Leave

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• Christmas Day

Annual Leave

As a full time employee you will accrue annual leave at the following rates and are eligible to take vacation with no waiting:

• You are also eligible to carry forward 30 days of annual leave each year.
• AND employees are cashed out for any unused annual leave at the time of separation or retirement.
  
  *Part-time employees earn leave on a pro-rated basis.

Sick Leave

• As a full time employee you will accrue sick leave of 104 hours (13 days) per year.
• There is no limit on the amount of sick leave you may accumulate.
• At BPA’s discretion, a maximum of 30 days of sick leave may be advanced to you with a medical emergency or for purposes related to the adoption of a child.
• You may be advanced 5 days of sick leave for family care or bereavement purposes.

Family Friendly Leave

As a full-time employee, you may use 40 hours (5 workdays) of sick leave each leave year to:
 

• provide care for a family member who is incapacitated as a result of physical or mental illness, injury, pregnancy, or childbirth;
• provide care for a family member as a result of medical, dental, or optical examination or treatment; or
• make arrangements necessitated by the death of a family member or attend the funeral of a family member.
  
  An additional 64 hours (8 workdays) of sick leave may be used each year if you maintain a balance of at least 80 hours of sick leave.   Part-time employees and employees with uncommon tours of duty are also covered, and the amount of sick leave permitted for family care and bereavement purposes is pro-rated in proportion to the average number of hours of work in the employee's scheduled tour of duty each week.
  
  "Family member" is defined as:
• spouse, and parents of your spouse;
• children, including adopted children, and spouses thereof;
• parents;
• brothers and sisters, and spouses thereof; and
• any person related by blood or affinity whose close association with you is the equivalent of a family relationship.

Family and Medical Leave Act

Under the Family and Medical Leave Act of 1993 (FMLA), most BPA employees are entitled to a total of up to 12 workweeks of unpaid leave during any 12-month period for the following purposes:

• the birth of a son or daughter of the employee and the care of such son or daughter;
• the placement of a son or daughter with the employee for adoption or foster care;
• the care of spouse, son, daughter, or parent of the employee who has a serious health condition; or
• a serious health condition of the employee that makes the employee unable to perform the essential functions of his or her positions.

Job Benefits and Protection

• Upon return from FMLA leave, an employee must be returned to the same position or to an "equivalent position with equivalent benefits, pay, status, and other terms and conditions of employment."
• If you take FMLA leave you are entitled to maintain health benefits coverage. If you take unpaid FMLA leave you pay the employee share of the premiums on a current basis or pay upon your return to work.

For more detailed information visit Sick Leave to Care for a Family Member. FMLA leave is in addition to other paid time off available to  employees.  

Bone Marrow or Organ Donor Leave

• As an employee, you may use up to 7 days of paid leave each calendar year to serve as a bone-marrow donor.
• You may also use up to 30 days of paid leave each calendar year to serve as an organ donor. 
• Leave for bone marrow and organ donation is a separate category of leave that is in addition to annual and sick leave.

Military Leave

• As a BPA employee you are entitled to time off at full pay for certain types of active or inactive duty in the National Guard or as a Reserve of the Armed Forces.
• Frequently Asked Questions on Military Leave provides more detailed information.

Court Leave

• As a BPA employee you are entitled to paid time off without charge to leave for service as a juror or witness.
• As an employee, you are responsible for informing your supervisor if you are excused from jury or witness service for 1 day or more or for a substantial part of a day.
• To avoid undue hardship, BPA may adjust the schedule of an employee who works nights or weekends and is called to jury duty.