BMC recognizes that in order to do your work well, you also need time away from work to refresh and renew. That’s why BMC offers you paid time off from work.
Our Paid Time Off (PTO)/Vacation program provides each eligible employee an amount of paid time off based on length of service, employment status and hours worked per week. PTO/Vacation provides employees with control and flexibility and may be used for any reason, such as personal travel to care for a family member, for personal business or just a day off. Depending on your reason for taking time off under the PTO/Vacation program, you may also be eligible for FMLA leave.
During the first partial calendar year of BMC employment, eligible full-time employees will accrue (earn) the pro-rata equivalent of 15 days per year, calculated on a daily basis (.041 days of vacation time per calendar day). Beginning the first full calendar year after your hire date, PTO eligibility is as follows:
1 to 4 years of service: 15 days annually (.041 daily)
5 to 9 years of service: 20 days annually (.055 daily)
10 years of service: 25 days annually (maximum) (.068 daily)
Exempt employees can use vacation time in full-day or half-day increments. Non-exempt employees can use vacation time in hourly increments.
Part-time employees working between 20 and 40 hours per week are eligible for a prorated amount of PTO hours based on the percentage of hours worked. For example, if you have less than five years of service and work 24 hours a week (60% of the work week) you will be eligible for nine days of vacation time annually (60% of the full time allowance of 15 days). Part-time employees working less than 20 hours per week do not receive any PTO/vacation time.
You must use your PTO/Vacation time during the current calendar year unless you are a California employee. Unused PTO/Vacation not taken by December 31 will be lost. California employees may carry over unused accrued PTO/Vacation, up to the maximum days available in a calendar year based on years of service.
If you are unable to complete your previously scheduled and approved vacation by December 31, because of heavy workload or another business reason, management may, at its discretion, grant an extension through January of the following year.
If you leave BMC for any reason, voluntary or involuntary, you will be paid for unused vacation time you earned to date. California employees will be paid for PTO/Vacation time earned to date plus any accrued PTO/Vacation time carried over from the prior year, subject to the maximum accrual amount.
Questions about PTO payouts at termination should be directed to Ask HR at 1-713-918-2ASK (2275) or 1-800-811-6367 or log a help desk ticket at Ask HR Help Desk Ticket.
The BMC Cares volunteer program opens doors for our employees to volunteer in their local communities through company-sponsored projects and group-volunteer opportunities. To encourage employees to volunteer, BMC provides two paid volunteer days each year — Volunteer Time Off (VTO) — for employees to work in their communities. This time off is in addition to regular PTO.
BMC generally schedules 11 holiday days each year in the U.S. You can view the holiday schedule on the HR – U.S. Country Site under the Global People Portal on the BMC intranet.
All full-time and part-time employees are eligible for holidays. Holidays can’t be carried over into the next year, and employees do not receive pay for unused holidays, although some employees who are required to work on scheduled holidays may be eligible for substitute time off agreed to in advance with the manager. Employees on a leave of absence are not eligible for holiday pay.
Part-time employees must be scheduled to work on the holiday to receive holiday pay. Employees who record their time using Oracle Time and Labor (OTL) should enter the hours they would have normally worked on the timesheet as “holiday” (not to exceed 8 hours).
Full-time employees scheduled to work 30 or more hours per week are eligible for sick time benefits. You may use sick time for personal illness, injury or for personal doctor or dentist appointments when you can’t schedule them around work hours. You may be required to provide medical documentation to support your need to be out of the office.
If you will be off work longer than three business days due to illness, you should file an FMLA claim with Liberty Mutual for your leave. If your illness extends to five business days or longer, you must file a disability claim with Liberty Mutual. See Paid Time Off and Disability Benefits for more information.
In addition to PTO and holidays, BMC offers the following paid and unpaid leaves to U.S. employees.
In the event of a death in your immediate family (your spouse, domestic partner, child, stepchild, parent, sibling, step-sibling, grandparent, mother-in-law or father-in-law, or brother-in-law or sister-in-law), you will eligible for paid time off. Full-time employees are eligible for five business days off, and part-time employees are eligible for leave for the scheduled work hours that fall within the five-day leave period. You will receive full pay and benefits for the bereavement leave.
Please call your manager immediately to inform him or her of your loss and impending absence. If your absence will last longer than the leave granted above, you may request additional time off in the form of unpaid leave or PTO/vacation time.
The BMC Parental Bonding Leave of Absence Program may allow up to 10 weeks off (two weeks paid and eight weeks unpaid) to birth, adoptive or foster parents to care for a new baby or child. Parental Bonding Leave must be taken all at once, not intermittently, and be used within 12 months of the child’s birth, or placement with you for adoption or foster care.
You must notify and receive written approval from your immediate manager in writing 14 days before the first day of the planned parental leave, where possible. For more details, please refer to the Parental Bonding Leave of Absence Policy posted on the BMC intranet.
Your pay and benefits continue while you are on jury duty. You also may keep any payments made by the court for jury duty service. Please notify your manager as soon as possible after you receive notice to report for jury duty. Your manager may ask you to provide a copy of your jury duty summons.
It is important to keep your manager informed of the reason for your leave and the length of time you will be away from work. If you do not notify BMC of your leave and you are absent for three consecutive days, BMC will consider that you have abandoned your position and voluntarily resigned.