Conduct And Behaviour

Conduct And Behaviour

A Focus on Our Clients

Above all else, the quality of our relationships with our clients is how we grow and succeed. Therefore, quality service and integrity are our primary objectives.

Our clients’ impression of PRPL and our willingness to use our services is formed by the people who serve them, which is all of us (including you!).

Thus, the more goodwill you promote through hard work and dedication, the more our clients will respect and appreciate you, our company, and our services.

The following are critical requirements that will help ensure successful relationships with our clients:

  1. Always treat visitors and clients in a positive, professional, and cheerful manner.
  2. Do not raise your voice to a client, or treat a client in a rude, uncooperative, or disrespectful manner.
  3. You may not engage in an argument with a client. If a client disagrees with you after you have communicated the facts of a situation, listen to the client’s concern, politely excuse yourself, and find a member of Leadership to help resolve the situation.
  4. You may not lie about the services that PRPL provides.
  5. You may not engage in any type of conversation with clients that may make them feel uncomfortable. You may not engage in any conversation that is any way provocative or suggestive.
  6. When speaking with a client, you may not demean or degrade competitors. Only the facts of a given situation may be discussed when necessary.

Standards of Conduct

PRPL is a professional business based on the trust and goodwill it garners from our clients.

Since clients tend to think in terms of the individual employees with whom they come in contact with at our company, the way you perform your job and treat our clients will determine the client’s satisfaction with our company. You are expected to approach your job duties and responsibilities to PRPL’s satisfaction.

Orderly and efficient operation requires that you maintain proper standards of conduct and observe certain procedures. These guidelines are provided for informational purposes only and are not intended to be all-inclusive.

PRPL views the following as inappropriate behavior and will be proper cause for disciplinary action, up to and including, termination:

Anti-discrimination & Harassment Policy

Discrimination: It is PRPL policy to provide equal opportunity for all employees and applicants for employment without regard to race, color, religion, age, gender, sexual preference, national origin, veteran status, marital status, pregnancy, sexual orientation, physical or mental disability or any other characteristic protected by federal, state, or local law.

This policy extends to, but is not limited to recruitment and placement, promotion, demotion, reassignment, transfer, layoff and termination, rate of pay and other forms of compensation and benefits, training and other working conditions. All employment decisions shall be made without prejudice or discrimination in accordance with the principles of equal opportunity..

Any discrimination based on the characteristics mentioned above is strictly prohibited. This prohibition covers discrimination by anyone in the workplace, including supervisors, co-workers, or non-employees. Any violation of this policy may result in discipline, up to and including termination of employment.

Harassment: Consistent with our policy of equal employment opportunity, harassment in the workplace based on a person’s race, sex, religion, national origin, age, height, weight, marital status, veteran’s status, genetic information, or disability will not be tolerated concerning employees or applicants for employment. One aspect of our policy requiring more clarification is the prohibition of any form of sexual harassment in the workplace.

In general, harassment includes verbal, physical, and/or visual conduct that creates an intimidating, offensive, or hostile work environment of that unreasonably interferes with one’s work performance. Some examples include, but are not limited to: slurs, jokes, offensive statements, posters, emails, or cartoons based on any of the classes identified above. Additionally, examples of sexual harassment include: solicitation of sexual favors, sexual innuendos, unwelcome sexual advances, jokes about gender-specific traits, or other verbal, visual, or physical conduct of a sexual nature. PRPL also prohibits the making of any employment decision on the basis of any of the classes identified above.

Complaint Procedure: Any employee who feels that he or she has been unlawfully discriminated against or harassed based upon his or her race, age, color, religion, sex, pregnancy, marital status, national origin, disability or handicap, veteran’s status, genetic information, or any other characteristic protected by law should immediately report the matter in writing to his or her direct supervisor, pursuant to the Complaint Procedure below. If the alleged discriminator or harasser is your direct supervisor, or if you would feel uncomfortable bringing it to your supervisor’s attention, you may report it to Leadership or Human Resources.

