analyze the key components of the article and how you would operationalize that article.

Questions to answer:

How does this article impact the day-to-day operations? Are there any variations across industries?

What are the key issues pertaining to the article, what words could be problematic or perceived as issues?

Pull in any relevant case law or arbitration cases related to the article and discuss the outcome and what they could have done differently.

Bereavement Leave Any employee who notifies the Hospital as soon as possible following a bereavement will be granted bereavement leave for up to four (4) consecutive scheduled working days off without loss of regular pay from regularly scheduled hours within nine (9) calendar day period commencing four (4) calendar days prior to the day of the funeral for a parent, step parent, spouse, child or spouse's child. Any employee who notifies the Hospital as soon as possible following a bereavement will be granted bereavement leave for up to three (3) consecutive scheduled working days off without loss of regular pay from regularly scheduled hours within seven (7) calendar day period commencing three (3) calendar days prior to the day of the funeral for a member of his other immediate family. Immediate family, for the purposes of this section, shall mean sister, brother, mother-in-law, father-in-law, grandparent, grandchild, brother-in-law, sisterin-law, son-in-law, daughter-in-law, and grandparent of spouse. An employee shall be granted one (1) day bereavement leave without loss of regular earnings to attend the funeral of, or a memorial service (or equivalent) for her or his aunt, uncle, niece or nephew. Any employee who notifies the Hospital as soon as possible following a bereavement will be granted a bereavement of one (1) working day without loss of regular pay from regularly scheduled hours within the seven (7) calendar day period commencing three (3) calendar days prior to the date of the funeral for the following family members; uncle, aunt, niece, nephew. If a burial or memorial service is not held within the seven (7) or nine (9) calendar day period referenced above, an employee can utilize one (1) day of their entitlement, as determined above, within six (6) months following the date of bereavement for the purpose of attending such burial or memorial service. 36 A part-time employee shall receive credit for his seniority and service for such leave. For clarity, such credit shall only apply to bereavement leave with pay. A request for bereavement leave of absence shall be in writing on the form to be supplied by the Hospital, but because of the nature of the said bereavement leave of absence, such form may be completed by the employee after she returns to work. In order to qualify for the foregoing bereavement leave of absence an employee may be required to supply proof of death by way of a doctor's certificate, death certificate or other evidence satisfactory to the Director of Human Resources. In the event of the death of an employee's immediate family which occurs outside of the North American continent, the employee shall be entitled to the three (3) days leave of absence with three (3) days' pay. Should the employee choose to travel to the country where the death occurred, she must do so within two (2) weeks from the date of death. Spouse, for the purposes of bereavement leave, will include a partner of the same sex. Requests for additional leave of absence for the purpose of bereavement shall not be unreasonably denied. In addition to the foregoing, if any employee is the only person available to make necessary funeral arrangements for any relative, the provisions of the above clauses shall apply. In the event that a death of an employee's family as above occurs during an employee's scheduled vacation period, the leave shall be considered as bereavement leave. Any day(s) of vacation, which would otherwise have been provided, will then be rescheduled at a time mutually acceptable to the Employer and the employee. In scheduling such alternate time, the affected employee will not have the right to displace another employee who has already had their vacation scheduled approved.