Case Study: Acme Retail You have recently been hired as the new Human Resources Manager for Acme Retail. Your boss informed you during your interview that they recently have been bought out by another company, and the leaders of the new company's management team want to see far more structure to the day-to-day operations, including defined policies in a number of areas. A recent issue involving funeral (bereavement) leave developed, one in which the employee was denied funeral leave. The employee in question went on social media to complain about the unfair practices of Acme Retail, resulting in a very embarrassing story in the local news, as well as making national headlines on social media. Your boss has stated your first assignment is to write a funeral (bereavement) leave policy for bargaining unit employees. The final accepted version will then be used to manage non-union funeral leave requests as well. Your boss also stated that during the past year or so funeral leaves have gotten somewhat out of hand, with employees being excused for distant family members, and even for ex-family members, i.e., due to a divorce. Your manager stated that we need a funeral leave policy that is fair