I would like to answer that. To start with, I have a few points.
The first would be to have comprehensive information on a website about what steps are to be taken after a loss—a database of help information. Michelle LaFontaine mentioned release forms to trigger certain things. Sands in the U.K., the stillbirth and neonatal death charity, has a series of very useful booklets, not just a sheet of paper but comprehensive books with lots of good information. Two of them are dedicated to employers and employees and going back to work. One approach would be to have booklets like that to advise the workplace on how to treat the returning employee and to help employees who are dealing with the returning employee.
Second, allow flex time. If you hurt your back, you're allowed light duties. If you're in a job that requires more concentration, you're not going to be able to do that if you've lost a baby. It would be flexible to the individual.
Third, include ongoing, grief-specific resources through employee assistance programs.
Fourth, have specific education and training for Service Canada employees. This should actually apply to health care employees as well, because in many situations they're not equipped to deal with sudden death. There are no accreditation programs for doctors and health care workers to take. Our doctor, when we went back for the autopsy report, said she felt like she was throwing us to the wolves when we left the hospital that night. If that's how that doctor felt with us, how is she dealing with it?
It would be those and even a grace period for submitting medical forms. It might also include a turnover of maternity or paternity benefits to ease into the grief period.