Time Away Benefits
Paid time off
Team members accrue vacation from the first day of hire and may use accrued hours as earned for many needs, including vacation, illness or injury, personal business or appointments, and family or childcare matters with supervisor’s approval.
Mortenson provides paid time off (PTO)
PTO pay provides flexibility to team members to use their discretion in how to use it. This includes, but is not limited to, situations where team members need time off for their own health and safety, or that of a family member. Team members may use PTO for time away from work as protected by various state and local paid sick leave laws, such as for:
- a team member’s own mental or physical illness, injury, or health condition;
- the mental or physical illness, injury, or health condition of the team member’s family member; or
- to attend an appointment with a health care provider for the care of the team member or the team member’s family member, including preventive care;
- to seek medical attention or other assistance if the team member or team member’s family member has been the victim of domestic abuse, sexual assault, or harassment;
- Or other reasons as protected by applicable state or local laws.
Any team member who needs to take PTO must contact their supervisor, except in emergency circumstances, in which the employee should contact their supervisor as soon as practicable.
The Mortenson PTO plan includes more opportunities to earn PTO with increments beginning after one year.
The amount of PTO hours you earn depends on your length of service at Mortenson summarized in the chart below:
| Years of Service | PTO Days per Year | PTO Hours per Pay Period | Maximum PTO Balance |
| 0 – 1 year | 10 days | 1.55 hours | 120 hours |
| 1 – 3 years | 12 days | 1.85 hours | 144 hours |
| 3 – 5 years | 14 days | 2.15 hours | 168 hours |
| 5 – 7 years | 16 days | 2.46 hours | 192 hours |
| 7 – 9 years | 18 days | 2.77 hours | 216 hours |
| 9+ years | 20 days | 3.08 hours | 240 hours |
Mortenson will be including all service to calculate your PTO! This is important for team members who were laid off following a project ending who come back to Mortenson; those team members will now have past service included in their PTO service, leading to greater PTO accruals.
Holidays
Mortenson’s Holiday schedule varies from year to year but on average team members receive eight (8) paid holidays. In order for a team member to receive holiday pay, he/she must work the day before and the day after the holiday unless the absence is approved by his/her supervisor.
Mortenson offers at least eight (8) paid holidays per year
| 2024 Holiday | Date |
|---|---|
| New Year’s Day | Monday, January 2, 2024 |
| Martin Luther King Jr. Day | Monday, January 15, 2024 |
| Memorial Day | Monday, May 27, 2024 |
| Independence Day & July Holiday | Thursday, July 4 & Friday, July 5, 2024 |
| Labor Day | Monday, September 2, 2024 |
| Thanksgiving Day | Thursday, November 28, 2024 |
| Thanksgiving Friday | Friday, November 29, 2024 |
| December Holiday | Wednesday, December 25, 2024 |
In order for a team member to receive holiday pay, he/she must work the day before and the day after the holiday unless the absence is approved by his or her Supervisor.
Expanding Family
Team members receive maternal and parental leave. Learn more below or click here to view your maternity support guide.
Benefit Overview
Mortenson non-Union craft team members who have been employed by Mortenson for at least 6 months who give birth will receive 10 weeks paid at 100% following the birth of their child. Eligible team members will work with Mortenson’s HR Service Center and New York Life for their short-term disability which will last between for 8 weeks, paid at 100% (and if eligible, Family Medical Leave (FML)), followed by 10 days of parental leave described below.
Mortenson non-Union craft team members who have been employed by Mortenson for at least 6 months who become a parent either through birth, foster placement, or adoption are eligible for a 2 week (10 work days or 80 hours) paid leave to be taken following the arrival of your new child.
Parental leave must be taken in one day increments within 6 months of the birth, placement, or adoption of your child. Both mothers and fathers employed at Mortenson are eligible for parental leave.
It is important to discuss your planned parental leave timing well in advance with your manager (at least 30-days prior) so your team can plan accordingly. Parental Leave hours can be entered on your time card; select the Parental Leave pay type from the same place you select PTO or Holiday pay.
You will need to submit supporting documentation for your parental leave to HR Service Center (i.e. birth certificate, document from healthcare provider stating date of birth and child’s name, official adoption paperwork, or foster placement documentation).
Short-term disability
Team members who are enrolled in the medical plan are eligible for benefits with an approved disability – if you find yourself unable to work due to injury or illness. Disability or leave of absence is determined by medical record review completed by New York Life.
Benefit overview
Team members should first contact Mortenson’s HR Service Center by emailing HR Service Center or call 1-800-780-0642, option 3 to notify HR of an upcoming leave of absence.
Next, notify your supervisor of the dates you will be off work and the date you will be returning to work. Be sure to contact your supervisor if these dates change.
- Under the Health Insurance Portability and Accountability Act (HIPAA), you are not required to share the medical or personal reason(s) you’re off work with your supervisor or coworkers.
