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Time off and other benefits that support your work/life balance can make a world of difference for your overall well-being and productivity.


The Company offers helpful benefits that allow you time to relax, recover, care for family members, honor personal commitments and more. Review this page for more information on:

The Company also offers other benefits to help you balance work and life, including:

Paid Time Off

How you accrue Paid Time Off (PTO) depends on whether you are a new hire, a full-time Associate or a part-time Associate.

New Hires

As a new hire, your PTO is allotted according to the following schedule and should be used by the end of the year:

Month of Hire Full-time Associates PTO Days (Hours) Part-Time Associates PTO Hours
January 18 days (144 hours) 40 hours
February 16.5 days (132 hours) 37 hours
March 15 days (120 hours) 34 hours
April 13.5 days (108 hours) 31 hours
May 12 days (96 hours) 28 hours
June 10.5 days (84 hours) 25 hours
July 9 days (72 hours) 22 hours
August 7.5 days (60 hours) 19 hours
September 6 days (48 hours) 16 hours
October 4.5 days (36 hours) 13 hours
November 3 days (24 hours) 10 hours
December 1.5 days (12 hours) 4 hours

Full-Time Associates

Following the end of the calendar year in which you are hired, PTO eligibility at the beginning of the calendar year is based on your years of service as shown below:

Years of Service Full-time Associates PTO Days (Hours)
1-4 18 days (144 hours)
5-10 23 days (184 hours)
11-19 28 days (224 hours)
20+ 30 days (240 hours)

Part-Time Associates

PTO for part-time Associates is prorated based on the number of regular hours worked during the prior year. For example, a part-time Associate with 3 years of service who works 20 hours on average per week in 2024 will be eligible for 9 PTO days (72 hours) in 2025.

Summer Fridays

The Company helps you achieve work/life balance with reduced work hours on Fridays during the summer. Summer Fridays begin the Friday before Memorial Day and end with the Friday before Labor Day. During Summer Fridays, the Company will observe Summer Friday Hours of 8:00 a.m. to 2:00 p.m. You may end your workday as early as 2:00 p.m. provided it does not impede the Company’s operations.

For more information on Summer Fridays, see the Summer Fridays Policy and FAQs.


The Company observes nine paid holidays per year, which for 2024 include:

Holiday When Observed
New Year's Day Monday, January 1
Martin Luther King Day Monday, January 15
Memorial Day Monday, May 27
Independence Day Thursday, July 4
Floating Holiday (BBU only) Friday, July 5
Labor Day Monday, September 2
Thanksgiving Day Thursday, November 28
Day after Thanksgiving Friday, November 29
Floating Holiday (BQSR only)Tuesday, December 24
Christmas Day Wednesday, December 25

*Floater holiday will vary from year to year and be scheduled around the 4th of July or the Christmas holidays depending on how the calendar falls.

Business Inclusion Groups

The Company believes in establishing safe spaces for support, development and personal connections based on areas of shared interest. Our Business Inclusion Groups (BIGs) provide Company Associates the opportunity to connect with and support their colleagues. Our BIGs include:

  • All Abilities
  • Asian American Pacific Islander (AAPI)
  • BBU's Network of Women (BNOW)
  • Black Associates and Allies Standing Together (BAAST)
  • Conexiones
  • Level Up
  • Pride
  • Salute

For more information about these groups, how to join or how to create a new BIGs, visit our Business Inclusion Groups Overview.

Parental Leave

If you are a full-time Associate, you are eligible for two weeks of paid Parental Leave (up to 80 hours) following the birth or adoption of a child. This is in addition to the leave provided to birth mothers through the Short-Term Disability Plan.

For birth mothers, Parental Leave must be taken immediately after exhausting benefits provided under the Short-Term Disability Plan. Fathers or adoptive parents must take their Parental Leave within 90 days of a child’s birth or adoption. In both cases, leave must be taken as two consecutive weeks and runs concurrently with leave provided under the Family Medical Leave Act. Be sure to notify your supervisor of your Parental Leave as soon as you are able.

For more information, review the Expecting Parent Guide.

