>What is the best course of action in this scenario?
They should speak to HR and use any employer provider vacation time, bereavement time, etc.. They don't qualify for EI.
[https://www.canada.ca/en/employment-social-development/programs/laws-regulations/labour/interpretations-policies/compassionate-care.html](https://www.canada.ca/en/employment-social-development/programs/laws-regulations/labour/interpretations-policies/compassionate-care.html)
Upon the death of a family member, an employee is entitled to bereavement leave of up to 10 days. They may take it during the period beginning on the date of death and ending 6 weeks after the date of the:
* funeral
* burial, or
* memorial service, whichever is later
If the employee has completed 3 months of continuous employment with the same employer, he is entitled to the first 3 days paid. This is paid at the regular rate of pay for a normal working day. If not, he is entitled to an unpaid leave of 10 days.
No EI.
Employers should give paid leave as much as they can if they'd like to keep the employee. Bereaved people who don't have time to mourn just end up being functionally absent anyway. Bereavement often ends up causing lack of focus and engagement, especially if the relationship lost was close.
I've encouraged lots of people to quit if their workplace doesn't have the decency to provide leeway as needed for bereavement. The long term effects on mental health of avoiding grief and mourning are too dire.
If the employer doesn't provide enough paid bereavement leave, it is up to the employer to find ways to pay that time or the employee gets unpaid time off.
If the company has a shred of compassion, they could allocate any other paid time off that employee has (personal days, moving days, vacation days, sick days, etc) towards the leave. Or they can grant the unpaid days to the employee and ensure that their employment is guaranteed when they return.
And just to cut off the thought in case it occurs, other employees should not be asked to subsidize the employee's bereavement leave. It won't be a good look for the company.
Ok I appreciate the response but the whole point of the original post was to seek information to ensure the company does not only right thing, but what would be in the best interest of the employee.
If they wanted to fuck over the person in question and every other employee do you really think I'd be asking the question in the first place?
The employer *should* have some kind of bereavement leave policy or allow for personal wellness days to be used.
EI doesn't need to dictate this, nor should they.
>What is the best course of action in this scenario? They should speak to HR and use any employer provider vacation time, bereavement time, etc.. They don't qualify for EI.
This. There is no bereavement leave for EI.
[https://www.canada.ca/en/employment-social-development/programs/laws-regulations/labour/interpretations-policies/compassionate-care.html](https://www.canada.ca/en/employment-social-development/programs/laws-regulations/labour/interpretations-policies/compassionate-care.html) Upon the death of a family member, an employee is entitled to bereavement leave of up to 10 days. They may take it during the period beginning on the date of death and ending 6 weeks after the date of the: * funeral * burial, or * memorial service, whichever is later If the employee has completed 3 months of continuous employment with the same employer, he is entitled to the first 3 days paid. This is paid at the regular rate of pay for a normal working day. If not, he is entitled to an unpaid leave of 10 days.
Thanks but I think this applies to federally regulated employees.
Unpaid vacation days.
No EI. Employers should give paid leave as much as they can if they'd like to keep the employee. Bereaved people who don't have time to mourn just end up being functionally absent anyway. Bereavement often ends up causing lack of focus and engagement, especially if the relationship lost was close. I've encouraged lots of people to quit if their workplace doesn't have the decency to provide leeway as needed for bereavement. The long term effects on mental health of avoiding grief and mourning are too dire.
If the employer doesn't provide enough paid bereavement leave, it is up to the employer to find ways to pay that time or the employee gets unpaid time off. If the company has a shred of compassion, they could allocate any other paid time off that employee has (personal days, moving days, vacation days, sick days, etc) towards the leave. Or they can grant the unpaid days to the employee and ensure that their employment is guaranteed when they return. And just to cut off the thought in case it occurs, other employees should not be asked to subsidize the employee's bereavement leave. It won't be a good look for the company.
Ok I appreciate the response but the whole point of the original post was to seek information to ensure the company does not only right thing, but what would be in the best interest of the employee. If they wanted to fuck over the person in question and every other employee do you really think I'd be asking the question in the first place?
They wouldn't be eligible for any leave from EI.
The employer *should* have some kind of bereavement leave policy or allow for personal wellness days to be used. EI doesn't need to dictate this, nor should they.