✨ Don't miss out! Register for our Employee Appreciation Webinar scheduled for 29th February.🎖️
✨ Don't miss out! Register for our Employee Appreciation Webinar scheduled for 29th February.🎖️
Register now
.svg)
Glossary of Human Resources Management and Employee Benefit Terms
The role of employers in such a process are as follows:
Family bereavement refers to the experience of losing a close family member, such as a spouse, parent, child, sibling, or grandparent. It often involves a significant emotional and psychological impact on the surviving family members.
The specific family members eligible for bereavement leave can vary depending on the employer's policies and local laws. Typically, immediate family members like spouses, parents, children, and siblings are included, but some employers may extend coverage to other relatives or close relationships.
In many cases, bereavement leave is paid time off. Still, the specific compensation policies vary between employers and may depend on factors such as length of employment, employment contract terms, and local laws.
Bereavement allowance, a death or survivor's benefit, is a financial payment provided to the surviving family members or beneficiaries of a deceased individual. It may come from insurance policies, government programs, or employer benefits.
Bereavement pay refers to the compensation or salary provided to an employee during their bereavement leave. This pay is intended to support the employee financially while they take time off to mourn the loss of a loved one.
Family bereavement refers to the collective experience of grief and mourning within a family following the death of a close family member. It involves supporting one another through the emotional and practical challenges of loss.
The role of employers in such a process are as follows:
The number of days granted for bereavement leave varies depending on the employer's policies, local laws, and the relationship of the deceased to the employee. It typically ranges from one to five days.
The duration of bereavement leave is usually determined by the employer's policies, employment contract, or collective bargaining agreements. Some employers may offer additional unpaid leave or flexible working arrangements to accommodate longer periods of mourning.
Employees usually need to notify their employer or HR department about the need for bereavement leave as soon as possible. They may be required to provide documentation, such as a death certificate or obituary, to support their request.
Bereavement takes place very differently, in different context:
To include a bereavement support program, you need to do the following:
These are short surveys that can be sent frequently to check what your employees think about an issue quickly. The survey comprises fewer questions (not more than 10) to get the information quickly. These can be administered at regular intervals (monthly/weekly/quarterly).
Having periodic, hour-long meetings for an informal chat with every team member is an excellent way to get a true sense of what’s happening with them. Since it is a safe and private conversation, it helps you get better details about an issue.
eNPS (employee Net Promoter score) is one of the simplest yet effective ways to assess your employee's opinion of your company. It includes one intriguing question that gauges loyalty. An example of eNPS questions include: How likely are you to recommend our company to others? Employees respond to the eNPS survey on a scale of 1-10, where 10 denotes they are ‘highly likely’ to recommend the company and 1 signifies they are ‘highly unlikely’ to recommend it.
To set up communication for bereavement, you need to do the following:
Gathering employee feedback and assessing the effectiveness of bereavement support programs allows employers to make necessary adjustments and improvements. Continuous evaluation ensures that the support system remains responsive to employees' needs.
.svg)
.svg)
.svg)