I fear we bean counters play too much by the books. Bereavement leave
should be there for the emotional well being of the employee. We don't need
a test of whether the fetus is viable or not. It doesn't matter. The
employee matters. Who cares what the IRS or the State thinks? Employees
aren't going to "abuse the privilege".
-- Sue Rossi
-----Original Message-----
From: Rhonda McFarlane [mailto:[EMAIL PROTECTED]]
Sent: Tuesday, August 29, 2000 11:30 AM
To: 'John Morris'; [EMAIL PROTECTED]
Cc: [EMAIL PROTECTED]; [EMAIL PROTECTED]; Nancy
Hussmann
Subject: RE: [CSMFO Members] Bereavement Leave
To John Morris et. el.:
I feel compelled to weigh in on this sensitive issue. My husband is a
funeral director and for that reason I am familiar with state law on what
constitutes a death. The State of California requires a death certificate
if gestation is beyond 20 weeks. To be consistent with state law I would
recommend that the bereavement leave be allowed up when the miscarriage
event is beyond 20 weeks.
Rhonda McFarlane
Chief Financial Officer
South Tahoe Public Utility District
-----Original Message-----
From: [EMAIL PROTECTED] [mailto:[EMAIL PROTECTED]]On Behalf
Of John Morris
Sent: Tuesday, August 29, 2000 9:38 AM
To: [EMAIL PROTECTED]
Cc: [EMAIL PROTECTED]; [EMAIL PROTECTED]
Subject: [CSMFO Members] Bereavement Leave
I had 19 responses to the question concerning using bereavement leave
in the event of a miscarriage. The overwhelming response was that the
issue has never come up. However, the results are:
6 Would allow sick leave.
12 Would allow it to be considered bereavement leave.
1 Said the issue had come up and did not allow it to be
bereavement.
Also, no one thought the trimester issue was important.
I think if I remember my Federal Income Tax course correctly. The IRS
policy is that a live birth regardless of time alive is considered to
be viable and the parents can take the deduction for the dependent for
that year. Still births are not deductible.
