Businesses in a broad range of sectors can benefit from understanding currently applicable legal requirements for bereavement leave in Massachusetts. For companies focused on quality and safety, such as the manufacturing/engineering firms that comprise a large portion of the economy in greater Boston and throughout the Bay State, understanding legal requirements related to employee bereavement leaves is an important aspect of maintaining this focus. Although there are a number of industries that are primarily labor-based, there are also plenty of companies that go above and beyond when it comes to offering benefits to their employees. Whether in engineering, construction, or similar fields, those that offer bereavement leave make a powerful statement to employees that spending time with family following the death of a loved one is important. And good employees tend to repay that kind of loyalty in return. Long-term employment, reduced turnover, increased productivity, and other benefits can stem from treating employees well – but it’s also the law.

When it comes to considerations about employee benefits, bereavement is just one small piece of what needs to be studied and understood, but it’s an important one for HR professionals and business owners. The manufacturing and engineering industries are both rife with rules and regulations. This is in part due to the safety issues that are so prevalent in these sectors in addition to the high level of training and responsibility required of workers. It’s common sense that employees who are properly supported by their employer are more likely to perform well and seek to create a positive work environment. When it comes to bereavement leave specifically, however, companies are obligated to adhere to the law and also potentially need to interpret and implement a number of other guidelines. Here are some of the basics, taken directly from Massachusetts Labor Laws:

• Massachusetts bereavement leave law states that employees are entitled to leave of three days per calendar year in the event of the death of a family member.
• Family members to whom the leave applies include father, mother, grandfather, grandmother, brother, sister, son, daughter, mother-in-law, father-in-law, or stepchild. This is in much of the U.S., including Massachusetts. However, employers in Massachusetts should be aware that this is also true and the bereavement leave itself is classified as protected time. Legislative text is available online.
• The law requires that the bereavement be connected to a death that requires the employee’s attendance, such as a funeral, memorial service, and the like.
• Employers are not required to pay employees during bereavement leave.
• Employees do not have to prove to the employer that a family member died.
• Employers cannot treat issues related to the bereavement leave against employees. For example, they cannot cut pay, limit hours, or discriminate against employees in any way because they requested or took bereavement leave for a family member.

Shree Engineering is always focused on quality when it comes to customer services and attention to detail. A larger company – including most manufacturers in the area, or at least larger than one person – needs to have protocols in place for bereavement leave and other forms of time off for employees. Writing policies clearly is a great way to cut down on issues between employees and supervisors, especially regarding requests for time off. Having a clear and concise policy that clearly adheres to current bereavement leave laws in Massachusetts is a great way to save time and money while maintaining a happy, healthy workforce.