the program/agency.
Unimaginable Unimaginable CircumstancesCircumstancesCo-worker deaths can have
significant impact on workplaceCan affect productivity of
workplaceDynamics of workplace can change
dramatically“People who work together can
become like extended family, and when they suffer a loss, friends and co-workers grieve.” (www.michigan.gov)
Policies/ProceduresPolicies/ProceduresMany organizations do not have
policies relating to death of employees.
Consider issues such as:◦What is supervisor’s role?◦What role does Human Resources play?◦Who can be informed and at what
point? (includes family, emergency contacts, employees at different levels of agency)
Nature of DeathNature of DeathTerminal illness
◦May allow time for employees to process and have closure
◦ConsiderUnexpected Death
◦May invoke especially strong emotions
◦Contact employees who are away from office
Provide private grieving space
Daily OperationsDaily OperationsWhat were the employees job duties?
◦ Redistribute job duties◦ Promote someone to assume these duties◦ Rehire position
Make decisions about workspace. ◦ Length of time deceased employee’s
workspace may be empty◦ Consider rearranging office space if
possible
Workspace IssuesWorkspace IssuesIt can be awkward to sort through a
deceased employee’s personal effects.The supervisor and one other person
(possibly an HR representative) should be present when sorting through these items.
Catalogue items as you sortReturn to the designated family
member – if items will be shipped, get proof of delivery.
Working with the FamilyWorking with the FamilyFamily members may want to
visit the office. Establish boundaries or time
frames for these visits.Be prepared for the emotions of
the families.
Working With the FamilyWorking With the FamilyHR department needs to be primary contact
for benefit issues.Agencies without HR departments may
delegate these issues to the immediate supervisor.
Determine answers to questions like scope of benefits, beneficiaries, and any final pay issues before meeting with the family. ◦ Accrued sick/vacation leave payout◦ Employees without a will◦ Notification of insurance company/copy of death
certificate
Grieving in the WorkplaceGrieving in the WorkplaceDesignate one person to handle
emails/phone calls regarding donations, flowers, gifts for family, etc.
If the memorial services or funeral take place during work hours, staff persons may want to attend. Have a back-up plan for operations during this time.
Consider holding a separate memorial service for the workplace.
Memorial ServicesMemorial ServicesLet employees help planKeep program neutral to honor
religious/spiritual needs of all employees
Allow enough time for everyone to say good-bye
If memorial service isn’t possible, consider a short retreat from office to process emotions
Grief Counseling for Grief Counseling for EmployeesEmployeesSome issues are best handled by
professionalsGroup grief sessions with a
trained therapist may helpIf organization has an Employee
Assistance Program, stress its benefit to employees to let them grieve individually.
Supervisors Grieve TooSupervisors Grieve TooSupervisors face unique situation.Seen as person who is strong and will
lead the agency into “new normal,” yet need time to grieve.◦ Is it ok to cry in front of your staff?◦ Employees should see active grieving, yet
continued productivityConsider personal sessions with grief
counselor or EAP
Moving ForwardMoving ForwardSupport informal rituals if possible
◦Donations to charity◦Dedicate tree or library book to
deceasedNew employees are not
replacements for the deceasedReturn to productive work in a
respectful way that honors deceased’s memory
When a Co-Worker When a Co-Worker Experiences a LossExperiences a LossCards, flowers, handwritten notes Co-workers may be able to
donate vacation days for additional time off
Consider ways to help short-term◦Donate gift cards for meals◦Offer to provide childcare for respite◦Provide housekeeping or yard work
When a Co-Worker When a Co-Worker Experiences a LossExperiences a LossGrieving is a long-term processAmount of leave time available to
employees will not give them time to fully grieve before returning to work
Be sensitive to moments when employee may seem overwhelmed
Be available. EAP options
Questions?Questions?Sandra Ray, CIRS
United Way of Greater Houston713-685-2469
Toni Gutierrez, M.Ed, CIRS, CRS, CIRS-AConcho Valley Council of Governments
