In the unfortunate circumstance that there is a death in your immediate family, Vanguard allows you to take bereavement time off. Immediate family members, including stepfamily, are your spouse/domestic partner, child, parent, sibling, sibling-in-law, parent-in-law, child-in-law, grandparent, or grandchild. You are also able to take bereavement time off to attend funeral services for any other family member.
Bereavement time off must occur at the time of the family member's death (i.e., you are eligible to take bereavement time off immediately).
Time away from the office
If you are a full-time crew member, you will be paid for up to five days of bereavement time off if there is a death in your immediate family. Additionally, you may take one day to attend funeral services for any other family member.
If you are a part-time crew member, you will be paid for up to one day of bereavement time off if there is a death in your immediate family and one day to attend the funeral services for any other family member.
In certain circumstances, you may find that you need more time off than the policy provides. That's why Vanguard gives you the option of using accrued paid time off (PTO) in addition to bereavement time off. Just speak with your immediate supervisor to work out an arrangement that meets your needs.
Request for time off
If you need to request bereavement time off, notify your supervisor as soon as possible and, if asked, provide documentation to support your request (for example, a copy of the obituary). You are also required to enter your time off as bereavement leave in Workday—this action may be taken prior to, or upon return from, your leave.
Benefits and compensation
Taking bereavement time off will not affect your benefits, base pay, or Partnership and bonus payments.
When you return to work
Please notify your supervisor as soon as you return to work from bereavement time off. If you are unable to return to work, contact your Crew Relations specialist.
Departmental management is responsible for implementing and enforcing this policy. The Human Resources managing director is responsible for the overall administration and interpretation of the policy.