Management, Service Employees International Union (SEIU), and some Beaverton Police Association (BPA) employees receive 10 paid holidays per year. BPA employees not eligible for holidays receive eight hours of pay and/or compensatory time each month in lieu of paid holidays. Observed city holidays include:
- New Year’s Day
- Martin Luther King Jr. Day
- Presidents Day
- Memorial Day
- Independence Day
- Labor Day
- Veterans Day
- The day after Thanksgiving
Paid Time Off (PTO)
Paid time off (PTO) is an all-purpose time-off plan for management and SEIU employees to use for vacation, personal business, and absences due to illness or injury. PTO accrual rates are based on length of service and are prorated for part-time employees (see chart below for accrual rates). Employees may accrue up to a maximum of two times their annual accrual.
|Length of Service||Hours Accrued Per Pay Period||8-Hour Days Per Year|
|0 - 6 months||2.46||N/A|
|7 months - 5 years||6.15||20|
|6 years - 10 years||7.69||25|
|11 years - 15 years||8.62||28|
|16 years - 20 years||9.54||31|
|21 years - 25 years||10.46||34|
|More than 25 years||11.39||37|
*Note: This is based upon 8-hour days. For SEIU employees: After 6 months, 48 hours of PTO are added to the employee’s accrual bank (this is prorated for part-time employees).
For M2/M3 employees: Upon the completion of their initial six months, an employee will be credited with the difference in PTO hours had the employee been accruing PTO at the 7 months accrual rate from their date of hire.
Management 1 employees have different accrual rates.
Accrued Vacation Time
Beaverton Police Association (BPA) employees are credited with 52 hours of vacation at 6 months of employment. Thereafter vacation is accrued according to the chart below. Vacation accruals are prorated for part-time employees. Employees may accrue a maximum of two times their annual accrual.
|Length of Service||Hours Accrued Per Pay Period|
|6 months - 5 years||4.00|
|6 years - 10 years||5.54|
|11 years - 15 years||6.46|
|16 years - 20 years||7.38|
|More than 20 years||8.31|
17.1 (a) Employees budgeted at .75 FTE to 1.0 FTE will receive one annual front-loaded amount of 52 hours of Medical Leave on January 1, 2017, and on January 1, 2018. This amount is equivalent to 2.00 hours per pay period or 6.5 days per year. Employees budgeted at .40 FTE to .74 FTE will receive one annual front-loaded amount of 40 hours of Medical Leave on January 1, 2017, and January 1, 2018. The City provides Medical Leave in order to maintain the employee’s salary when unable to work due to illness or injury and as otherwise provided under the Oregon Sick Time law, subject to the employee’s available balance. Medical Leave accumulation shall be unlimited.
(b) Employees hired during the calendar year, whose positions are budgeted at .40 FTE to .74 FTE, will receive a front-loaded amount of 40 hours of Medical Leave, which they may use after 30 days of employment. Employees hired during the calendar year, whose positions are budgeted at .75 FTE to 1.0 FTE, will receive a front-loaded amount of 52 hours of Medical Leave, which they may use after 30 days of employment. These employees will receive front-loaded Medical Leave hours on the following January 1st, as provided in Section 17.1(a) above.
17.2 Employees may use Medical Leave for the following purposes:
- Qualifying absences under the Oregon Sick Time law (up to 40 hours per year);
- Qualifying absences under OFLA/FMLA, domestic violence leave laws, or as otherwise provided by law;
- Other illness or injury of the employee or the employee’s “family member” if the employee’s presence is needed for care. “Family member” shall have the same meaning as under OFLA, and also includes the employee’s siblings and opposite-gender domestic partner;
- Bereavement leave in excess of the paid bereavement leave provided by the City under Article 18.
An employee’s use of Medical Leave to care for a domestic partner is subject to the submission of the domestic partner affidavit included in Appendix F.
In the event of an unscheduled absence from work because of sickness or injury of the employee or the employee’s family member, the employee shall notify the Department Head or supervisor as soon as possible of the absence and the expected length thereof. Unless otherwise provided by law, notice should be given no later than 30 minutes before the scheduled work shift.
17.3 A physician’s statement of the need for the employee’s absence may be required if the employee has been absent more than three consecutively scheduled workdays due to the employee’s illness or injury. The physician’s statement, if required, shall be paid for by the City in the event the employee’s health insurance does not cover the cost.
17.4 Employees are encouraged to make routine medical appointments outside of regular work hours whenever possible. With supervisor approval, employees may be permitted, at the employee’s request, to make up some or all of the time required for routine medical appointments provided there is a business need. The absence must be made up within the pay week during which the appointment occurred. An employee’s request to make up time shall not be unreasonably denied.
17.5 Regular employees (budgeted at .75 FTE to 1.0 FTE) who have a Medical Leave balance of 514 hours or more may choose to convert up to 12 of the 52 front-loaded hours of Medical Leave received on January 1, into Paid Time Off (PTO). This one-time per year election must be made by January 31. The conversion will be completed in February.
BPA employees receive sick leave per the BPA contract. There is no maximum accrual.
In accordance with established guidelines, collective bargaining agreements and legal requirements the City provides other types of leave such as jury and witness leave, military leave, family medical leave and bereavement leave.