Wow, I was challenged today at work. I mean, I'm really struggling with this one.
I received an email from a supervisor in our organization asking if bereavement leave could be used for an employee who recently miscarried. (For those not familiar with bereavement leave, it is time off that some companies provide after the loss of a family member.) As the leave of absence administrator for the hospital, I should be able to make that call. However, where do I draw the line between my personal beliefs and how the professional organization would handle such issues?
I thought it best to forward the issue to a Director within Human Resources whom I have worked closely with in the past and think very highly of. She just called me and said, "Yes, we've been working extensively on this case... what do you think?"
What do I think? "I think this woman just lost a child..." (and should be granted time off work!!)
She continues, "So, at what point do we count that? I mean, a viable pregnancy, when a baby could be delivered, is 22 weeks..."
I hesitated, "Right, but she was pregnant, I mean, she was with child, so..."
She went on, "Right, and I have been through this myself many years ago, and while there was a recovery process after the DNC, it was mostly physical and psychological recovery..." Um, did you not mourn your loss?
I urged, "I agree, so while she could use her sick leave and paid time off, she DID just lose a child, right?"
I fear I'm not being strong enough here.
She said, "Well, I'll pull you back in on this, we'll see what some other folks think too." Valid point. I get that. I mean, at the end of the day we do have a business to run. But part of me also does not understand why this is even a question!
She is going to set up a meeting on Monday with the hospital's chaplain. Maybe God's light can shine through this situation afterall.
I'll keep you posted.