What if my spouse also works at the Company?

If you and your spouse are both Company Associates, you are each entitled to two weeks of paid Parental Leave.

For more details and frequently asked questions, review the Paid Parental Leave Policy. If you are currently expecting a child, you should also review the Expecting Parent Guide. If you have additional questions, reach out to your HR Business Partner.


The Company provides financial assistance and paid leave to support you when you adopt a child.

You can receive up to $7,500 per adopted child in reimbursements for adoption-related expenses, including:

  • Application fees
  • Home studies
  • Agency and placement fees
  • Legal fees and court costs
  • Immigration, immunization, and translation fees
  • Transportation, meals, and lodging
  • Parent, child, and family adoption counseling

In addition, you are also eligible for up to four weeks of paid leave that can be used pre-or post-adoption as well as two weeks of paid leave through the Paid Parental Leave Policy. Any leave you take will run concurrently with any Family Medical Leave leave you take.

To be eligible for adoption assistance benefits, you must be a full-time Associate with at least three months of continuous service, actively employed at the time of financial reimbursement and your adopted child must be under the age of eighteen.

What if my spouse also works at the Company?

If you and your spouse are both Company Associates, only one of you will be reimbursed for adoption-related expenses, but the total amount of leave under this policy may be shared between the two parents.

For more details, review the Adoption Assistance Policy. For support with reimbursements, reach out to your HR Business Partner.

Other leaves

Family Medical Leave Act (FMLA) Policy

The Company provides an unpaid leave of absence for up to twelve weeks in a rolling twelve-month period for anyone, or for a combination, of the following reasons:

  • To care for the Associate’s child after the child’s birth, or placement for adoption or foster care;
  • To care for the Associate’s spouse, child, or parent (but not in‐law) who has a serious health condition;
  • For the Associate’s own serious health condition (including any period of incapacity due to pregnancy, prenatal medical care, or childbirth) that makes the Associate unable to perform one or more of the essential functions of their job; and/or
  • Because of any qualifying exigency arising out of the fact that an Associate’s spouse, child or parent is a covered military member on covered active duty or has been notified of an impending call or order to covered active-duty status.

In addition to the FMLA leave entitlement above, an eligible Associate who is the spouse, child, parent or next of kin of a covered military service member is entitled to take up to 26 weeks of leave during a single 12-month period to care for the service member with a serious injury or illness. When combined with other FMLA-qualifying leave, your total leave may not exceed 26 weeks during a single 12-month period beginning with the first day of leave.

You are eligible for FMLA leave after you have been employed by the Company for at least twelve months and have worked at least 1,250 hours in the 12-month period immediately preceding the beginning of the leave. You must also be employed at a Company location where 50 or more Associates are located within 75 miles of the worksite.

Because FMLA leave is unpaid, you will be required to use all accrued Paid Time Off, except for one week. PTO does not extend the length of your FMLA leave but allows you to collect pay for a portion of your leave. Other paid leaves, such as the Parental Leave or Disability also run concurrently with FMLA leave.

While on FMLA leave, the Company will continue your medical benefits provided you pay your portion of the cost for coverage during your leave.

For more details, review the Family Medical Leave Act (FMLA) Policy.

Bereavement Leave Policy

In the event of an immediate family member’s death, the Company provides you with up to three days of paid bereavement leave to begin the grieving process, prepare for, and attend a funeral and/or attend to other post-death matters. If you leave work early on the day you are notified of your family member’s passing, that day will not count as part of your Bereavement Leave.

For bereavement purposes, “immediate family” refers to your:

  • Spouse
  • Parent (including stepparent)
  • Child (including stepchild)
  • Sibling
  • In-Law (including parent, sibling, or child)
  • Grandparent
  • Grandchild

You must take Bereavement Leave within fourteen days of your family member’s passing (if extenuating circumstances prevent this, you will need HR Business Partner approval). When taking Bereavement Leave, be sure to notify your supervisor as soon as possible. You may also take additional time off using your available Paid Time Off with your supervisor’s approval.

For more details, review the Bereavement Leave Policy.