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.

How PTO/Vacation Works

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 Employee Eligibility

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.

Carry-Over

You must use your PTO/Vacation time during the current calendar year unless you are a California, Colorado, Montana or Nebraska 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.

Termination

If you leave BMC for any reason, voluntary or involuntary, you will be paid for unused vacation time you earned to date. California, Colorado, Montana and Nebraska 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.

Volunteer Time Off

Every BMC employee is provided two Volunteer Time Off (VTO) days to use for their volunteer activities. One day is reserved for International Day of Service, falling on Martin Luther King Day, to allow employees to dedicate a day of service with the rest of the company, either on their own or with their teams. The second day is available to use at your discretion at any time during the year.

Holidays

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 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).

Sick Time

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 your illness extends to five business days or longer, you must file a disability claim with Aflac. See Paid Time Off and Disability Benefits for more information.

Leaves

In addition to PTO and holidays, BMC offers the following paid and unpaid leaves to U.S. employees.

Bereavement or Funeral Leave

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.

Parental Bonding Leave of Absence

Non-birthing Parent

The BMC Parental Bonding Leave of Absence Program may allow up to 10 weeks off (two weeks paid and eight weeks unpaid) to bond with a new baby or child through a birth, adoption or foster care. 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.

Birthing Parent

As a delivering parent, you are eligible for 18 weeks of Maternity Leave paid at 100% of your base salary.

Maternity Leave begins on the date your baby is delivered and is administered by BMC’s third party leave provider. A portion of your Maternity Leave includes 8 weeks of Short-Term Disability (STD)  to recover from delivery of your baby. Any pre-partum care required by your medical provider will be treated as STD and will not count toward your 18 weeks of maternity leave. You may review the STD program for more information. Employees returning to work prior to 8 weeks from delivery will require a medical release from their treating physician.

Employees with at least 12 months of service are eligible for 12 weeks of leave under the Family Medical Leave Act (FMLA). FMLA leave will run concurrently (at the same time) with your 18 weeks of maternity leave. If you begin STD before your baby is delivered, your FMLA starts on the first day of absence and runs until exhausted. See the US HR Policies page for more information.

Maternity Leave is required to be taken continuously over 18 weeks unless you reside in a state that allows certain intermittent leave to be taken. Any unused maternity leave is forfeited and not subject to additional pay in lieu of time off.

Pay and Procedures

• Your 18 weeks of maternity leave will be administered by BMC’s third-party leave provider . Any applicable pre-partum leave will be paid according to the STD policy.
• If your state, city, or municipality provides paid leave benefit, you will need to follow their claims procedures to ensure 100% pay as BMC’s third-party leave provider coordinates benefits with these programs

• During your leave, you will pay the cost for your medical, dental and vision benefits, if any, directly to BMC’s benefits administrator.
• If you live in California, please see the California Parental Leave section of the US HR Benefits page.

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Jury Duty

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.

Job Abandonment

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.