Here's how Walmart’s attendance policy works: If you clock in ten or more minutes late or clock in or out ten or more minutes early, you get one half of an attendance occurrence If you miss more than half of your shift, you get one attendance occu. Handbook was designed to encourage communication and convey important information to associates by providing a summary of many HTM programs, policies and procedures. The contributions of all associates are important in building a strong HTM team. The policies in this handbook are intended to be fair and consistent in their application. Walmart is a place of opportunity. Here, you can go as far as your hard work and talent will take you. Our associates are building better lives for their families, and we’re proud to be a part of their success stories.We’re investing in our associates by offering competitive pay, advanced training through Walmart Academies, career development through our Pathways training program and, most. Does Walmart have bereavement pay for full time employees? You are allowed up to 3 days paid as long as the person is a grandparent, spouse, mother, father, sibling.

This sample bereavement policy is ready to be tailored to your company’s needs and serves as a starting point for setting up your employment policies. A bereavement leave policy may also be referred to as a compassionate leave policy.

Be sure to check bereavement time off laws in your location before drafting your bereavement leave policy. For example, the law in the U.K. and the U.S. doesn’t provide for any leave in cases of bereavement, while the law in France does.

Policy brief & purpose

Our work bereavement policy outlines our provisions for employees who lose a loved one. If this happens, we want to support our employees and allow them time to mourn and cope.

What is bereavement leave?

Bereavement leave (or compassionate leave) is a type of time off given to employees when a member of their immediate family or a close friend dies. This time off might be paid or unpaid based on each company’s policy or bereavement leave laws (where applicable).

Scope

What is considered immediate family for bereavement leave?

In this policy, we define immediate family as spouses or domestic partners, all first degree relatives (parents, siblings and children), grandparents, grandchildren, aunts, uncles, nieces and nephews. In-laws of the same types are included, as well as adopted parents, adopted children, legal guardians, half- and step-relatives.

Friends are also an important part of our lives and their loss may hurt as much as losing a relative. Should you lose a close friend, you’re still entitled to the same amount of bereavement leave to attend the funeral and mourn.

Policy elements

At a minimum, we’ll offer the typical bereavement leave of [three] days per death. We will grant this bereavement time off for the following reasons:

• Arrangement of a funeral or memorial service
• Attendance of a funeral or memorial service
• Resolving matters of inheritance
• Fulfillment of family obligations
• Personal mourning

You may take [two more days] of leave if long-distance travel is involved.

If you have complex matters to take care of (such as estate affairs), you can extend your leave by [one week of unpaid time off]. If you require additional time off for personal reasons, you may use your remaining paid time off (PTO).

Is bereavement leave paid?

For the standard bereavement leave — first [three days] — you’ll receive your standard wage or salary as bereavement pay, according to our company’s policy. Any additional leave will be unpaid unless you choose to supplement your bereavement days off with your standard PTO.

Procedure

Bereavement leave request

If you need to take bereavement leave, please inform your manager and HR as soon as possible. You can do this via email [or via our HR software].

Normally, we [don’t] require proof of death. You may need to bring us proof of travel or other documents if you request additional time off.

Managers must adhere to policy regulations and be supportive of employee bereavement during difficult times. You may face disciplinary action if you handle the situation inappropriately (e.g. refuse to approve bereavement leave for any reason).

Further reading

Similar policies:

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Walmart Employee Handbook Bereavement Policy Forms

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Walmart has a long history of providing comprehensive health care and benefits to our associates, and we’re proud of the quality plans we offer, which are among the best in the retail industry. We believe that when associates have stability in areas like health care, maternity and parental leave, paid time off and retirement planning, they’re better able to bring their best selves to work.

Health care and insurance options made affordable

• All eligible associates – both full- and part-time – have affordable options that include no lifetime maximum and eligible preventive care covered at 100%.
• We offer medical plans starting at around $26 per pay period, as well as dental and vision plans.
• Coverage for domestic partners is available.
• Our Centers of Excellence program covers select spine and heart procedures, knee and hip replacement surgeries, organ and tissue transplants, and breast, lung and colorectal cancers – all at no cost to associates.
• Associates have free access to nurse care managers and health care advisors.
• Health reimbursement plans provide $300 to $1,000 and our health savings account plan gives up to a $700 match to help pay for eligible network or non-network medical expenses.
• Associates can take advantage of Resources for Living, a free confidential counseling and health information service.
• Additional options include company-paid life insurance, accidental death and dismemberment insurance, critical illness insurance, short- and long-term disability insurance and business travel accident insurance.

Save for retirement, save with exclusive discounts

• Associates can contribute to their 401(k) starting on their first day with the company. Walmart provides up to a 6% match after one year on the job.
• Associates can participate in an associate stock purchase plan with company match.
• Our associate discount card offers a 10% discount on fresh fruits, vegetables and regularly priced general merchandise at Walmart stores.
• The Associate Discount Center provides exclusive discounts on travel, cell phone services, entertainment and other goods and services not available in Walmart stores.
• Paid time off empowers associates to decide how they use their leave by streamlining paid vacation, sick time, personal time and holiday time into one category.

Making time for families with maternal and parental leave
Families take many forms. However our associates grow theirs, we’re here to help. Our maternity, parental and adoption benefits are available to all salaried and full-time hourly associates who have worked at Walmart for at least 12 months.

HOW IT WORKS

• Maternity: The enhanced maternity benefit supports birth moms with up to 10 weeks of protected paid time away from work.

Birth mothers can take up to 10 weeks of protected paid maternity leave.
They’ll receive 100% of their pay, based on their average weekly wages.
They can use the new parental benefit (see below) for an additional six weeks, for a total of 16 weeks of protected paid leave for birth mothers.

• Parental: The parental benefit supports associates who become a parent through a birth, adoption or foster-care placement, with up to six weeks of protected paid time away from work. It's available to associates in all states, including California, Oregon and other paid parental leave states.

The parental benefit is for new legal parents, guardians and foster parents only.
New parents can take up to six weeks of protected paid parental leave.
The associate’s time away needs to be continuous, meaning they take it all at once.
The associate can use their parental benefit at any point in the 12 months following the date they became a new parent through a birth, adoption or foster-care placement.
Salaried associates may also be able to use the two-week family care pay program to cover the time they care for a spouse or dependent who has an eligible medical condition.
Associates receive 100% of their pay, based on their average weekly wages.

• Adoption: This benefit pays associates back, up to $5,000, for expenses related to adopting a new family member. There’s an annual maximum of $10,000 and a lifetime maximum of $20,000 per associate. Qualified expenses include, but are not limited to:

Walmart Employee Handbook Bereavement Policy Letter

Application fees, agency and placement fees, legal fees and court costs
Home suitability studies
Immigration, immunization and translation fees
Transportation, meals and lodging
Parent, child and family adoption counseling