Any employee who feels that he or she has been unlawfully discriminated against or harassed based upon his or her race, age, color, religion, sex, pregnancy, marital status, national origin, disability or handicap, veteran’s status, genetic information, or any other characteristic protected by law should immediately report the matter in writing to Leadership. If the alleged discriminator or harasser is your direct supervisor, or if you would feel uncomfortable bringing it to your supervisors attention, you may report it to Human Resources.

Every complaint of discrimination or harassment that is reported in accordance with this policy will be investigated thoroughly, promptly, and impartially.

PRPL has a compelling interest in protecting the integrity of our investigations. In every investigation, we have a strong desire to protect witnesses from harassment, intimidation, and retaliation, to keep evidence from being destroyed, to ensure that testimony is not fabricated, and to prevent a cover-up. PRPL may decide, in some circumstances, that in order to achieve these objectives, we must maintain the investigation and our role in it in strict confidence. If we reasonably impose such a requirement and an employee does not maintain such confidentiality, that employee may be subject to disciplinary action, up to and including termination

The purpose of this provision is to encourage the reporting of any incidents of perceived discrimination and harassment, to enable PRPL to promptly end any discrimination or harassment, to protect the confidentiality of the employee who raises a complaint, and to protect the reputation of any employee wrongfully charged with discrimination or harassment.

If discrimination and / or harassment is established, PRPL will discipline the offender, and take other necessary action designed to stop the harassment immediately and prevent its recurrence. Disciplinary action for a violation of this policy can range from verbal or written warnings up to and including immediate termination, depending on the circumstances. With regard to acts of harassment by our customers, clients, vendors and other non-employees, corrective action will be taken after consultation with the appropriate management personnel.

Retaliation: PRPL will not tolerate retaliation, coercion, intimidation, interference, discrimination, or harassment of or against any employee for making a good faith complaint of discrimination or harassment, for providing information related to such a complaint, or for assisting with such an investigation. An employee who believes they have been retaliated against as a result of making a complaint or otherwise assisting with an investigation should report this immediately to Human Resources or the Leadership Team. The registering of a complaint will in no way be used against the employee, nor will it ever have an adverse impact on the individual’s employment status.


In addition to PRPL’s anti-harassment policy, we believe it necessary to delineate a policy regarding workplace bullying, as such bullying has numerous negative effects on both individual employees and the Company as a whole. Workplace bullying may cause the loss of trained and talented employees, reduce productivity and morale, and create legal risks.

PRPL believes all employees should be able to work in an environment free of bullying.

Workplace bullying refers to repeated, unreasonable actions of individuals (or a group) directed towards an employee (or a group of employees), which are intended to intimidate, degrade, humiliate, or undermine; or which create a risk to the health or safety of the employee(s). PRPL considers workplace bullying unacceptable, and will not tolerate it under any circumstances.

The Leadership Team assumes the responsibility to ensure employees are not bullied. Any employee who bullies a co-worker will be subject to disciplinary action, up to and including termination of employment.

PRPL encourages all employees to report workplace bullying to a member of management with whom the employee is comfortable speaking, or directly to Human Resources. All complaints of workplace bullying will be treated seriously and investigated promptly. In the investigation process, PRPL will attempt to maintain confidentiality to the extent possible. It is a violation of Company policy to retaliate or otherwise victimize an employee who makes a complaint or a witness who serves in the investigation of the workplace bullying allegation.

Workplace Violence and Security

It is the intent of the Company to provide a safe workplace for employees and to provide a comfortable and secure atmosphere for customers and others with whom the Company does business. The Company has zero tolerance for violent acts or threats of violence.

Acts of violence or intimidation of others will not be tolerated. Any employee who commits, or threatens to commit, a violent act against any person while on Company premises, will be subject to immediate discharge.

