Benefits Service Center:

Time Off

Introduction

Marathon Petroleum provides paid time off for vacation, holidays, personal sickness and brief absences for certain personal reasons. The Company also offers leaves of absence for military service, educational pursuits, family and medical responsibilities and personal reasons.

Vacation

Vacation

Marathon Petroleum provides paid vacation time based on your years of service. You become eligible for your full vacation entitlement under the Normal Vacation Benefit Schedule on January 1 of the year after your date of hire, and each calendar year thereafter, based on the amount of service completed in that year.

Normal Vacation Benefit Schedule
Starting with the calendar year in which you complete: Annual vacation available on the
following January 1 will be:
1 year of service 2 weeks with pay
5 years of service 3 weeks with pay
10 years of service 4 weeks with pay
20 years of service 5 weeks with pay
30 years of service 6 weeks with pay

You can carry over a maximum of five days (or the hourly equivalent of five days) of vacation time to the following year.

Vacation During Your Year of Hire

The vacation available to you during the calendar year you are hired depends on your month of hire. Below is the vacation accrual schedule that applies to new hires who are not eligible for enhanced vacation. Regular, full-time, exempt rehires or new hires who have prior relevant industry or job-related work experience may be eligible to have that experience recognized as credited service under the Vacation Plan. Please refer to the Marathon Petroleum Vacation Plan for more information. The total vacation hours available are based on “normal” scheduled hours for your average work week.

Year of Hire Vacation Benefit Schedule
If you are hired anytime during the month of: Your vacation will be:
January 100% of 2 weeks with pay
February 100% of 2 weeks with pay
March 100% of 2 weeks with pay
April 90% of 2 weeks with pay
May 80% of 2 weeks with pay
June 70% of 2 weeks with pay
July 60% of 2 weeks with pay
August 50% of 2 weeks with pay
September 40% of 2 weeks with pay
October 30% of 2 weeks with pay
November 20% of 2 weeks with pay
December 10% of 2 weeks with pay

Holidays

2017 Holiday Schedule
Calendar Holiday To Be Observed For Year 2017
New Year’s Day
January 1
Monday, January 2
Good Friday
April 14
Friday, April 14
Memorial Day
May 29
Monday, May 29
Independence Day
July 4
Tuesday, July 4
Labor Day
September 4
Monday, September 4
Thanksgiving Day
November 23
Thursday, November 23
Friday After Thanksgiving
November 24
Friday, November 24
Christmas Day
December 25
Monday, December 25
Day After Christmas
December 26
Tuesday, December 26

The Holiday Schedule includes one (1) additional floating day off. Scheduling and approval of the floating day off is at the discretion of your supervisor and, in some locations could be replaced by a fixed “designated” holiday.

In certain areas, depending upon local practice or custom, or collective bargaining agreements, different holidays may be recognized in lieu of the above.

Sick Benefits

For more information regarding your sick benefits, please see Sick Benefits.

Parental Leave

Parental pay provides compensation to employees for the purpose of caring for a child following birth, adoption, or foster placement occurring on or after January 1, 2018. For a birth mother, two weeks of paid parental leave begins after Sick Benefit pay ends; for a birth father or an adoptive or foster care placement parent, it can begin on or after the date of the event.

Paid parental leave will run concurrently with FMLA/Family Leave. See “Leaves of Absence” for more information on FMLA and Family Leave.

Permissible Absences for Personal Reasons

You are allowed reasonable time off with pay for the following:

  • Death in your immediate or semi-immediate family
  • Jury duty

Also at the discretion of your supervisor, you may be allowed time off, with or without pay, for:

  • Doctor/dentist visits
  • Weddings, graduations
  • Other justifiable reasons of a personal nature

The supervisor will consider each request individually taking into account the effect on Company operations, your past record, frequency and fairness of the request and the effect on other employees.

Leaves of Absence

Educational Leave of Absence

Marathon Petroleum offers unpaid Educational Leave so you can pursue an undergraduate or graduate degree that will benefit the performance of your current position, related positions or a position within the Company that you could reasonably expect to attain upon completion of the education. It is within the Company’s sole discretion to determine eligibility for an Educational Leave. The leave must be at least 30 days long but may not extend beyond 24 months.

Family and Medical Leaves of Absence

The Family Medical Leave Act (FMLA) requires employers to provide up to 12 weeks of unpaid, job-protected leave in a 12-month period to eligible employees for the following reasons:

  • Incapacity due to pregnancy, prenatal medical care or childbirth;
  • To care for your child after birth or placement for adoption or foster care;
  • To care for your spouse, son, daughter or parent who has a serious health condition;
  • A serious health condition that makes you unable to perform your job; or
  • To address a “qualifying exigency” related to your spouse’s, son’s, daughter’s or parent’s active duty or call to active duty or an absence to care for a covered family member who has suffered a serious injury or illness while on active duty in the U.S. Armed Forces.

By law, to be eligible for FMLA Leave, you must have worked for the Company for at least 12 months, have worked at least 1,250 hours during the 12 months prior to the start of the FMLA Leave and work at a site with 50+ employees within a 75-mile radius. Marathon Petroleum has waived the service requirement for Family Leave related to an employee’s birth of his/her own child.

Family Leave

Family Leave applies to time off due to pregnancy and childbirth, adoption or foster care placement or the serious health condition of a family member. You can also take a Family Leave to address certain “qualifying exigencies” arising from the active duty, or call to active duty, of a covered family member or an absence to care for a covered family member who has suffered a serious injury or illness while on active duty in the U.S. Armed Forces.

Medical Leave

You may be eligible for a Medical Leave as a result of your own serious health condition. If you have a short-term or intermittent absence of more than three consecutive days due to illness or injury, you’ll be placed on Medical Leave status. Marathon Petroleum’s medical leave and FMLA policy coordinates with and runs concurrent with sick pay benefits.

Military Leave of Absence

Marathon Petroleum offers Military Leave to allow eligible employees time to fulfill service in the uniformed services as required by law or administrative regulation. To be designated as Military Leave, the absence must be at least one month in duration. For up to six months of Military Leave, you’ll receive Company pay, less military base pay, for all regularly scheduled work days. Eligibility for re-employment is extended for leaves not exceeding five years, and the period of leave is credited as service provided you return to work for the Company within the stipulated time period following your discharge from military service.

Personal Leave of Absence

A Personal Leave allows you time away from work to pursue personal commitments that do not otherwise qualify for Family Leave. A Personal Leave must be at least one month in duration and must be approved or re-approved every six months. Under no circumstances can a Personal Leave last more than 24 months. All approvals of Personal Leave are at the discretion of the Company.

What Happens to Your Benefits During a Leave of Absence

The status of your MPC benefits while on a leave of absence depends on the type and duration of your leave. The chart in the link below outlines what happens to each benefit during your leave – including eligibility, coverage amounts and who pays for coverage, as applicable.

More Important Information