PTO & Holidays Policies (USA)


To request PTO, please contact your supervisor. Starting PTO (Annual): Employees receive 15 days of PTO annually. Tenure-Based PTO Increases:

  • PTO increases by 1 day per year of employment, up to a maximum of 25 days.
  • The first additional day is added on January 1 following the first complete year of employment.
    • Example: If your employment begins on July 1, 2022, your first complete year is 2023, and your first additional day will be added in 2024.

Maximum PTO (Annual): PTO, including any rollover, is capped at 25 days per year. PTO Usage:

  • PTO is combined and can be used for any type of leave, including sick leave.
  • Flexible for unexpected absences; however, a doctor's note may be requested or required at any point.
  • Manager approval is required to schedule PTO. Note that other employees' time off may impact approval.
  • A PTO calendar will be maintained to track usage.

PTO Carryover Policy: Unused PTO can be carried over for one year, up to a maximum of 25 days.

Paid Holidays (Annual): Employees receive 11 paid holidays each year:

  • New Year's Day
  • Martin Luther King Jr. Day
  • Memorial Day
  • Juneteenth (June 19)
  • Independence Day
  • Labor Day
  • Thanksgiving Day
  • Day After Thanksgiving
  • Christmas Eve
  • Christmas Day
  • New Year's Eve

Weekend Holiday Observance: When a Federal holiday falls on a weekend, the observed day off is as follows:

  • Holiday falls on Saturday → the preceding Friday is observed
  • Holiday falls on Sunday → the following Monday is observed

This observance applies to the following holidays only: Martin Luther King Jr. Day, Memorial Day, Juneteenth, Independence Day, and Labor Day. It does not apply to Christmas Eve or New Year's Eve.

WFH Holidays: During specific holiday periods, employees must physically be in Austin and prepared to come to the office if necessary but can work from home:

  • Thanksgiving Week
  • December 24 to January 1 (returning to work on January 2)

Types of LOA: (All of these are normally Unpaid unless you have PTO, STD, or LTD):

  • Pregnancy, Adoption, Paternity for Salaried: see further details in the company guide here.
  • Medical Accommodation / Emergency Leave (to include rehab and required psychological health needs)
  • Military Leave
  • Bereavement Leave
  • Occupational Injury Leave
  • Accommodation Leave
  • Jury Duty (We pay up to 40 hours outside of PTO for FT Salaried)
  • 30 Days Active No Hours: can be requested after 1 year of full-time employment, with a minimum 90-day advance written notice to your direct supervisor.

If a team member requests time off beyond their available PTO and Sick Time, it will be considered unpaid leave (the 30 days "active no hours" comes into play). The company may approve up to 30 consecutive calendar days of unpaid time off, subject to leadership approval, without being on a company leave of absence. This unpaid leave is not guaranteed and must be requested in advance. If additional time off is needed beyond the (up to) 30 days of approved unpaid leave, the team member must either:

  • Return to work, or
  • Apply for and be approved for a formal leave of absence (such as FMLA, medical leave, or personal leave, if eligible).



Failure to return to work or obtain an approved leave may be considered a voluntary resignation.

PTO is intended to be used during your time at Bramlett Partners. Accrued, unused PTO does not carry a cash value and will not be paid out at separation, regardless of the reason for departure.

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