Employees within the Company share the responsibility in identification and alleviation of threatening or violent behaviors. Any employee who is subjected to or threatened with violence, or who is aware of another individual who has been subjected to or threatened with violence, should immediately report this information to their supervisor or a member of management. Any threat reported will be carefully investigated and employee confidentiality will be maintained to the fullest extent possible.

Progressive Discipline / Performance Improvement

A high level of job performance is expected of all employees. In the event that an employee’s job performance does not meet the standards established for their position, the employee should seek assistance from their supervisor to attain an acceptable level of performance.

If an employee fails to respond to or fails to make positive efforts toward improvement, progressive discipline may ensue, including demotion, reassignment, or termination of employment.

It is the policy of the Company to regard discipline as an instrument for developing total job performance rather than as punishment. A Performance Improvement Plan (PIP) is one tool that PRPL may select to enhance job performance. Consistent with the at-will nature of the employment relationship, PRPL is not required to take any disciplinary action before making an adverse employment decision, including immediate discharge.

Performance Improvement Plans are a form of corrective action that may be communicated in the form of a written or oral counseling constituting notice(s) of inadequate job performance, and will be applied in conjunction with the Progressive Discipline Policy. The Company reserves its prerogative to discipline, and the manner and form of discipline, at its sole discretion.

If an employee violates established Company procedures and guidelines, exhibits behavior that violates commonly accepted standards of honesty and integrity, or creates an appearance of impropriety, the employee may be subject to disciplinary action up to and including termination.

The Progressive Discipline Policy is to be used for most offenses; however, theft, drug use, fraud, sexual harassment, threat of bodily harm to an employee of PRPL or gross misconduct are grounds for immediate termination.

Consistent with the at-will nature of the employment relationship, PRPL is not obligated to follow the Progressive Discipline Policy in order or at all, and may, at our discretion, administer disciplinary action in the manner we see fit, not limited to immediate termination.

If an employee’s performance is not satisfactory and / or the employee is not complying with certain Company policies and procedures disciplinary action may be appropriate. PRPL always reserves the right, in our sole discretion, to skip any of the steps listed below and proceed immediately to discharge from employment in appropriate circumstances.

The following guidelines maybe followed for offenses / infractions of Company policy:

Verbal Counseling: Leadership or Human Resources will discuss with the employee the circumstances that have prompted the need for verbal counseling and will advise the employee of ways to improve their work performance. Even though this is a verbal counseling, the Company needs to maintain documentation of the employee’s performance issues. The person conducting the counseling will complete a verbal counseling form and e-mail this form to the employee. The employee is required to send a response acknowledging receipt of the form.

Written Warnings: Leadership or the Human Resources Manager may feel that it is necessary to advise the employee in writing of poor performance in a certain area of responsibility or the failure to comply with an applicable Company policy or procedure. Depending on the severity of the situation, a member of Leadership may decide to give the employee a written warning without first giving the employee Verbal Counseling. A written warning indicates that the problem is serious or that it relates to a problem that was previously addressed in a Verbal Counseling session.

Written Warnings may include:

The Leadership member directing the Written Warning session, will review it with the employee, and will allow for the employee to comment and discuss the issues raised in the warning. The employee will be asked to sign the warning and the Performance Improvement Plan, which acknowledges that the counseling took place but does not necessarily indicate agreement. Written and verbal warnings do not expire; however, Performance Improvement Plans will have specific time frames for completion and review with the employee.

Suspension: If the employee receives

The employee will first be suspended, normally for three (3) days without pay (or longer if it is reasonably required). Depending on the nature and circumstances of the violation of the offense, PRPL, at all times, reserves the right to skip these steps and immediately suspend an employee.

This gives PRPL time to evaluate the case and to verify the facts on which the suspension has been based. PRPL will review any warnings or Acts of Misconduct and determine whether the suspension will be upheld and the employment terminated.

Depending on the nature and circumstances of the violation or offense, PRPL, at all times, reserves the right to skip these steps and proceed with immediate discharge from employment.

Up next: Employment