Bp US Holiday Policy

bp US Holiday Policy

EFFECTIVE DATE: JANUARY 1, 2021 POLICY OWNER: US EMPLOYEE RELATIONS VERSION 1.0 people&culture bp US Core Holiday Policy Contents

1 Introduction...... 3 10 Personal Choice Holidays...... 4

2 Scope...... 3 11 Calculating Overtime for Non-Exempt Employees...... 5

3 Eligibility...... 3 12 Calculating Pay for Part-Time Employees...... 5

4 Scheduled Holidays...... 4 Legal notice...... 6

Effective Date: January 1, 2021 | Policy Owner: US Employee Relations Version 1.0 people&culture bp US Core Holiday Policy

1. INTRODUCTION

The purpose of the bp US Holiday Policy (the “Policy”) is to allow employees time off with pay to recognize major holidays in the US.

2. SCOPE

This Policy applies to employees who are eligible for the “Core” benefit program (Core program). The Core program applies to eligible full-time, part-time, and temporary employees of bp who are on U.S. dollar payrolls, except for those who are covered under separate holiday policies as outlined below.

This Policy does not apply to certain groups of employees, such as at-site retail employees, employees on domestic or international rotational work schedules who are covered by separate holiday related policies, expatriates and members of a collective bargaining unit at sites that are covered by policies bargained with local unions.

Holiday benefits for those employees who are not covered by this Policy will be in accordance with their Entity/Sub-Entity’s Holiday policies as described in their published policies.

3. ELIGIBILITY

In-scope employees (as defined in Section 2) are eligible for holiday pay as follows:

(a) Full-time, part-time, and temporary employees are eligible for all holiday benefits.

(b) Interns and co-ops are eligible for paid scheduled holidays that fall during their employment period. See Section 4 for the list of scheduled holidays.

(c) Occasional/casual employees are not eligible for holidays, except interns and co-ops as described in section 3(b) above.

An employee will receive holiday pay for a scheduled holiday if they are actively at work, on vacation or using a personal choice holiday on the nearest scheduled workday on either side of the holiday. An employee receiving Short-Term Disability benefits for regularly scheduled workdays on both sides of a holiday will receive Short-Term Disability benefits rather than holiday pay for the holiday.

Effective Date: January 1, 2021 | Policy Owner: US Employee Relations Version 1.0 people&culture 3 bp US Core Holiday Policy

4. SCHEDULED HOLIDAYS

Paid holidays may vary by location, based on local practice and other entity considerations, and will be announced locally each year. Generally, the nine scheduled holidays are:

• New Year’s Day • Martin Luther King Jr. Day • Memorial Day • Independence Day • Labor Day • Thanksgiving Day • Day after Thanksgiving • Christmas Eve • Christmas Day

Generally, when a holiday falls on a Saturday, it is observed on the Friday preceding the holiday. When a holiday falls on a Sunday, it is observed on the following Monday.

Similarly, if a scheduled holiday falls on a regularly scheduled day off for employees who work non-traditional schedules, such as a compressed workweek, the holiday may be observed on another day based on Entity or local practice.

5. PERSONAL CHOICE HOLIDAYS

(a) Earning Personal Choice Holidays

Full-Time and Part-Time Employees If an employee’s hire date is before July 1, they are eligible for two personal choice holidays during the first calendar year as a bp employee. If an employee’s hire date is July 1 or later, they are eligible for only one personal choice holiday during the first calendar year as a bp employee. Effective January 1 of the next year, the employee will be eligible for two personal choice holidays each year.

Employees who work alternative schedules, such as compressed workweeks, may be limited to one personal choice holiday per year depending on Entity or local practice.

Eligible employees may schedule unused personal choice holidays at any time, with the supervisor’s approval.

Temporary Employees Personal Choice Holidays for temporary employees will be limited, based on the expected length of assignment, as follows:

(i) Temporary employees whose assignment is less than 3 months, are not eligible for personal choice holidays.

(ii) Temporary employees whose assignment is 3 to 6 months are eligible for 1 personal choice holiday.

(iii) Temporary employees whose assignment is 6 months or more are eligible for 2 personal choice holidays.

Interns and co-ops Interns and co-ops are not eligible for personal choice holidays.

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(b) Unused Personal Choice Holidays at Year-End

Personal choice holiday benefits are not cumulative and must be used during the calendar year with the following exceptions only:

(i) Where carry-over is required by state or local law1, personal choice holidays will be carried over for use in the following calendar year up to the maximum limit that can be earned under this Policy. Employees will not be eligible to earn, at any given time, more than four unused personal choice holidays, referred to as the “Maximum Personal Choice Holiday Earned Limit.” Any unused earned personal choice holidays that are carried over count towards the Maximum Personal Choice Holiday Limit as defined in this section.

(ii) On January 1 of each year, those employees eligible for carry-over will be awarded personal choice holidays, as described in Section 5(a), up to the Maximum Personal Choice Holiday Earned Limit. Once the Maximum Personal Choice Holiday Earned Limit is reached, the employee will cease to earn additional personal choice holidays on January 1 of each year until the unused, earned personal choice holidays once again fall below the Maximum Personal Choice Holiday Limit. If the number of unused personal choice holidays falls below the Maximum Personal Choice Holiday Limit at any time other than on January 1, employees will not be eligible for additional personal choice holidays until January 1 of the next calendar year.

Unused personal choice holidays will not be paid out at the end of a calendar year or at termination of employment, unless required by state or local law.2 If required, unused personal choice holidays will be paid out as soon as administratively possible after termination.

6. CALCULATING OVERTIME FOR NON-EXEMPT EMPLOYEES

Unless modified by a collective bargaining agreement or by local practice, holidays observed on regularly scheduled workdays are treated as follows for non-exempt employees:

(a) If an employee is not required to work, holiday time will not count as time worked when computing overtime.

(b) If an employee is required to work, they will receive regular holiday pay plus time and a half for the holiday hours worked. The holiday time will count toward time worked when computing overtime pay for the remainder of the week.

7. CALCULATING PAY FOR PART-TIME EMPLOYEES

(a) Scheduled Holidays

A part-time employee — one who works less than a full-time schedule but a minimum of 20 hours per week — will receive holiday pay for a holiday, whether or not the holiday falls on a regularly scheduled workday, provided they meets the eligibility provisions defined in Section 3.

The employee will receive 100% of base pay for a regular day of work. For example, an employee who regularly works three 8-hour days per week will receive 8 hours of holiday pay for a scheduled holiday. An employee who works three 6-hour days per week will receive 6 hours of holiday pay for a scheduled holiday.

An employee who does not work the same number of hours each workday will receive holiday pay based on the average daily work hours. For example, an employee who works two 8-hour days and two 4-hour days each week will receive 6 hours of holiday pay for a scheduled holiday (24 hours divided by 4 days).

1 Including but not limited to employees who work in California and Colorado. 2 Including but not limited to employees who work in California, Colorado and Illinois.

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(b) Personal Choice Holidays

Part-time employees receive the same number of personal choice holidays as full-time employees. However, pay for a personal choice holiday is calculated using the same formula defined in 7(a) for scheduled holidays.

LEGAL NOTICE bp retains the sole right to interpret, revise or withdraw this policy at any time and at bp’s absolute discretion. This Policy is not intended to create, nor does it create, any express or implied contract or contractual rights in any person. This policy does not modify or limit any employee’s at-will employment with bp. To the extent any applicable law conflicts with the terms of this policy, applicable law will apply. This policy does not modify or supersede any collective bargaining agreement, memorandum of agreement or memorandum of understanding between bp and any union.

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