Here's a sample template of XYZ Co's Family responsibility leave policy
As a first step, you need to fix a perspective on this and mention that XYZ Co recognises that its employees have individual and family responsibilities – especially under extenuating circumstance, such as the death of a close relative and is therefore prepared to grant family responsibility leave at management's discretion as per the Basic Conditions of Employment Act 75 of 1997
As a next step, you must fix the provisions and the constraints regarding the family responsibility leave policy:
1. 'Close relative' is defined as spouse, life partner, parent, adoptive parent, grandparent, child, adopted child, grandchild or sibling.
2. Up to a maximum of three working days family responsibility leave may be granted when an employee has been in the employment of the employer for longer than four months – any additional days required will be regarded as annual or unpaid leave. The employee is entitled to the leave when the employee's child is born or the child is sick or the death of a close relative, as specified above.
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Not everyone is entitled to family responsibility leave...
You probably know your employees are allowed three days paid family responsibility leave a year. But did you know you only have to give this to employees who've been working for you for a certain number of days a week and months? Anyone working for you for less than this isn't entitled to these three days.
And then of course, there's the infamous 'my nanny's off sick so I need to stay home and look after little Johnny'.
But did you know, you don't have to give time off for this? In fact, there are only three instances when you have to give family responsibility leave.
So when must you grant family responsibility leave? Click here to get your hands on Your Guide to Family Responsibility Leave
We'll give you everything you need to know about it, answer all your questions. Find out here…
3. Casual family responsibility leave may be granted if the attendance of a funeral only takes up part of a working day.
4. Application for compassionate leave is made on the formal leave application form and must be authorised by immediate superior. (Full details of circumstances and reasons for the request must be supplied and proof of an event may be required).
5. The immediate superior must ensure that:
• The correct procedures have been adhered to;
• All the merits of the application have been considered; and
• The approved application is forwarded to the Human Resources department for processing
There you have it. With a watertight policy in place, your employees will know exactly what you do and don't grant Family Responsibility Leave for