Are you assuming that in her request for leave she wants her leave to be paid?
I don't know, her text just said how much compassionate leave am I allowed. I was thinking about giving her two days paid which would cover the day shes had off and a day for the funeral. I don't mind her taking more time off unpaid. Does this sound fair?
The last time someone took time off like this I gave them a week but it was for her mother in law who was quite young and had cancer. Is it fair taking it on a case by case bases? I have 15 members of staff.
What you have said is quite right, your main concerns are:
1) Providing compassion
2) What is *seen* to be fair to others and
3) A way of doing it which stops people taking the mickey.
IMHO the fairest way of doing that is to give the employee the option of having time out of their annual leave as an automatic right, and by mutual agreement time off unpaid.
The problem with employees is you will get the odd firebrand who will know that they may be given a week paid for a grandparent and would feel hard done too if they don't get a week off for great aunt Maud, and two weeks off paid for a parent. In that situation you may find the line is consistently pushed further and further.
However, by setting out in a company handbook that time off is from annual leave or unpaid by prior agreement, then the employee themselves can decide on how much time they want to grieve, rather than base that upon what they knew Geraldine in accounts got for her grandmother.
In the current situation though I agree with what you have said. I would pay for the day already and the funeral, and offer more time but out of leave or unpaid.