TAP No. 19: Bereavement 


This policy applies to regular full-time non-faculty employees.


The purpose of this policy is to explain the circumstances under which paid time off will be provided for eligible employees when death occurs in their immediate and extended families.

I. Overview

The University provides time off with pay to employees when a death occurs in their immediate family which is defined as spouse, parents, son, daughter, brother, sister, mother-in-law, father-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law, grandchild or grandparent. Such leave is available in the event the employee or his/her spouse suffers a miscarriage.  Other family members are not covered by this policy.

II. Administrative/Professional Employees

Employees are paid for absence of reasonable duration, as approved by their department head.

III. Support Employees - Non-union

Employees are paid for absence up to a maximum of four days, as approved by their department head. The intent is to ensure the employee has paid time off through the day of the funeral.

IV. Support Employees - Union

Employees are paid for absence, due to a death in the immediate family, as provided in labor agreements.

V. Miscellaneous

  1. If out-of-state travel is involved and more than four days off is required, additional time off may be approved by an individual's department head, and it will be the employee's responsibility to verify the circumstances which make extra time necessary. If payment for the additional time is requested, it will be charged to accrued vacation time or sick leave (if any) in that order. If the additional time is approved and no vacation or sick time is available, it will be ‘time without pay.'
  2. If bereavement time occurs when the University is closed (weekends, holidays, holy days, etc.) or when an individual is scheduled off (vacation, etc.), no equivalent time will be granted.

VI. Related Information

VII. Violations

Violations of this policy will be reviewed on a case-by-case basis and are subject to formal disciplinary action up to and including termination of employment.

VIII. History

Date of most recent revision: August 2018.

IX. Ownership of Policy

Office of Human Resources