Recently, a hot news in society has aroused widespread discussion. A Zhejiang netizen named Xiao Li wanted to take bereavement leave due to the death of his grandfather, but was rejected by the unit on the grounds that the unit did not recognize the reason for the death of his grandfather and maternal grandparents, and could only use annual leave or personal leave. This incident once again aroused the attention of **, and also pushed the marriage and funeral leave system to the forefront. Next, I will share with you some relevant information about marriage and bereavement leave.
Let's first take a look at the basic rules for marriage and funeral leave. According to the regulations, the employee or his or her immediate family members (parents, spouse and children) can take leave of absence for 1 to 3 days in the event of marriage or death. If the employee needs to go out to deal with the marriage or funeral, he or she can also get the corresponding travel leave according to the length of the journey. Employees will continue to receive their wages during the period of marriage and bereavement leave and travel leave granted. However, there may be differences in the understanding and implementation of this policy in different regions.
Taking marriage leave as an example, although the legal length of marriage leave is 3 days, the number of marriage leave days has been appropriately extended according to local conditions. Employees in some places can also receive additional marriage leave rewards if they take the initiative to participate in the marriage examination. This practice of enjoying legal preferences while enforcing marital obligations is undoubtedly a concrete manifestation of social justice. However, when it comes to applying for and calculating marriage leave pay, internal regulations can be challenging for employees.
Although the employer has the right to formulate its own rules and regulations, it must comply with national or local laws and regulations. Some companies may use some vague clauses to restrict employees from applying for marriage leave, which undoubtedly brings challenges to the protection of employees' rights and interests. In addition, issues such as the validity period of marriage leave and the treatment of marriage leave for remarried persons also deserve attention.
Compared with marriage leave, the understanding of bereavement leave may be relatively more limited. The regulations make it clear that in the event of the death of an employee's immediate family members (parents, spouse and children), they may take leave of absence for one to three days, although the circumstances may need to be considered. As for the validity period of bereavement leave and the bereavement leave treatment for second-married people, there may still be some ambiguities that need to be paid attention to.