Request a Family Leave

Under the Family Medical Leave Act (FMLA), eligible employees are entitled to certain legal rights for absence up to a total of 12 workweeks (maximum) of unpaid Family Leave during an applicable 12-month period commencing from the birth event date. There is no minimum period of Family Leave. Under corporate policy, Medical and Family Leave are applied separately.

By law, to be eligible for a Family Leave qualifying under FMLA, you must be employed with the Company for at least 12 months and have worked for at least 1,250 hours during the previous 12-month period. However, under current corporate policy, the service requirement has been waived for Family Leave related to an employee’s birth of his/her own child.

• Anthem’s Building Healthy Families: Offered to expectant employees, spouses, domestic partners or dependents enrolled in the Marathon Petroleum Health Plan, this "Condition Care" program links mothers-to-be with important, trimester-specific, pregnancy-related healthcare information, assuring an expectant Mom has everything needed to consistently make healthy choices. Gift cards are awarded for participation. For program details, contact Anthem directly at 1-800-828-5891. For more information click here.
• Anthem - Breast Pumps: Offered to expectant employees, spouses, domestic partners or dependents enrolled in the Marathon Petroleum Health Plan. Members are eligible to receive one free standard breast pump per pregnancy. To receive the full 100% coverage, the breast pump must be received from a DME supplier in the DME network that supplies breast pumps, or from a professional provider or facility in the network. For more information click here.
• Delta Dental Oral Health Program: This program provides a feature for expectant dental plan members. You pay out of pocket for covered procedures, and then submit a dental oral health maternity benefit form to Delta for reimbursement. The form is available here. For program details, contact Delta directly at 1-800-524-0149.

• Pregnancy Confirmation Form
• Paid Parental Leave Form
• Parental Benefits Roadmap

^*An employee will be notified if other paperwork is required to support a request for leave due to anticipated childbirth (i.e., Authorization for Release of Medical Information-HIPAA).

• Paid Parental Leave Form
• Parental Benefits Roadmap

Note: An employee electing to add a child, or children, to the benefits due to the qualifying event of "Birth," will need request the change with BenefitSolver by visiting www.myMPCbenefits.com/mybenefits within 31 days, including the date of the event. Additionally, the Company also requires supporting documentation of the actual life event (i.e., for a birth, copy of a birth certificate or certificate provided by the hospital affirming the birth, etc.).

Reminder: Please ensure accurate time entry for correct payroll handling is addressed during any period of associated absence.

Active Employees: Did you know employees can now find answers to their Benefits/HR related questions immediately, within Workday? Visit Workday and enter your topic within the search bar at the top of the Workday screen to view related articles.

Can’t find your answer within an article? Workday also provides opportunities for employees to obtain answers by creating cases that are assigned to subject matter experts within MPC, to help answer your questions. To create a case, visit Workday and type “create a case” in the Workday search bar and select “Absences and Leaves” as your case type.

Should you need to speak with someone, please call 1-888-421-2199 and listen for the phone menu option for “leaves”.

Please refer to the Family Leave Policy for additional information concerning Family Leave provisions due to the anticipated birth of a child.

Under the Family Medical Leave Act (FMLA), eligible employees are entitled to certain legal rights for absence up to a total of 12 workweeks (maximum) of unpaid Family Leave during an applicable 12-month period commencing from the adoption or foster placement event date. There is no minimum period of Family Leave.

By law, to be eligible for a Family Leave qualifying under FMLA, you must be employed with the Company for at least 12 months and have worked for at least 1,250 hours during the previous 12-month period. However, under current corporate policy, the service requirement has been waived for Family Leave related to an employee’s adoption/foster care placement of a child.

Please provide a copy of official court documentation associated with the adoption or foster care placement as support documentation to any request for leave.

• Paid Parental Leave Form
• Parental Benefits Roadmap

Note: An employee electing to add a child, or children, to the benefits due to the qualifying event of "Adoption," will need to request the change with BenefitSolver by visiting www.myMPCbenefits.com/mybenefits within 31 days, including the date of the event. Additionally, the Company also requires support documentation of the actual life event (i.e., court adoption papers).

Reminder: Please ensure accurate time entry for correct payroll handling is addressed during any period of associated absence. “No Pay” is the correct payroll code during periods of unpaid Family Leave.

Active Employees: Did you know employees can now find answers to their Benefits/HR related questions immediately, within Workday? Visit Workday and enter your topic within the search bar at the top of the Workday screen to view related articles.

Can’t find your answer within an article? Workday also provides opportunities for employees to obtain answers by creating cases that are assigned to subject matter experts within MPC, to help answer your questions. To create a case, visit Workday and type “create a case” in the Workday search bar and select “Absences and Leaves” as your case type.

Should you need to speak with someone, please call 1-888-421-2199 and listen for the phone menu option for “leaves”.

Please refer to the Family Leave Policy for additional information concerning Family Leave provisions due to adoption or foster care placement of a child. For information on adoption assistance, see Adoption Assistance, or contact Benefits Service Center, the administrator of Marathon Petroleum’s Adoption Assistance Account, at 419-421-3279 and a representative will assist you.

Under the Family Medical Leave Act (FMLA), eligible employees are entitled to certain legal rights for absence up to a total of 12 workweeks (maximum) of unpaid Family Leave during an applicable 12-month period to care for a family member who has a documented “serious health condition.” There is no minimum period of Family Leave.

By law, to be eligible for a Family Leave qualifying under FMLA, you must be employed with the Company for at least 12 months and have worked for at least 1,250 hours during the previous 12-month period.

• Leave Request Form - Family Leave
• Certificate for 'Other' Dependent Form

Reminder: Please ensure accurate time entry for correct payroll handling is addressed during any period of associated absence. “No Pay (time off w/o pay)(NOPY)” during periods of consecutive unpaid Family Leave or “Intermittent Leave-No Pay (IL-no pay)” if Family Leave absence is used intermittently.

Active Employees: Did you know employees can now find answers to their Benefits/HR related questions immediately, within Workday? Visit Workday and enter your topic within the search bar at the top of the Workday screen to view related articles.

Can’t find your answer within an article? Workday also provides opportunities for employees to obtain answers by creating cases that are assigned to subject matter experts within MPC, to help answer your questions. To create a case, visit Workday and type “create a case” in the Workday search bar and select “Absences and Leaves” as your case type.

Should you need to speak with someone, please call 1-888-421-2199 and listen for the phone menu option for “leaves”.

Please refer to the Family Leave Policy for additional information concerning Family Leave provisions due to the serious health condition of a family member.