Payroll Bereavement Policy

Question: Discuss about thePayrollfor Bereavement Policy. Answer: Key Factors of Bereavement According to my research there are few key factors which holds significant importance in the whole bereavement policy. There are various guides which does mention how much leave should be offered to the employees or under which circumstances those leave should be given. But according as the HRM of the floral company Ms. White must focus more on how to deal with the difficult conversations and handle them properly. Ms. White should keep in mind the grief the employee is going through and how it might impact the work. According to me the main aspects which Ms. White should consider are: Giving temporary or permanent change to the working schedule of the employees of our company. The employees going under this current phase should be referred for the programme of employee assistance. Considering the impact that this current phase have on the employees performance and attendance. Also Ms. White should look into the factor whether the employee is supporting any partner or spouse (Rhinehart and Feeney, 2016). Duties of HRM As the HRM whenever an employee or coworker informs you about their situation the first thing that they expect is sympathy along with support. As per as the policies of our company the employees does have to bring this matter to the knowledge of the HRM thus you does get to know about the situation. And as expected the workers does expect comfort and sympathy during this time of grief (Canada Revenue Agency, 2017). The HRM should well consult the situation with the other staffs of human resource as they are well up to date with the policies of bereavement time, the medical leave act. The matter should be tackled keeping in mind the benefits available from health insurance, disability applications, as well as life insurance (Canada Revenue Agency, 2017). Initiatives by Ms. White Various things may happen to the coworkers or employees of our company. They may get ill or face tough times which might be their cause or doe to a near or dear relative. The initiative that the company can do to support its employee are: collect funds for the struggling employee, passing a dish during wake or funeral dinner, sending flowers or doing the needful to the hospitals, homes or funerals, helping out with home cooked meals for the employees family or the family who needs daily visit to the hospital, or signing up group cards for the fellow coworker. But the main thing which might be kept in mind is that home or hospital should never be made without the prior consent of the employee who is in this grave situation (Rhinehart and Feeney, 2016). References Canada Revenue Agency. (2017).T4001 Employers' Guide. [online] Available at: https://www.cra-arc.gc.ca/E/pub/tg/t4001/README.html [Accessed 26 Feb. 2017]. Rhinehart, M. and Feeney, J. (2016). A bereavement policy for bereavement workers.Bereavement Care, 35(2), pp.52-55.