Bereavement Leave Policy HR 26-001 

Policy Title: Bereavement Leave Policy 

Policy Number: HR 26-001 

Effective Date: 2/27/26 

Last Revised/Approved Date: 2/27/26 

Approved By: President 

Responsible Office/Unit: Human Resources 

Public / Private: Public  

1. Purpose 

The purpose of this policy is to clarify and codify the provisions for Life University employees the necessary time away from work to grieve, attend funeral or memorial services, and manage personal affairs following the death of a family member. This policy provides equitable, consistent support for all employees during times of loss, including recognition of spouses and domestic partners as defined by University standards. 

2. Scope 

This policy applies to all full-time and part-time employees of Life University who have completed the University’s introductory employment period. It applies regardless of position, department, or employment classification. 

3. Policy Statement 

Life University provides paid bereavement leave to employees experiencing the loss of an eligible family member. Employees may take time off without penalty to grieve, make arrangements, and attend services 

4. Definitions 

Domestic Partner: 
An individual who meets Life University’s criteria for domestic partnership, defined as cohabitating. 

Immediate Family Member: 
A spouse, domestic partner, child, parent, stepchildren or sibling as defined above. 

Extended Family Member: 
Grandparents, grandchildren, parents-in-law, children-in-law, or siblings-in-law. 

5. Procedures 

1. Employee Notification: 
   Employees must notify their direct supervisor as soon as reasonably possible when bereavement leave is needed. 

2. Leave Request Submission: 
   Employees should submit a leave request in the HRIS system indicating the relationship to the deceased. 

3. Supervisor Review: 
   Supervisors review and approve bereavement leave and notify Human Resources of any concerns. 

4. Documentation (If Requested): 
   HR may request reasonable documentation (e.g., obituary, funeral program). 

5. Additional Leave Requests: 
   Employees seeking additional unpaid days must submit a written request to their supervisor, who will consult HR for approval. 

6. Bereavement leave is granted as follows: 

A. Immediate Family Members (Up to 5 Paid Days) 

1. Bereavement leave of up to five (5) consecutive paid workdays is provided for the death of an immediate family member, including: 

2. Employee’s spouse 

3. Employee’s domestic partner (as defined in Life University’s Domestic Partner Policy) 

4. Employee’s children (biological, adopted, foster, step, legal guardianship) 

5. Employee’s parents (biological, adoptive, foster, step, legal guardian) 

6. Employee’s siblings (biological, adoptive, foster, step) 

B. Extended Family Members (Up to 3 Paid Days) 

1. Bereavement leave of up to three (3) consecutive paid workdays is provided for the death of: 

2. Grandparents or grandchildren 

3. Parents-in-law 

4. Children-in-law 

5. Siblings-in-law 

C. Additional Unpaid Leave 

1. Employees needing additional time may request unpaid leave. Approval will be determined by the supervisor in consultation with Human Resources. 

2. Employees must notify their supervisor as soon as practicable when bereavement leave is needed. 

7. Related Policies and References 

• Life University Employee Handbook 

• Domestic Partner Policy 

• Leave of Absence Policy 

• HRIS Leave Request Procedures 

8. Review Cycle 

This policy will be reviewed annually, or more frequently if needed, by the Human Resources Department and the Policy Review Committee.