"My mom died when I was in elementary school. My dad dated "Nancy" for 10 years, and she loved and raised me like a mom. When I was 16, Nancy got tired of my dad saying he'd propose "soon," and she left. My dad was really angry and in response, he barred her from seeing me. When I was 18, Nancy immediately got in touch,"
"I've done what I can to help her get good care for him and respite for herself. He's likely to pass away in the next few months, and I will need to take some time off to be with her. But she isn't a legal relative. My work only grants bereavement for nuclear families, and other time off requires significant advance notice."
An employee needs upcoming leave to support Nancy, a nonlegal parental figure who raised her after her mother died. Nancy's husband is terminally ill and likely to die within months, creating an immediate need for time off. The employee has helped arrange care and respite for him and plans to be present. Workplace policy grants bereavement only to nuclear family members and requires significant advance notice for other leave because legal coverage and staffing must be arranged. The employee fears denial because her boss attends church with her father and dislikes Nancy, and she currently believes she cannot obtain the time.
Read at Slate Magazine
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