Following the conversation with HR, eligible team members can contact New York Life at 1-888–842–4462 to file a disability claim.
For more information, please refer to the Non-Union Craft Disability Leave Guide [PDF] .
Mortenson non-Union craft team members who have been employed by Mortenson for at least 6 months (enrolled or not enrolled on the medical plan) will have STD paid at 70% of base pay for the first eight weeks of their disability following a 1 week or 5 workdays elimination period. STD benefits for eligible team members who are off work due to a qualified illness or disability this program will continue a portion of your base salary, up to a maximum of 26 weeks, the benefit payments can be found below:
| Disability Plan | Coverage Level |
|---|---|
| Waiting / Elimination Period | 5 work days (7 calendar days) for all disabilities |
| Week 2 to Week 8 | 70% of standard weekly earnings are paid |
| Week 8 to Week 26 | 50% of standard weekly earnings are paid |
| Disability payment length | Up to 26 weeks |
With an approved disability, New York Life will mail you weekly disability payment checks. Your medical and dental insurance will continue through the end of your approved disability period.
You can also find more information in the disability section of this site.
Learn more about filing for disability leave [PDF}.
Disability or leave of absence
Team members who are enrolled in the medical plan are eligible for benefits with an approved disability – if you find yourself unable to work due to injury or illness. Disability or leave of absence is determined by medical record review completed by New York Life.
Benefit overview
Team members should first contact Mortenson’s HR Service Center by emailing HR Service Center with the completed form here or call 1-800-780-0642, option 3 to notify HR of an upcoming leave of absence.
Next, notify your supervisor of the dates you will be off work and the date you will be returning to work. Be sure to contact your supervisor if these dates change.
- Under the Health Insurance Portability and Accountability Act (HIPAA), you are not required to share the medical or personal reason(s) you’re off work with your supervisor or coworkers.
Following the conversation with HR, eligible team members can contact New York Life at 1-888–842–4462 to file a disability claim.
For more information, please refer to the Non-Union Craft Disability Leave Guide [PDF] .
If you’re pregnant, you can give your expected delivery date and Cigna will work with you to get the disability process started.
- Contact New York Life at 1-888-842-4462 (English) or 1-866-562-8421 (Español)
- Or visit the www.mynylbs.com to file for disability leave.
Be sure to also call 1-763-780-0642 or email the HR Service Center on or before your first day of absence to report how long you plan to be absent.
Mortenson non-Union craft team members who have been employed by Mortenson for at least 6 months (enrolled or not enrolled on the medical plan) will have STD paid at 70% of base pay for the first eight weeks of their disability following a 1 week or 5 workdays elimination period. STD benefits for eligible team members who are off work due to a qualified illness or disability this program will continue a portion of your base salary, up to a maximum of 26 weeks, the benefit payments can be found below:
| Disability Plan | Coverage Level |
|---|---|
| Waiting / Elimination Period | 5 work days (7 calendar days) for all disabilities |
| Week 2 to Week 8 | 70% of standard weekly earnings are paid |
| Week 8 to Week 26 | 50% of standard weekly earnings are paid |
| Disability payment length | Up to 26 weeks |
With an approved disability, New York Life will mail you weekly disability payment checks. Your medical and dental insurance will continue through the end of your approved disability period.
You can also find more information in the disability section of this site.
Learn more about filing for disability leave [PDF}.
- FML provides eligible team members up to 12 weeks of unpaid, job and benefits-protected leave per year.
- To be eligible for FML you must have been employed with Mortenson for at least 12 months and worked at least 1,250 hours over the past 12 months.
- FML runs concurrently with disability leave.
- You cannot extend your time off under disability with FML.
- Cigna Leave Solutions manages the administration of FML.
- Please visit the United States Department of Labor’s website for more information.
Bereavement
The loss of a loved one is an incredibly difficult situation and access to bereavement leave is important for team member mental health and will offer time off to recover and expresses empathy and compassion during the difficult time in the team member’s life.
Benefit overview
Non-union craft, non-temporary team members who have been employed by Mortenson for six months will be granted up to 5 days (40 hours) paid bereavement leave of in the event of the death of an immediate family member (i.e. spouse, parent or stepparent, parent or stepparent of current spouse, mother-in-law, father-in-law, child or stepchild, brother, stepbrother or half-brother, sister, stepsister or half-sister, brother-in-law or sister-in-law, grandparents (including grandparents of current spouse) or grandchild). Mortenson also offers bereavement leave for families (mothers and fathers) coping with miscarriage.
Additional time can be used for settling deceased persons’ affairs and bereavement leave time can be used for legal responsibilities at a later time as well.
A paid leave of absence for up to one day will be granted for other family members not mentioned above; (i.e. aunt, uncle, niece or nephew.)