The researcher states that it is paramount that the company’s bereavement policy complies with the labor/employment standards in British Columbia, Manitoba, Saskatchewan, and Yukon. The policy should give a definite definition of what constitutes a family member or close relative. Some states have laws that define family members as relatives and guardians while others consider even close friends like family. It should state when a bereavement leave should start and end. The explanation would involve pointing out the period. Will it cover the mourning period or just the time needed to finish the funeral arrangements? Finally, it is necessary to identify the type of employees who are qualified for bereavement leave. The laws in the four states. Some states like Manitoba have laws that insist that a worker should have been with the employer for a minimum of 30 days to qualify for a bereavement leave (Saint). Yukon has laws that are a bit different because it does not allow for a minimum period of work for an employee to qualify for bereavement leave. I will suggest some advice that will help in coming up with a policy that will fit all our employees. First, a paid leave will show the employees that the company cares about them. It would motivate them to give their best for the company. Therefore, I would recommend 3 days paid leave for all employees. The employees can have a chance to take a leave of up to 7 days. Second, I would recommend defining family as anyone who is
very close. The loss of family or a close friend can be traumatizing. Third, I would recommend the company to provide no minimum period required an employee to qualify for a bereavement leave.