Smoking or the use of tobacco, or tobacco-related products (including but not limited to cigarettes, e-cigarettes, and chewing tobacco) is not permitted in any Company buildings, facilities, work sites, or vehicles. Employees wishing to smoke or use tobacco products should do so during their break or lunch times, outside Company buildings, in designated areas, and in accordance with local ordinances.
A receptacle is available for the safe disposal of cigarette butts; please make sure to completely extinguish the cigarette before disposing of it to avoid starting a fire. Employees who use other tobacco products, such as chewing tobacco, will be responsible for providing their own disposal container and disposing of it in the outside dumpsters only.
Employees are reminded to be respectful to the Company’s property and fellow employees; leaving cigarette butts on the ground/property or spitting chewing tobacco on the ground/property is prohibited.
PRPL is a drug-free workplace and is required to be in compliance with certain guidelines for workers’ compensation insurance. The Company is dedicated to providing employees with a workplace that is free of illegal or unauthorized drugs. The Company discourages drug abuse by its employees.
The Company has a vital interest in maintaining safe and efficient working conditions for its employees. Substance abuse is incompatible with health, safety, efficiency, and success at the Company. Employees who are under the influence of a drug on the job compromise Company interests, endanger the employees own health and safety and the health and safety of others, and can cause a number of other work-related problems, including absenteeism and tardiness, substandard job performance, increased workloads for coworkers, behavior that disrupts other employees, delays in the completion of jobs, inferior quality in Company products, and disruption of customer relations. Any identified usage of illegal or unauthorized drugs, or being under the influence of such a substance during working hours will be grounds for discipline up to and including termination.
For the safety of the Company’s employees and clients, the Company reserves the right to test any employee for the use of illegal drugs or alcohol upon reasonable suspicion or post-accident.
Specific jobs may, at the Company’s discretion, require regular drug testing. Such as a test may be conducted after an accident or at reasonable suspicion of impairment while on the job. Under those circumstances the employee may be driven to a certified lab, at the Company’s expense, for the drug test.
Any employee found to use, sell, possess, or distribute any illegal or unauthorized drugs (including excessive quantities of prescription or over-the-counter drugs) while on the Company premises, performing Company-related duties, or while operating any Company equipment, is subject to disciplinary action, up to and including termination of employment. Any suspected illegal drugs confiscated will be turned over to the appropriate law enforcement agency. If you are convicted of any drug-related offense, you must report it to the Leadership Team within 24 hours. Such a conviction, as well as failure to report same, may result in disciplinary action up to and including termination.
It is the responsibility of any employee taking medication to consult a medical professional to determine whether the drug may affect their personal safety or ability to perform the essential functions of the job and should advise their supervisor of any job limitations. Upon notification of job limitations, the Company will make reasonable efforts to accommodate the limitation.
Employees who fail a drug test at any point in their employment may be given the opportunity to continue their employment through a last chance program at management’s discretion.
As you may have noticed, PRPL makes alcohol available to its employees. Whether you choose to drink alcohol is entirely a personal decision, and no employee is expected to drink alcohol because PRPL may make it available. It is the responsibility of all employees to ensure that work performance and judgment is not impaired by alcohol. An employee’s conduct when consuming alcohol is her/her sole responsibility. PRPL reserves the right to refuse service to any employee for any reason.
Should you choose to drink alcohol, it is your obligation to act responsibly and to get home safely. PRPL expressly prohibits driving while impaired by alcohol or other controlled substances, and is not condoned under any circumstances. All employees are prohibited from operating Company vehicles while impaired by alcohol or other controlled substances, at any time. Employees who drive impaired or refuse to cooperate with law enforcement in connection with laws relating to drinking and driving may be subject to discipline, up to and including termination.
PRPL also does not condone other offenses in which alcohol is a contributing factor, including but not limited to, as public drunkenness, disorderly conduct, or providing alcohol to anyone under the legal drinking age. Employees who commit such offenses are subject to discipline, up to and including termination.
All employees are required to report the Leadership Team any incident where the employee has been ticketed, cited, charged, or convicted of the offense of driving over the legal blood alcohol content limit, or other alcohol-related offense within two business days. PRPL will conduct an investigation into the employee’s conduct, during which time the employee may be placed on suspension, with or without pay. Based on the findings of PRPL’s investigation, the employee may be subject to discipline, up to and including termination.
The Company promotes safety in the workplace. An employee’s supervisor will review the safety procedures applicable to the employee’s department at hire and periodically thereafter
In the event an employee becomes injured while on the job, the employee is to report the injury immediately to the nearest available management personnel. A decision on medical assistance will be rendered and the Human Resources Department will refer the employee to an approved facility.
An incident report should be completed within 24 hours by the employee, the employee’s supervisor, and any available witnesses then submitted to the Human Resources Department. If an employee is a witness to an accident/injury, the employee will need to report the incident to management and/or call 911 for emergency assistance if needed. All employees are required to report all nonfunctioning hazardous equipment to the nearest available management personnel.
The Company provides a comprehensive workers’ compensation insurance program at no cost to employees. This program covers any injury or illness sustained in the course of employment that requires medical, surgical, or hospital treatment as long as the on-the- job accident is the major contributing cause of the need for treatment. Subject to applicable legal requirements, workers’ compensation insurance may provide partial lost wage benefits after a short waiting period. However, if an employee is found to be in violation of the Company’s drug and alcohol free work environment, any benefits provided by workers’ compensation insurance may be reduced or eliminated.Up next: Employment Separation