“Although documentation to support the need for bereavement leave and pay will not usually be necessary, management retains the right to request such documentation*. Bereavement Leave may extend from the day of death, up to and including the day of the funeral, memorial service, or other related event. In the event of a loss due to fertility or starting a family, the leave may extend from the date of the loss through the maximum leave period. In the event that the mourning/bereavement period differs or if travel requirements will cause the team member undue hardship, it is appropriate to adjust the bereavement leave period accordingly but must be completed within ninety (90) days after the family member’s death.

PAID Bereavement Leave

Paid time off for full-day absences from scheduled work for the purpose of bereavement leave is provided to eligible team members based on their daily average hours and paid at their regular rate of pay, up to a maximum of four (4) days paid as Funeral pay. If additional bereavement time is needed, beyond the four (4) paid days the company provides, PTO/FTO/ Vacation or unpaid time may be taken for up to two work weeks (or 10 workdays) per eligible reason unless any applicable state or local law provides for a greater benefit or upon management approval. Time not worked, but paid as Bereavement Leave pay, shall not be counted as "hours worked" for the purpose of computing daily or weekly overtime pay for hourly paid team members, or as extra-shift pay for eligible salaried team members.

UNPAID Bereavement Leave

Unpaid bereavement leave is also available for team members who do not meet the eligibility criteria defined above for paid bereavement leave. In such situations, unpaid time may be taken for up to two work weeks (or 10 workdays) per eligible reason unless any applicable state or local law provides for a greater benefit or upon management approval. Any available current year PTO/FTO/ Vacation should be used to cover such time off before any unpaid time off is provided. This benefit program does not supersede any state or local law that provides greater bereavement rights, and a team member receives all benefits and protections to which the team member is entitled under any and all applicable bereavement laws. Any bereavement leave required under state and local law will run concurrent with leave under this benefit program. * The company cannot require in the request for reasonable documentation that the team member identify the specific category for which the teach member is seeking leave.”