All employees are eligible. Excluded are resource employees, per diem employees, postdoctoral scholars and those claiming student status, including teaching and research assistants. In the event of a discrepancy between this policy and a collective bargaining agreement, the terms of the collective bargaining agreement will govern.
An employee may take paid time off for bereavement related to the death of a family member (for example: spouse, domestic partner, significant other, child, parent, sibling, stepbrother or stepsister, stepchild, stepfather or stepmother, grandparent, grandchild, niece or nephew, son-in-law or daughter-in-law, mother-in-law or father-in-law, sister-in-law or brother-in-law, aunt or uncle).
An employee wishing to take bereavement time must notify his/her manager as soon as possible. The number of days taken is at the manager’s discretion and may range from one to five. If the employee requires additional time and the manager agrees, the additional time may be taken as follows:
- Time off without pay
- Vacation time
- Personal leave
A manager may limit duration of approved bereavement time off based on business necessity.
Human Resources Administration
Todd R. Dickey, Senior Vice President, Administration
University of Southern California