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BPA recognizes and emphasizes the importance of time away from work and provides both a generous and extremely flexible leave program as a way to help balance the needs of our personal and professional lives. The following leave options are some of the ways we meet these needs.​
10 Paid Holidays
  • New Year’s Day
  • Martin Luther King Day
  • Washington’s Birthday
  • Memorial Day
  • Independence Day
  • Labor Day
  • Columbus Day
  • Veteran’s Day
  • Thanksgiving Day
  • Christmas Day
The holiday designated as "Washington’s Birthday" in section 6103(a) of title 5 of the United States Code, which is the law that specifies holidays for Federal employees. Though other institutions such as state and local governments and private businesses may use other names, it is our policy to always refer to holidays by the names designated in the law.
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: 

Period of Employment​ Vacation Benefit​
1st – 3rd year​ 104 hours (13 days)​
4th - 14th year​ 160 hours (20 days)​
15th year and after​ 208 hours (26 days)​
  • 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 serious 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 (FMLA) and FMLA Military Family Leave

Under the Family and Medical Leave Act of 1993 (FMLA), eligible BPA employees are entitled to a total of up to 12 administrative 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.
  • military family leave/military exigency leave

Definition of a family member under FMLA: 

  • Spouse
  • Son or Daughter - a biological, adopted, or foster child; a stepchild, a legal ward; or a child of a person standing in loco parentis who is either under 18 years of age or 18 years of age or older and incapable of self-care because of a mental or physical disability.  A son or daughter incapable of self-care requires active assistance or supervision to provide daily self-care in several of the “activities of daily living.
  • Foster Care - 24-hour care for children in substitution for, and away from, their parents or guardians, determined by or with the agreement of the State or as a result of a judicial determination.
  • Parent - a biological parent or an individual who stands or stood in loco parentis to an employee when the employee was a child.  In loco parentis refers to the situation of an individual who has day-to-day responsibility for the care and financial support of a child.  Parent does not include grandparents or “in-law” parents.

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 unpaid FMLA leave (LWOP) you pay the employee share of the health benefits premiums on a current basis or pay upon your return to work. If you substitute paid leave under FMLA, you are entitled to maintain health benefits coverage.
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.