This research was checked against primary statutes and official agency pages for the claims an employer is most likely to act on: the federal no-bereavement baseline; California Government Code § 12945.7; Illinois Family Bereavement Leave Act and Child Extended Bereavement Leave; Oregon OFLA bereavement; Maryland Flexible Leave Act bereavement use; Washington PFML child-loss leave (and the agency’s statement that PFML is not general bereavement); core jury-pay states including Colorado § 13-71-126, Connecticut § 51-247, Alabama § 12-16-8, and New York Judiciary Law § 519 after the June 8, 2025 $72 rate; California Elections Code §§ 14000–14001 voting leave; and high-level domestic violence / safe-leave cross-references.
Nothing in the load-bearing claim set remains unsupported. Several jury-pay and voting-leave rows outside the primary-verified core are intentionally scoped as “verify before payroll coding” or survey-level maps so the piece does not invent a false 50-state matrix.
1 claim
Federal law does not require private employers to provide bereavement leave
FMLA covered reasons do not include bereavement as such. FLSA does not require pay for time not worked. Research correctly separates possible FMLA medical leave for an employee’s own serious health condition from a bereavement entitlement.
5 claims
California requires up to five days of bereavement leave for employers with five or more employees
Gov. Code § 12945.7(b) requires up to five days; (a)(2) defines employer as five or more (plus public employers); (d) three-month completion; (e) unpaid unless policy/other paid leave.
Colorado requires employers to pay regular wages up to $50 per day for the first three days of juror service
C.R.S. § 13-71-126 text quoted on official judicial branch employer page.
Connecticut requires full-time employed jurors to receive regular wages for the first five days of jury service
§ 51-247(a) text matches research summary; hardship waiver path noted.
Alabama requires usual compensation for full-time employees on jury service and bars forcing annual/vacation/sick leave for jury response time
§ 12-16-8(c) usual compensation; leave-force prohibition in statute text as mirrored.
California Elections Code § 14000 provides up to two hours of paid voting leave when the employee lacks sufficient non-work time for a statewide election
SOS materials and code text support paid two-hour cap, beginning/end of shift default, and § 14001 posting.
2 claims
Illinois Family Bereavement Leave Act provides up to two weeks unpaid leave for covered family deaths and related events at FMLA-covered employers
IDOL page confirms 50+ private employers / FMLA coverage, 10 workdays, 60-day completion window, covered family list, reproductive-loss events, and 6-week multi-event maximum.
Illinois Child Extended Bereavement Leave provides 6 or 12 weeks unpaid leave after child death by suicide or homicide based on employer size
IDOL: 50–249 employees → 6 weeks; 250+ → 12 weeks; under 50 not covered.
2 claims
Oregon OFLA provides bereavement leave of up to two weeks per family member (max four weeks per leave year) for 25+ employers
BOLI confirms unpaid OFLA bereavement within 60 days of learning of death; two weeks per family member; four-week yearly max inside the sick-child/bereavement bank; Paid Leave Oregon does not cover bereavement wage replacement.
Washington PFML can provide up to seven calendar days of family leave after death of a child the employee would have been eligible to bond with; it is not general bereavement leave
ESD states “Paid Leave benefits do not cover bereavement leave” and then describes the seven-day child-loss family-leave use. Research correctly rejects secondary charts that treat Washington as a general private bereavement-mandate state.
1 claim
Maryland Flexible Leave Act requires covered employers that provide paid leave to allow use of that leave for bereavement after death of child, spouse, or parent
Research correctly frames this as use of existing paid leave, not a new universal paid bank. ⚠ Employers should confirm current Md. Code Labor & Employment article section numbers when drafting handbooks.
1 claim
FLSA does not require employers to pay for jury duty time not worked
DOL topic page is explicit; research pairs this with state pay exceptions.
1 claim
Federal jurors are protected from discharge and coercion under 28 USC § 1875
Protection/remedies statute; not a private wage mandate.
1 claim
New York employers with more than ten employees may not withhold the first $72 of daily wages for the first three days of jury service (effective June 8, 2025)
Multiple official and court-adjacent sources confirm $40→$72 change effective June 8, 2025, and the >10 employee withhold floor for first three days.
1 claim
Multi-state voting leave paid/unpaid groupings are a routing map, not a fully primary-verified 50-state matrix
Research intro and voting section state partial coverage explicitly. California row is primary-verified; other states are labeled for confirmation.
1 claim
Washington Domestic Violence Leave Act (RCW 49.76) provides job-protected leave for DV/sexual assault/stalking-related needs
Used as an official example inside a high-level DV section, not as a 50-state claim.
1 claim
Research does not invent a universal private-employer bereavement mandate in Washington state civil service WAC 357-31-250 for private employers
WAC 357-31-250 is civil-service personnel administration. Research correctly keeps private employers on the PFML child-loss track instead.
26 unique sources cited across the report — click to audit any claim directly against its evidence.
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