PRPL’s formal work week will begin at midnight Sunday and end at midnight the following Saturday. The designated pay period for all employees is semi-monthly (24 pay periods per year). Except as otherwise provided, if any date of paycheck distribution falls on a holiday, employees shall be paid on the preceding scheduled workday. You will be paid on the 15th and final days of the month (i.e. 30th, 31st, etc). Please speak to the VP of Finance if you wish to elect to participate in direct deposit. If you do not, you will receive a physical paycheck.
It is the Company’s policy to comply with the FLSA. If an error has occurred for pay rate, hours worked, or incorrect allocation of time, the employee is responsible for notifying the VP of Finance regarding any error immediately. Every effort is made to avoid errors in an employee’s paycheck including improper deductions. If an employee believes an error has been made in a paycheck or an improper deduction has been made from the paycheck, employees should report it to the VP of Finance immediately in writing. Necessary steps will be taken to research the problem and make any corrections necessary promptly.
Every report will be fully investigated and the Company will make every effort to ensure that the employee receives any pay they are entitled to. The Company will not allow any form of retaliation against individuals who make good faith reports of an alleged violation of this policy, or who cooperate in an investigation of such reports, even if the reports do not reveal any errors. Retaliation is unacceptable, and any form of retaliation in violation of this policy will result in disciplinary action, up to and including discharge.
Since our inception, PRPL has only continued to grow, which is demonstrated by our proven track record of success. We sport a client roster that includes global tech companies, world-renowned entertainment organizations, healthcare corporations, non-profits, and educational organizations.
Non-exempt employees will be compensated for all hours worked more than forty (40) hours in a workweek per applicable federal and state laws. Non-exempt employees are paid overtime at the rate of one and one-half times the regular rate of pay for all hours worked over forty (40) in a workweek. Any overtime worked must be authorized by Management in advance. Failure to comply with the policy will result in discipline up to and including termination.
Employees may be required to work overtime when assigned and work demands dictate. Management will communicate expectations with each employee depending on work demands. Being a production-based company, employees are asked to understand and be cooperative when overtime is required.
PRPL recognizes the importance of continued review of performance to ensure both the employee and the Company are aware of the expectations of both parties. We want to be able to capture your strengths so that you continue to excel in them and identify areas in which you can develop. We will endeavor to provide all new hires with a 90-Day Review to ensure satisfactory progress is being made in the new role. PRPL will endeavor to provide biannual reviews on the employee’s date of hire anniversary and at every six-month interval to continue this evaluation of expectations. Leadership may deem it necessary for any employee who transfers into a new role to undergo a predetermined period of review to ensure expectations are being met by both parties.
We believe that this process works best when both parties are open and honest. We expect that you take this process seriously, and discuss any concerns that you may have. The completed and signed evaluation forms will be placed in the personnel file. Employees will receive a copy of the performance evaluations. This evaluation process does not constitute an agreement of employment or in any way change the status of an employee from at-will.
A performance evaluation does not equate to or result in an automatic salary increase. The employee's overall performance and salary relative to position responsibilities will be evaluated to determine whether a salary increase is warranted. PRPL reviews salaries at yearly intervals, minimally. Out-of-cycle salary increases can be considered but are subject to approval from the employee’s manager and Leadership.
Demotion is a reduction in responsibility usually accompanied by a reduction in pay. If and when a demotion occurs, the employee may maintain their seniority with the Company, subjected to the discretion of the Company.
In addition to specific duties that may accompany an individual’s job responsibilities, each job also includes "and other assigned duties." From time to time, employees may be required to perform duties or tasks of a fellow employee who is absent or for a temporarily vacant position. The employee will be compensated at their regular rate of pay while performing other assigned duties temporarily.
Travel time will be compensated per the FLSA regulations.
When an employee is performing their normal job duties, calling on clients, attending trade shows, working on presentations, and checking and replying to emails, you will be compensated at your normal hourly rate of pay. This is exclusive of any time spent during the day for personal activities or meal breaks. Time should be recorded on your timesheets and in the time tracking system. If a non-exempt employee works more than 40 hours in a workweek, actual hours worked beyond 40 hours in a workweek will be compensable at the Company’s standard overtime rate.
PRPL will reimburse you for certain expenses incurred during the normal course of business travel including, but not limited to, airfare (for coach only), reasonable hotel rates (to be pre-approved by a member of Leadership), and meals up based on the most recent Per Diem rates defined by the VP of Finance (limited to three per day).
Itemized receipts must be obtained for an employee to be reimbursed for these costs. These receipts must be provided to the VP of Finance within 5 working days of returning from a business trip, along with any excess advance money. The employee should complete an expense report for each trip attaching receipts and noting the amounts spent. The expense report will reflect any additional money owed to the employee or the excess money to be returned. Some employees will be issued a credit card from the Company to be used for travel and other business expenses. Employees that are issued credit cards will need to sign and comply with the Company credit card agreement. An employee’s manager must approve expense reports before submission to the VP of Finance.
PRPL will reimburse employees at the business standard mileage rate per current year IRS requirements, for miles traveled by the employee in the employee's car while traveling to and returning from clients, meetings, or other Company business that has been pre-approved. You must complete a mileage report indicating the miles traveled within five (5) business days of returning to the office.