Need more options? Click Here for Advanced Search!

When Death Affects the Workplace: Bereavement Leave and Handling the Death of an Employee - On-Demand

When Death Affects the Workplace: Bereavement Leave and Handling the Death of an Employee - On-Demand

Product Code: YEWA091521A

Availability: In stock

Internet Special:
Add Items to Cart

When Death Affects the Workplace: Bereavement Leave and Handling the Death of an Employee - On-Demand

Webinar now available On-Demand.

Length: 1 hour

WEBINAR SNAPSHOT: Discover how to create or update bereavement policies in the workplace and proactively get prepared to implement them at your organization.

In 2014, Oregon became the first state to pass a bereavement leave law. And now there are at least five states with some form of bereavement leave pending Governors’ signatures. Interestingly, many of the pending bereavement laws contain some portion acknowledging leave for loss of pregnancy.

While there are no federal laws requiring bereavement leave, employers are seeing the importance of offering this type of leave to workers. Approximately 94% of U.S. employers offer paid bereavement leave through a separate policy or as part of a paid time off or paid sick time plan. Paid bereavement leave can promote a productive workplace because it gives employees time to grieve and recover from their loss. It can also promote loyalty because it's a sign of your empathy and compassion in their time of need.

When creating or updating your bereavement leave policy, you'll also want to consider how to handle the death of an employee and its impact on your workplace. Whether an employee dies suddenly or succumbs to a long battle with illness, you'll want to ensure that the situation is handled with dignity and care. Employers should be educated on the right and wrong ways to communicate the news, manage the employee’s final pay and benefits, and address other important issues.

And given all that's happened with COVID-19, now might be a good time to create or update bereavement policies in the workplace. Join seasoned attorney, Kelsey Heino, for this live webinar to ensure your organization is not only prepared in advance but gets it right without a hitch!

At the conclusion of this program, participants will be able to:

  • Craft or update a bereavement policy addressing situations of loss among workers.
  • Provide clear parameters on how much time off is allowed, and under what circumstances.
  • Define the policy to identify what types of loss will be considered—close relatives, in-laws, etc.
  • Be sensitive to individual employee needs and confidentiality concerns.
  • Provide training for managers and HR to understand how to handle situations where an employee encounters tragic loss.
  • Avoid triggering legal issues that might arise.
  • Salary, wage, or paid time off issues HR should be prepared to deal with, and how to handle the employee’s final paycheck.
  • How to communicate the value employee assistance programs can bring to help the workforce cope with the death of a coworker.
  • Best practices for managing a deceased worker’s relationship with clients, customers, or suppliers.
  • What to do about company property, such as laptops, cell phones, keys, company credit cards, or uniforms after the death of an employee.
  • Tips for redistributing the deceased employee’s work and why posting an ad for his or her job immediately is generally a bad idea.

About Your Presenter

Kelsey HeinoKelsey Heino
Goosmann law

Omaha lawyer Kelsey Heino is a complex litigation attorney. She works to protect you and your company during trial navigating the complex issues of litigation to achieve your goals. Heino guides companies, individuals, high liability professionals, banks, finance companies, credit card processors, healthcare providers, and staffing agencies through commercial and employment litigation to protect their name and money. It is Heino’s priority to ensure the comfort and confidence of her clients during the stress of a complex dispute worth it.

Credit Information

Credits for this program expired on 12/31/21.