What Is Bereavement Leave/Bereavement Pay?

Although not required by law, many employers offer bereavement pay (also called bereavement leave or funeral leave) to full-time employees. Bereavement leave is available in addition to the employee’s accrued sick days or vacation time and usually includes 2-4 paid days off.

Should I Offer Bereavement Pay?

When a death occurs in the family, individuals often need to take time off from work to attend the funeral – But they also need time to cope in an environment free of work.

Bereavement leave permits individuals to leave the workplace and deal with personal matters without the worry of providing for their family, or having to take an unpaid leave from work. As an employer, offering bereavement pay demonstrates your organization’s compassion and employee-centric culture.

Providing employees with bereavement leave is recommended but needs to be outlined appropriately so that your business approaches these scenarios through a uniform process. You cannot offer one employee 3 days of paid leave, only to offer another employee 2 paid days several months later.

It is recommended that you create a bereavement pay policy within your employee handbook.

Creating a Policy:

First, determine the number of days off and who is eligible.


When a death occurs in an employee’s immediate family, all fulltime employees make take up to three (3) paid days off.

Then, define “immediate family” (or whichever type of family this policy is eligible for) to avoid any misunderstandings.


Immediate family includes spouses, children, grandchildren, parents, and siblings.

Last, describe what will happen if employees need more than the designated number of days included in the paid leave. This scenario is common, as many employees have out of state relatives and may need to travel.


Any additional days can be recorded as vacation time or sick days, or can be taken off without pay.

Need help? Contact your HR Shield Advisor today. Workplace policies maintain compliance and serve as important forms of internal control. If your organization decides to offer bereavement leave, it should be one uniform policy.

Looking for ways to promote a “smarter workplace?”  Perhaps you have a few employees interested in continuing their education. Whatever the specific case may be, offering employees access to an education incentive program (EIP) is a great way to assist employees in upgrading their work skills and knowledge. It also ensures your workplace stays up to date on the latest technologies and business techniques.

A workplace education incentive program (EIP) is essentially an employer-funded scholarship program that helps workers pay for the training and education they desire or need in order to advance on their career path.

Because this is “your” plan, it can be designed in any way that you choose. It is recommended to meet with your company’s tax professional and/or financial advisor though, because offering such programs could result in tax benefits for your business. You also want to be financially prepared in the event that you have more employee interest than anticipated.

Ideas for EIPs include:

  • An allowance of up to $X per year for employees interested in continuing their education
  • Incorporating an EIP into an existing employee wellness plan (EWP)
  • Incorporating an EIP into a certification or workplace training program
  • Covering select classes at a community college for those interested (example: typing classes or computer workshops)
  • Providing an EIP for specific employees that qualify (for example, they have accomplished something within the workplace or have worked with the company for 5 or more years)

Education incentive programs can also be utilized as a hiring tool/competitive advantage. Although a great benefit, there are still many companies that do not offer them, and they are a great way to position your organization as a company that gives back, is dedicated to the employee, and offers added workplace value and benefits.

For more information on EIPs or assistance in designing your very own EIP, contact your HR Advisor at HR Shield today: (877) 636-9525.

Last year around this time we provided 5 Fashion Tips for the Professional. It was a workplace apparel guideline for employers or HR professionals to share with their employees to ensure that their working environment remains professional, while still giving individuals the right to express themselves through personal fashion.

But, every now and then you may encounter an employee who just “doesn’t get it” or continues to wear outfits that are inappropriate for the workplace.  Let’s define “inappropriate.”  It really depends on your workplace or industry. In the office, “inappropriate” may be apparel that’s too revealing or distracting, or a shirt that conveys some type of contradictory message or graphic. If you’re in the hospitality industry or the owner of a restaurant, “inappropriate” may be khakis that are dirty or wrinkled.

It is for this reason that we strongly recommend having a dress code outlined within your employee handbook. It is not uncommon to skip this section when compiling your employee handbook for the first time. A lot of employers think that if their workplace does not require uniforms or special safety clothing, that a dress code does not exist or need to be included.

But, a clearly conveyed dress code outlined within your employee handbook will make situations like this a lot easier. Rather than having to “suggest” to your employee that their wardrobe is questionable or inappropriate with nothing to back up your reasoning, you can instead refer to your Company’s handbook and policies which specifically address standards of dress and hygiene.

