Connecticut Death in Family: What you need to know

Offering support and assistance to an employee who has suffered a loss in his or her family can be difficult because people may feel unsure about how to respond to the employee's loss. However, the bereaved employee will usually appreciate an offer of assistance and support from the workplace.
Managers and supervisors can be particularly helpful by making sure the employee understands and uses available bereavement leave benefits and by assuring the employee that work is being handled. Managers can convey to co-workers any information the employee wants communicated (e.g., time and place of memorial service) and can also help interested volunteers organize a system to provide meals, babysitting services, transportation, and other assistance to the bereaved employee.
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Private employers. Connecticut law does not require bereavement leave for employees working in the private sector. However, a death in the immediate family is a traumatic experience that will have a negative impact on employees' ability to perform their work, whether or not they take time off. Most employers grant employees a few days off to fulfill family obligations and privately grieve before making what is often a difficult transition back to the normal work routine. Even so, employers should be aware that it may be months before a grieving employee truly recovers from a loss. Employers should consider training supervisors to look for signs indicating that the bereaved employee needs additional support; the assistance of a mental health professional or an employee assistance program (EAP) can prove invaluable.
Bereavement leave policy. Many organizations have a separate policy on death in family; others include it in ...

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