Bereavement, Compassionate & Domestic Emergency Leave Policy
This policy applies to all full and part time employees of Durham Foundry (Sheffield) Ltd and is designed to provide a framework for the granting of bereavement, compassionate and domestic emergency leave. It does not confer any contractual entitlement, and the company may at any time, at our discretion, make changes to the policy or remove it all together.
Paid Bereavement Leave
If an employee suffers the bereavement of a close family member, namely their spouse or partner, child, sibling, parent or parent in law the company will pay up to two days leave so that the employee can arrange for and attend the funeral. Employees who need only to attend the funeral of a relative or close friend will normally be granted reasonable time off with pay. In most instances this will be a period of up to one day. This paid leave is in addition to the employees annual leave entitlement.
Un Paid Bereavement and Compassionate Leave
The Company’s un paid bereavement and compassionate leave arrangements cover a range of exceptional circumstances which may effect employees and extend in the appropriate circumstances the statutory right of employees, as set out in the Employment Relations Act (1999), to take reasonable unpaid time off work to deal with an emergency involving a dependent and to make any necessary longer term care arrangements. This leave is intended to cover genuine emergencies. Statutory leave may be granted to an employee for the purpose of dealing with a situation involving a dependent such as, for example:
- A child or dependent who is sick, injured or assaulted
- An adult for whom an employee cares where no other arrangements can reasonably be made for someone else to look after the person
- A serious incident involving a child at school
- A serious illness involving a dependent
- A child or dependent whose usual care arrangements are unexpectedly disrupted
A dependent is defined by the statute as “the partner, child, or parent of the employee, or someone who lives with the employee as part of their family. It does not include tenants or boarders living in the family home, or someone who lives in the home as an employee, e.g. a live in nanny. In cases of illness, injury or where care arrangements break down, a dependent may also be someone who can reasonably be said to rely on the employee for assistance“. For instance a parent or grandparent who lives elsewhere but who relies on the employee for assistance when they have difficulties or an elderly neighbour living alone who falls and breaks a leg, where the employee is closest on hand at the time of the fall.
Compassionate leave will not be granted to deal with predictable domestic arrangements that could be accommodated using annual leave (for example regular childcare and childcare during the school holidays).
Un Paid Leave for a Domestic Emergency
Unpaid leave for a domestic emergency is designed to support employees where the emergency is unrelated to children or dependents and is covered by the same rights within the Employment Relations Act (1999).
Examples of an emergency include:
- A road accident or other similar accident involving the employee
- The breakdown or theft of the employee’s car
- A burglary at the employee’s home or a violent crime or involving the employee
- Fire or flooding at the employee’s home
This list is not exhaustive. In determining whether a request for leave will granted the following factors will be taken into consideration:
- The nature and extent of the emergency
- The availability of others to deal with the emergency
- The likely impact of the emergency on the employee
This leave is intended to cover genuine emergencies. If an employee knows in advance that they are going to need time off for a domestic issue (for example in the case of delivery of goods to the employee’s home) they should ask for leave in the normal way.
Bereavement, Domestic Emergency and Compassionate Leave in Relation to Unauthorised Absence
Any leave, paid or unpaid, granted as a result of this policy will not count as unauthorised absence for the purposes of the company’s unauthorised absence policy.
M C Naylor,
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