Confronting an employee about their apparel can be an uncomfortable situation, but don’t forget that every employee represents your Company’s culture, level of professionalism, brand and more. Workplace apparel is important! And, you don’t need to handle this on your own! If you need help revising or updating your handbook, or confronting an employee, please contact your HR Shield Advisor.

Many of us are taking our businesses to the cloud, and limiting the amount of paper scattered about the office. Some of us see filing cabinets as a thing of the past – and that’s no problem at all; in fact, it’s good for the environment! But, operating online doesn’t dismiss us from our record keeping responsibilities.

Did you know that Fair Labor Standards Act (FLSA) requires you to keep certain records for each and every one of your non-exempt workers for at least 3 years?

Fortunately, FLSA does not require a particular form or method of record keeping. You just need to be able to provide the following in the event that a DOL representative asks you for it. Records should always be accessible at your place of employment, or headquarters/main location if you have multiple locations.

The following is a listing of the basic records that an employer must maintain*

  • Employee's full name and social security number.
  • Address, including zip code.
  • Birth date, if younger than 19.
  • Sex and occupation.
  • Time and day of week when employee's workweek begins.
  • Hours worked each day.
  • Total hours worked each workweek.
  • Basis on which employee's wages are paid (e.g., "$9 per hour", "$440 a week", "piecework")
  • Regular hourly pay rate.
  • Total daily or weekly straight-time earnings.
  • Total overtime earnings for the workweek.
  • All additions to or deductions from the employee's wages.
  • Total wages paid each pay period.
  • Date of payment and the pay period covered by the payment.

*This list is provided by the Department of Labor and can be accessed in its entirety at http://www.dol.gov/whd/regs/compliance/whdfs21.htm.

The Department of Labor and Fair Labor Standards Act require by law that this information is accurate; keep this in mind as you review your business’s record keeping and payroll practices. Are you recording data as accurately and efficiently as possible or is there a better way to organize information each pay period?

Your HR Shield Advisor can offer assistance in selecting small business payroll or record keeping software, or, if you’re in the market for a payroll service provider; we can also help. HR Shield has many great referrals and partners for payroll processing – whether you’re a big company looking to make a switch, or a small one engaging a service provider for the first time.

A payroll service provider will keep all of the aforementioned data on record for you, and often sets up joint-access to all information so that it can be accessed anytime anywhere by the business owner or management.

To learn more, contact us today.

As a small business owner with only 5 employees, you may not offer benefits. After all, it’s an added expense that isn’t necessarily needed for day to day operations. Many small businesses struggle with whether or not to provide their employees with benefits.

On the positive side, great benefits packages help attract and retain the very best employees. On the downside, as mentioned above, they’re an added expense.

Did your company file your taxes on time this year?  Does your tax bill leave you wondering how you can qualify for additional deductions?  The Small Business Health Care Tax Credit encourages small businesses to provide benefits for their employees by offering a generous tax deduction.  In the paragraphs below we’ll let you know just what you need to do to qualify and outline the potential impact to your bottom line.

What is the Small Business Health Care Tax Credit?

The Small Business Health Care Tax Credit is aimed at encouraging small businesses, less than 25 full-time employees, at offering health care benefits. For tax years 2010 through 2013, the maximum credit is 35 percent for small business employers and 25 percent for small tax-exempt employers such as non-profits or charities.

On Jan. 1, 2014, the rate will increase to 50 percent for small business employers and 35 percent for tax-exempt employers!

So, what does this mean for you? If you contributed 75,000 towards your employees’ health care premiums this past year (or previous years), and you qualify for a 20-percent credit, you’ll save $15,000! If you contributed 75,000 towards your employees’ health care premiums in 2010 and 2011 as well, that’s $45,000; a $15,000 credit for each tax year.

Even if you are a small company that did not owe taxes this year, you can carry the credit forward to upcoming tax years.

Does My Company Qualify?

If your company has less than 25 full-time equivalent employees, and you pay an average wage of less than $50,000 a year, then yes, you may be eligible for this tax credit. You must be paying at least half of employee health insurance premiums.

How Do I Claim This Credit?

You must use Form 8941, Credit for Small Employer Health Insurance Premiums, to calculate the Small Business Health Care Tax Credit. This form is available for download on the IRS website.

Need some help? Talk to your dedicated HR Advisor today at (877) 636-9525. New to HR Shield? Contact us for more information on strategically positioning your business for success through HR initiatives.