The loss of a loved one is a devastating experience that no one should have to navigate alone. For working adults, the added stress of taking time off and potentially losing income only compounds the pain of grief. Fortunately, many employers recognize the importance of providing bereavement leave to support employees through these difficult times.
One company that offers bereavement leave is CVS Health, the largest pharmacy chain in the United States. Whether you‘re a current CVS employee or considering a career with the company, it‘s important to understand the details of their bereavement policy. In this comprehensive guide, we‘ll cover everything you need to know about CVS‘ bereavement leave policy and offer expert insights on how it compares to other retailers.
What is the CVS Bereavement Leave Policy?
Per the CVS employee handbook, the company offers up to three scheduled workdays of paid bereavement leave for full-time employees who lose an immediate family member. Immediate family is defined as:
- Spouse or domestic partner
- Child (including step-child or foster child)
- Parent or legal guardian (including in-laws and step-parents)
- Sibling (including in-laws and step-siblings)
- Grandparent (including in-laws)
- Any relative residing in the employee‘s household
To be eligible for paid leave, the employee must have completed their 90-day probationary period. Employees who have been with CVS for less than 90 days are still entitled to take up to three days off, but the leave will be unpaid.
The three days of paid leave are intended to give employees time to make funeral arrangements, travel, and grieve without having to worry about work responsibilities or loss of income. If additional time is needed, employees can request an unpaid personal leave of absence which will be granted at the discretion of their manager.
It‘s worth noting that while three days is the standard amount of leave provided, CVS does show flexibility in extenuating circumstances. In 2021 after the mass shooting at the King Soopers grocery store in Boulder, Colorado, CVS offered extended paid leave to employees directly impacted by the tragedy so they could attend funerals and counseling. This willingness to do more for employees in times of crisis demonstrates CVS‘ commitment to supporting its people.
Benchmarking the CVS Policy Against Other Retailers
Currently there are no federal laws in the United States that mandate employers provide bereavement leave, either paid or unpaid. The Fair Labor Standards Act (FLSA) does not require payment for time not worked, including attending a funeral. And while the Family and Medical Leave Act (FMLA) provides job protection for time off to care for a seriously ill family member, it does not extend to leave after a death.
However, many employers choose to offer bereavement leave as part of their voluntary benefits package. A 2021 survey by the Bureau of Labor Statistics found that 89% of civilian workers had access to funeral leave, with an average of 3 days offered for the death of a spouse or child.
When compared to other major retailers and pharmacies, CVS‘ bereavement leave policy is in line with industry standards:
| Retailer | Bereavement Leave Policy |
|---|---|
| CVS | 3 days paid (FT), 3 days unpaid (PT) |
| Walgreens | 3 days paid (FT), 3 days unpaid (PT) |
| Walmart | 3 days paid (FT), 3 days unpaid (PT) |
| Kroger | 3 days paid (FT), unpaid LOA (PT) |
| Target | Up to 5 days paid for all employees |
*FT = full-time, PT = part-time, LOA = leave of absence
Source: Company websites and employee handbooks
As shown in the table, most retailers provide three days of paid leave for full-time workers and unpaid leave for part-time. Target stands out for offering up to five paid days for all employees regardless of tenure.
While CVS‘ policy doesn‘t necessarily exceed competitors, they do go above and beyond in other ways. Through their Employee Relief Fund, CVS offers financial assistance to employees dealing with qualifying events like the death of a family member. Employees can apply for grants of up to $3,000 to cover emergency travel and funeral expenses. This added support shows CVS‘ investment in their employees‘ well-being.
The Business Case for Bereavement Leave
Some may question why employers would pay employees not to work, but there is actually a strong business case for offering bereavement leave. It all comes down to recruiting and retaining top talent.
In today‘s tight labor market, employees have more options than ever before. A competitive benefits package that includes paid bereavement leave can be a deciding factor for job seekers choosing between companies. A 2018 study by the International Foundation of Employee Benefit Plans found that 81% of employers offer paid bereavement leave to attract and retain employees.
Additionally, not offering bereavement leave can actively turn candidates away. A 2021 survey by Fractl asked job seekers what employer attributes repelled them from applying. "Not offering bereavement leave" was considered an unethical business practice by 23% of respondents and was a dealbreaker for 32%. Younger workers in particular tend to screen for progressive benefits like bereavement leave.
Beyond recruitment, providing paid leave and support during times of loss fosters employee loyalty and productivity. Grief has a significant impact on employees‘ well-being and subsequently their ability to perform at work. A 2003 study by the Grief Recovery Institute found that businesses lose over $75 billion annually due to reduced productivity after the death of an employee‘s loved one.
When employers acknowledge the real human impact of loss and provide time to heal, employees are able to return to work in a better headspace and with renewed commitment. Conversely, not allowing adequate time to grieve can leave employees feeling resentful and disengaged.
