In order to protect employees from the loss of normal wages due to a death in the family, the Company will provide to all regular, full-time employees (working 30 hours or more per week) time off from work with pay when time off is needed according to the following schedule
1. Immediate family* – Up to two (2) days
* Immediate family includes mother, father, sister, brother, son, daughter, spouse, mother-in-law, father-in-law, grandmother and grandfather.
**Immediate family also includes miscarriage. Both parents are eligible. Leave will be administered according to and run concurrently with (to the extent permitted by law) state paid leave and bereavement laws as well as state and federal FMLA.
2. Relative not in Immediate family – one (1) day.
3. Non-relative – time off during the workday to attend local funeral.
4. Additional time off without pay may be requested to the Division Head. The request will be honored based on the circumstances of the situation.
5. For employees working 40 hours per week, a day of pay will be calculated by multiplying the employee’s hourly wage times eight (8).
6. For employees working at least 30 hours but less than 40 hours per week, a day of pay will be calculated by multiplying the employee’s hourly wage times six (6).
7. For non-exempt employees, a day’s pay will be calculated by dividing the annual wage by 52 and then dividing that weekly wage by five.
8. Exempt salaried employees will receive their normal salary for the week.
9. Hours credited for funeral leave shall not be considered for purposes of computing overtime pay.
10. The intent of this policy is to compensate the employee for time actually lost during a regularly scheduled workday. This, therefore, excludes payment for Saturday and/or Sunday as applicable, and other non-scheduled time such as holidays, vacations, layoffs and leaves of absences of any kind.
11. The employee’s supervisor should be notified as soon as practical, normally at least 2 days I advance absent unusual circumstances.
12. Leave requests must be approved by the employee’s supervisor and Division Head and must be forwarded to the payroll department.