Campuses:

University of Minnesota

ADMINISTRATIVE POLICY

Bereavement Leave for Faculty and Academic Professional and Administrative Employees
Responsible University Officer: Vice President for Human Resources
Policy Owner: Director, Employee Relations and Compensation
Policy Contact: See Contacts Section.

POLICY STATEMENT

The University provides to eligible faculty and academic professional and administrative (P&A) employees paid bereavement leave upon the death of an immediate or other family member or University colleague as defined in this policy. This leave is granted for purposes of:

  • Attending the funeral, services, ceremonies, and/or interment.
  • Making necessary arrangements.
  • Travel related to the death.
  • Bereavement time.

Provisions and Terms

Scope

This policy governs the provision of paid bereavement leave by the University to faculty (94xx) and academic professional and administrative (93xx; 96xx; 97xx) employees. Excluded from coverage under this policy are academic appointments that are (1) adjunct or clinical appointments from outside the University (appointment types A or U) (2) “Without Salary” appointments, and (3) graduate assistants (select 95xx) or professionals-in-training (select 95xx).

Bereavement Leave for Faculty and P&A Employees

The following chart details a faculty member’s and P&A employee’s eligibility and provisions related to the death of a family member or University colleague.

Death of an Immediate Family Member

Eligibility Criteria % time appointment Paid Bereavement Leave Provision
  • Faculty member (94xx) on an appointment term of nine months or more with appointment type of P, N, C, K, J, Z, V, T, I, or W.
  • P&A employees (93xx, 96xx, or 97xx) on an appointment term of nine months or more with an appointment type of K, J, Z, G, H, M, or L
67-100 percent
  • Granted up to three work days paid bereavement leave.
  • Up to two additional paid work days of leave may be granted at the discretion of the responsible administrator/supervisor upon consideration of the funeral location (local or long distance), cultural expectations, rituals, ceremonies, etc. and other pertinent factors.
  • Leave will normally be used during the seven-calendar-day period immediately following the death.
  Less than 67 percent
  • Granted up to one work day paid bereavement leave.
  • Bereavement leave will normally be used during the seven-calendar-day period immediately following the death.

Death of Other Family Member

Eligibility Criteria % time appointment Paid Bereavement Leave Provision
  • Faculty member (94xx) with appointment type of P, N, C, K, J, Z, V, T, I, or W.
  • P&A employees (93xx, 96xx, or 97xx) with an appointment type of K, J, Z, G, H, M, or L
Any percent time appointment
  • Granted up to one work day paid bereavement leave.
  • Leave will normally be used during the seven-calendar-day period immediately following the death.

Death of a University Colleague

Eligibility Criteria % time appointment Paid Bereavement Leave Provision
  • Faculty member (94xx) with appointment type of P, N, C, K, J, Z, V, T, I, or W.
  • P&A employees (93xx, 96xx, or 97xx) with an appointment type of K, J, Z, G, H, M, or L
Any percent time appointment
  • Granted reasonable paid (typically less than one day) bereavement leave time away from work to attend the funeral or service.
  • Leave is subject to the needs of the department as determined by the responsible administrator/supervisor and the department or administrative unit head.

Extended Absence

Absences not covered by paid bereavement leave provisions are accommodated by use of available vacation time and/or unpaid personal leave at the discretion of the responsible administrator/supervisor. To be supportive of employees who are experiencing a significant personal loss, the University strongly encourages responsible administrators/supervisors to be flexible in granting requests for additional paid (as available and appropriate) and unpaid leave time beyond the paid bereavement leave provisions.

REASON FOR POLICYRETURN TO TOP

Bereavement leave for eligible employees is offered by the University in support of faculty and academic professional and administrative employees experiencing a significant personal loss due to the death of an immediate or other family member and to provide for a consistent benefit and uniform application across the University. This policy gives further definition to the Board of Regents policy: Employee Work-Life and Personal Leaves.

Subject
Contact
Phone
Fax/Email
General Information or Procedural Assistance
  • Primary: Responsible administrator/supervisor
  • Secondary: Local campus, college, or administrative unit HR administrator
  • Other (as needed): Office of Human Resources specialist or consultant
Document Processing
  • HRMS Key Contact
  • Office of Human Resources Call Center

DEFINITIONSRETURN TO TOP

Appointment Term
The length of an appointment, in months and specific dates. For a complete listing and definitions of appointment terms, see Appointment Term Definitions (pdf).
Appointment Type
The kind or type of academic appointment. Benefits, rights, and responsibilities vary depending on the type of appointment held by an employee. For a complete listing and definitions of appointment types, see Appointment Type Definitions (pdf).
Domestic Partner
Two persons of the same or different sex who are (1) engaged in a committed relationship, and (2) not related by blood closer than permitted under Minnesota marriage laws.
Immediate Family Member
(1) The spouse or domestic partner, (2) the employee’s: (a) biological, adoptive, step, or foster child or ward; (b) parent or parental equivalent; or (c) sibling, and (3) the employee’s spouse’s or domestic partner’s: (a) biological, adoptive, step, or foster child or ward; (b) parent or parental equivalent; or (c) sibling.
Other Family Member
Sons - or daughters-in-law of the employee, spouse, or domestic partner; and grandparents, grandchildren, aunts, uncles, nieces or nephews, and first cousins of the employee.

RESPONSIBILITIESRETURN TO TOP

Unit/Department
  • Establish unit-specific guidelines and procedures for taking of paid bereavement leave.
  • Inform responsible administrators/supervisors and impacted employees of the policy and procedures.
  • Track total days of paid bereavement leave used for annual reporting to the Office of Human Resources.
Faculty Member and P&A Employee Requesting Leave
  • Inform responsible administrator/supervisor of the death of an immediate or other family member at the earliest possible time and the anticipated number of days of paid bereavement leave needed as provided under this policy.
  • Request additional paid (e.g., vacation) or unpaid (e.g., personal) leave as needed.
Responsible Administrator/Supervisor
  • Ensure that bereavement leave is documented within department records and the Human Resource Management System (HRMS) as appropriate.
  • Review and approve requests for up to two additional paid bereavement leave days in situations involving the death of an immediate family member.
  • Review and approve requests for additional paid or unpaid leave for extended time away from work for bereavement-related purposes.

RELATED INFORMATIONRETURN TO TOP

Amended:
May 2008 - Policy converted to the new University-wide format for administrative policies.
Effective:
August 2007

Document Feedback

Date Revised

May 2008

Date Effective

August 2007