The costs of offering a few days of paid bereavement leave are minimal compared to the costs of recruiting, onboarding, and training new employees to replace those who leave for more supportive companies. It‘s a small investment in the long-term health of an organization‘s workforce.
Advice for Employees Taking Bereavement Leave
If you find yourself in the difficult position of needing bereavement leave, here are some tips for navigating the process professionally:
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Notify your supervisor as soon as possible. Understandably, providing advance notice isn‘t always feasible, but do your best to let your manager know you will need time off and an estimated return date. If anything changes, keep them updated.
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Know your company‘s policy. Familiarize yourself with the specifics of your employer‘s bereavement leave policy before starting the conversation. Understanding what you are entitled to will make the request process smoother.
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Be prepared to provide validation if needed. At CVS, managers have discretion on whether to require documentation such as an obituary or funeral program. While it‘s not routine, be ready to offer proof if asked.
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Set an out of office message. If you have a company email address, remember to set an auto-reply letting senders know you are out of the office for bereavement leave and whom to contact in your absence. Specify your return date so they know when to expect a response.
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Avoid posting on social media. It‘s best not to share about your leave on social media until you have informed your manager and colleagues. Even if your profiles are set to private, there is always the chance of information spreading.
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Make a plan for your return. Coming back to work after a devastating loss is never easy. Set up a meeting with your manager on your first day back to get caught up and discuss any additional support you may need like a flexible schedule or lighter workload. Be honest about your capacity and don‘t hesitate to take advantage of grief counseling resources if available.
Remember, taking time to grieve is not a weakness or lack of commitment to your job. A death in the family is an extremely difficult event and you need to prioritize your well-being. A good employer will understand and want to support you during this time.
Going Beyond the Bereavement Policy
While a formal bereavement leave policy is an important start, there are many ways employers can further support grieving employees.
After the initial shock of a loss, the hard work of adjusting to a new normal begins. Rather than assuming an employee will be "back to normal" after their designated leave time, managers should continue to check in and ask what they need. Some additional accommodations to consider:
- Offering a flexible work schedule or option to work remotely
- Reducing workload and non-essential commitments in the short-term
- Providing information on the Employee Assistance Program (EAP) and available counseling services
- Communicating with the rest of the team on how to support their bereaved colleague
- Sending a sympathy card or making a donation in the loved one‘s memory
Ultimately, supporting a grieving employee requires empathy, compassion, and flexibility. There is no one-size-fits-all solution, but letting employees know that they have their manager‘s support and understanding can make a world of difference.
Experts advise approaching these conversations with sensitivity and without judgment. Avoid minimizing the loss with platitudes like "they‘re in a better place now." Instead, ask the employee how they are doing and what they need. Give them space to share as much or as little detail as they feel comfortable with. Make it clear that their job is secure and the team is there to support them.
On a larger scale, offering bereavement leave is just good business. Not only does it significantly impact retention and productivity, it‘s simply the right thing to do. The most successful companies are those that recognize the humanity of their employees and foster an environment of compassion.
With over 300,000 employees worldwide, CVS Health has an opportunity to lead by example and shape the national conversation around bereavement leave. By providing paid leave and additional financial assistance, CVS has demonstrated its commitment to supporting employees through life‘s most difficult moments. Hopefully even more companies will follow suit and expand their policies to better meet employees‘ needs.
In an ideal world, the U.S. would join other developed nations in mandating paid bereavement leave so employees aren‘t dependent on the generosity of individual employers. Fortunately, change seems to be on the horizon. In 2021, Oregon became the first state to require employers to provide up to two weeks of paid bereavement leave annually. Other states like California and Illinois have introduced similar legislation, indicating a growing push for more comprehensive employee protections.
For now, the CVS bereavement leave policy offers employees a measure of stability and support when they need it most. While dealing with grief is never easy, knowing they have their employer‘s backing can make the burden a bit more bearable.
Key Takeaways
Here are the key points to remember about the CVS bereavement leave policy and best practices for employers and employees:
- CVS provides 3 days paid bereavement leave for full-time employees and 3 days unpaid for those employed less than 90 days
- Leave is available for the death of immediate family members including spouses, children, parents, siblings, and grandparents
- The CVS policy is comparable to other major retailers, with the additional benefit of the Employee Relief Fund for emergency expenses
- There are currently no federal laws requiring bereavement leave, but some states like Oregon are starting to mandate it
- Offering paid bereavement leave is a smart business decision for recruiting and retaining talent
- Employees should notify their manager as soon as possible when taking bereavement leave and make a plan for their return to work
- Employers should continue to support grieving employees beyond the initial leave period with flexibility and additional resources
Losing a loved one will never be easy, but employers can meaningfully support their workforce by offering comprehensive bereavement leave policies. CVS‘ commitment to providing paid leave and financial assistance sets a positive example for other retailers to follow. When companies take care of employees during life‘s most difficult moments, they foster a culture of compassion, loyalty, and resilience.
