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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

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: Vacation benefit
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 all unused vacation into the following year; however, your vacation benefit at any point in time cannot exceed two times your Normal Vacation Benefit.

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
Holiday Schedule and Guidelines

To provide more flexibility and recognize the changing needs of our diverse workforce, the 2022 corporate Holiday Schedule includes 8 observed holidays and 2 floating holidays, for a total of 10 total paid holidays.

Floating Holiday Guidelines


  • Scheduling and approval of the floating holidays is at the discretion of your supervisor and, in some locations, could be replaced by a fixed or “designated” holiday.
  • Beginning in 2022, you must exhaust all floating holiday hours before using your vacation benefit in a calendar year. This applies to all floating holiday hours, even in locations where floating holiday hours are in lieu of regular holiday hours.
  • Any unused floating holidays will be paid out at the end of the calendar year or upon separation of employment as required by state law. Currently, this applies to employees working in Colorado, California and Illinois.
  • All unused floating holidays will be paid out upon commencement of a Personal Leave, Educational Leave, or leave while receiving a Long-Term Disability benefit in all locations.

Questions

If you have questions about the Holiday Schedule or how to apply your floating holidays, contact your Human Resources Business Partner.

2022 Holiday Schedule
Calendar Holiday To Be Observed For Year 2022
New Year’s Day
January 1
Monday, January 3
Memorial Day
May 30
Monday, May 30
Independence Day
July 4
Monday, July 4
Labor Day
September 5
Monday, September 5
Thanksgiving Day
November 24
Thursday, November 24
Friday After Thanksgiving
November 25
Friday, November 25
Additional Day at Christmas
December 23
Friday, December 23
Christmas Day
December 25
Monday, December 26

Note - in certain areas, depending upon local practice or custom, or collective bargaining agreements, different holidays may be recognized.

The guidelines and information above apply to locations that participate in the MPC Holiday Plan, follow the corporate holiday schedule and allow floating holidays. Represented employees will not be affected.

Sick Benefits

Paid Sick Leave

Marathon’s Paid Sick Leave Program provides eligible employees with a period of paid time off for protection against loss of income if they are ill or injured or need time off from work for necessary or routine health care, or in the event of domestic violence, sexual assault or stalking. Paid Sick Leave also may be used to meet those same needs for qualifying family members. Additionally, eligible employees may use Paid Sick Leave when the employee’s place of business or employee’s child’s school or place of care is closed by order of a public official for health-related reason.

For more information regarding paid sick leave, see Sick Benefits.

Short-Term Disability

The Marathon Petroleum Short Term Disability Program provides protection against loss of income if you are temporarily unable to work because of your own non-occupational disability, including both illness and injury or the illness or injury of your dependent child under the age of 18.

For more information regarding Short-Term Disability, see Sick Benefits.

Occupational Short-Term Disability Plan

The Marathon Petroleum Occupational Short Term Disability Program provides protection against loss of income if you are temporarily unable to work because of your own occupational disability, including both illness and injury.

For more information regarding Occupational Short-Term Disability, see Sick Benefits.

Parental Leave

Marathon Petroleum will provide 8 weeks of paid parental leave for all birthing-parents. A non-birthing parent will receive 4 weeks of parental pay, to include adoption and foster placement. Sick benefits will not be used for birthing mothers unless the mother experiences medical complications before delivery, or after the 8 weeks of parental pay.

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

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. Please see Permissible Absences Policy below.

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. For up to 24 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.

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