When you begin employment with PRPL, we want you to take the opportunity to get to know us and make sure you are comfortable working here. Your first ninety (90) days of employment at PRPL are considered an Introductory Period. Leadership and your fellow employees will work closely to help you understand the processes and requirements of the position. Employees are highly encouraged to ask questions and clarify any areas of concern throughout this process.
At the end of the introductory period, your Department Director will discuss your job performance with you at a 90-Day Review. During the discussion, you are encouraged to communicate your progress as well. We hope that you successfully complete your introductory period. Once you do, you will be well on your way to a productive working relationship with PRPL. However, please be aware that this completion does not guarantee your continued employment with PRPL.
Employee Classifications for compensation and benefits purposes only. Please note, employees will likely fall into two of the categories listed below, describing their compensation structure and benefits eligibility.
The Vice President of People or a member of Leadership will inform all employees of their classification, status, and responsibilities at the time of hire, rehire, promotion, or at any time a change in status occurs.
● Regular Full-Time: An employee who is scheduled to work no less than 30 hours on a week-to-week basis. The employee may be Exempt, or Non-Exempt, and is eligible for all employment fringe benefits offered by PRPL after their introductory period.
● Regular Part-Time: An employee who is scheduled to work no more than 30 hours in a workweek and may be hired for only a specific period. They are not eligible for fringe benefits. The employee is Non-Exempt and is compensated on an hourly basis.
● Temporary: An employee who is hired to work either full-time or part-time temporarily (e.g. an Intern or Contractor), for a specified project or length of time, generally not to exceed six(6) months. Full-time and Part-Time Temporary employees will work the same hours as their Regular counterparts. Temporary employment extending beyond its originally scheduled duration in no way guarantees or implies a change in employment status, and will remain a Temporary employee unless notified by the Vice President of People or a member of Leadership.
● Salaried Exempt: PRPL is committed to compliance with the Fair Labor Standard Act(FLSA) and all regulations interpreting the FLSA. While Exempt employees are generally entitled to their full salary regardless of the actual hours worked, Exempt employees are expected to work whatever hours are required to accomplish their duties, even if it exceeds their normal workweek. Certain deductions from an exempt employee’s salary are permitted, such as but not limited to, personal absences of a day or more, leave under the Family and Medical Leave Act, or deductions for disciplinary suspensions of a full day or more imposed in good faith for infractions of workplace conduct rules or safety violations of major significance. All pay deductions for exempt team members must be authorized by the CEO or his designee. Pay deductions not permitted by the FLSA are strictly prohibited. If an exempt employee believes that a deduction is improper, he/she should immediately notify the CEO or his designee. PRPL will promptly investigate any reports of improper salary reductions and if an investigation reveals a salary reduced in error, PRPL will reimburse the employee for any improper reductions and will take such measures as may be reasonable and prudent to prevent improper deductions in the future. No overtime will be paid to Exempt team members.
● Non-Exempt: Some positions at PRPL may be classified as Non-Exempt. These Non-Exempt positions may be subject to overtime pay. Non-Exempt employees whose positions do not meet FLSA exemption tests and are paid a multiple of one and one half (1.5) their regular rate of pay for hours worked over forty (40) hours. Unless notified otherwise in writing by Management, all hourly employees of PRPL are Non-Exempt. Only Management can authorize overtime. Failure to follow this procedure may result in disciplinary action, up to and including termination.
Employees are not hired for any definite or specified period even though wages are paid regularly. Accordingly, either employees or PRPL can terminate the employment relationship at any time at will, with or without cause, and with or without prior notice.
There have been no implied or verbal agreements or promises. There is no implied employment contract created by this Handbook or any other PRPL document or written or verbal statement or policy.
Nothing in this Handbook or any document or statement and nothing implied from any conduct shall limit the Company’s or employee’s right to terminate employment at will. Only the CEO or his designee is authorized to modify the Company’s at-will employment policy or enter into any agreement contrary to this policy. Any such modification must be signed and in writing by the employee and the CEO or his designee.
The Company will conduct pre-employment screenings on all candidates provided contingent offers of employment, which may include but will not be limited to, a drug, criminal/background, employment, and education check. Additional screenings, including but not limited to credit checks, may be performed for necessary positions.
Third-party services may be hired to perform these checks. PRPL conducts these in compliance with the Fair Credit Reporting Act and will provide a summary of an employee’s rights at the time the authorization paperwork is completed.
The Company has strict provisions regarding the information provided to people outside the Company for current and former employees. Information is restricted to the employment dates and positions held in the Company for that person. This is done to protect PRPL and its employees. This information will only be released by a member of Leadership or other authorized Management.
Usually, your job duties will remain consistent. However, employees may be assigned duties or responsibilities outside of their job description and employment particulars based on the Company’s needs. If/when this occurs, we expect your cooperation and appreciate your flexibility so that we can best serve the needs of our business and, more importantly, our clients.
Any referral’s potential for creating a conflict of interest will be taken into consideration by the Company.
The Company maintains various employment files following all applicable state and federal law. Examples of these files include personnel files, attendance files, I-9 files, and files for medical purposes.
Employees are required to notify the Vice President of People or a member of Leadership within five (5) business days of changes relating to personal information contained within their employment file.
All employment files have restricted access. Employees and Management, or its designated agents, may have access. In the event an employee wishes to review their personnel file, the employee must provide a written request to the appropriate manager. The written request will become a permanent part of the employment file. If the request is granted, access will be provided to the employee under the supervision of Leadership. Personnel files are property of the Company, and originals may not be removed from the People Operations department.