As a dedicated service-based company, our clients and projects control our work schedules, not the clock.
While we are expected to be available during the core hours of the business day (9:00 a.m. to 6:00 p.m.), there may be times when a client’s needs require you to be available earlier or later than usual. PRPL expects that you are available and accessible during such times.
Not only is it fun to say, it’s fun to do. PRPL understands that you can get the job done working remotely from your phone, computer, and / or tablet. After your 90-Day Introduction period, you may work remotely on Wednesdays. In order to maintain productivity and accessibility for our clients, you must abide by the following protocols:
While we offer Work Remote Wednesdays as a perk to you, please understand that this is a privilege. If you breach this protocol, we may, at our sole discretion, rescind this privilege, and you may be subject to discipline up to and including termination.
As a culture focused on doing good work and not “watching the clock”, only Non-Exempt employees are required to record their working hours. Failure by Non-Exempt employees to keep correct and accurate time records will result in discipline up to and including termination.
Employees and their supervisors will approve their time records each pay cycle. It is the employee’s responsibility to report any discrepancies noticed on their timesheets from actual time worked. Falsification of time records will result in disciplinary action up to and including termination.
As part of employment with the Company, employees are expected to start their shift and leave their shift at the agreed upon times, except as permitted by federal and state law. Adherence to expected arrival and departure times will be taken into account as a normal part of an employee’s annual performance evaluation.
Standard meal breaks for full-time employees are in one-hour increments. For Non-Exempt employees, these meal breaks are unpaid, and must be taken away from the work area. Any exceptions must be approved by management. In certain circumstances, management may schedule thirty-minute lunch periods, which is the minimum allowable lunch period that must be taken by all employees.
All Non-Exempt hourly employees are required to clock out during scheduled lunch periods. While a Non-Exempt hourly employee is clocked out for their lunch, they are prohibited from performing any work.
Everyone at PRPL works hard and deserves time to recharge throughout the day. If you are a Salaried Exempt employee, we expect you to use your best judgement as to when to take breaks based on your project schedules.
All Non-Exempt hourly full-time employees are permitted two 15-minute paid breaks per 8 hour workday, based on business need. Breaks are to be taken away from the work area. Additional paid 15-minute breaks for shifts longer than 8 hours are subject to the discretion of the Company.
A Non-Exempt hourly employee leaving the premises for non-work related reasons of any kind must clock out. Failure to adhere to this policy will result in disciplinary action up to and including termination.
PRPL understands that you may be able to complete your job duties remotely, especially outside of core business hours. We consider working remotely to be a viable alternative work arrangement in cases where individual and job characteristics are suited to such an arrangement, as determined by PRPL’s Leadership Team. It is not an entitlement; it is not a company-wide benefit; and it in no way changes the terms and conditions of employment. If you need to work remotely, you must seek prior permission from your direct manager or Leadership and follow the protocols listed under the Work Remote Wednesday Policy.
All Non-Exempt Hourly employees who are in a remote-working arrangement must complete a daily time log to account for all time worked or considered on the clock. It is expected that the employee properly report a detail of all working hours each pay cycle to their supervisor on a time sheet. Any time worked beyond the telecommuting employee’s normal scheduled workweek, or any time worked outside of normal business hours, must be pre-approved by the employee’s supervisor and logged on the daily time log. Any remote-working arrangement made will be on an indefinite trial basis, and may be discontinued at any time at the request of either the employee or the Company, except as where permitted by federal or state law.
Equipment supplied by the Company is to be used for business purposes only. By working for the Company, you agree to take appropriate action to protect the items from damage or theft. Upon termination of employment, all Company property will be returned to the Company, unless other arrangements have been made.
Employees working remotely are expected to maintain a standard level of security with the use of any Company asset or personal device connected to the Company’s network. Steps include, but are not limited to, the application of an updated virus software (as applicable), use of locked desks, file cabinets, and password-protected media storage; regular password maintenance; and any other steps deemed appropriate for the job and the environment as determined by management. Failure to follow the required steps will result in revocation of the telecommuting benefit, and may lead to disciplinary action up to and including termination.
If the need for overtime for Non-Exempt Hourly employees arises (hours worked in excess of 40 hours a workweek), it will be on a volunteer basis first. Due to the nature of the Company’s business, if mandatory overtime is required, there is much flexibility with working hours that can be arranged with Management. Overtime will be paid at a rate of 1.5 times the regular rate. Each Non-Exempt Hourly Employee is required to obtain approval from their manager prior to working additional hours in excess of 40 hours in a workweek. Failure to follow this procedure may result in disciplinary action, up to and including termination.
As explained above, PRPL operates based on the needs of our clients, projects, and teams control our work schedules, not the clock. Given the nature of our business, physical presence at PRPL may not always be necessary to complete your job duties. However, you are expected to be available and accessible to our clients during normal business hours (9:00 a.m. to 6:00 p.m.), and sometimes after hours or on-call, as needed. Please be aware that not all of our clients operate in our time zone (Eastern Standard Time), or maintain a traditional work schedule. As such, you may need to work outside of your normal working hours to ensure that we are delivering the quality experience our clients have come to expect from PRPL. If you plan to work remotely, you must follow the Working Remote Policy.
We understand that from time to time, people will get sick and that emergencies may happen. If you are unable to report to work or sign on remotely, you must log in to PRPL’s online Human Resources Platform to request a “sick day” before 10:00 a.m. the same day on which you are out, except under extraordinary circumstances. Additionally, you must email your supervisor and active project team members before 10:00 am to inform them of your absence. Your supervisor will then coordinate with your project teams to assist with or reschedule your workload while you are out. Don’t text, leave a voicemail, or pass a message to someone hoping that it will reach the Leadership Team. You must follow this process each day on which you are absent, unless you are on an approved leave of absence. Failure to report your availability may result in discipline up to and including termination. If we notice a pattern of unavailability, we will address this with you directly, consistent with federal and state law.
Fitness For Duty: Any illness-related absence that requires the employee to miss three (3) or more consecutive days of work, or any hospitalization, requires the employee to submit a physician’s note permitting their return to work. An employee must present the fitness for duty note to the Human Resources department before starting their scheduled shift, and the note will be placed in the employee’s file.
No Call / No Show: An employee who is absent from work without properly communicating the absence to Leadership or management will have created a no call, no show event.
A no call, no show event will result in an unexcused, unpaid absence, and will be subject to disciplinary action up to and including termination. Except for extenuating circumstances that are consistent with federal and state law, an employee who is absent from work for three (3) consecutive days without prior permission or notification to the Company, will be considered to have voluntarily resigned effective immediately. PRPL will formally record the separation from employment and advise the employee of the separation by mail.
Planned Absence: If you have planned an absence, it must be approved in advance. Vacations must be scheduled according to the Vacation Policy. If you have scheduled a medical or other appointment, you must obtain approval from management at least two (2) weeks in advance. If this is not possible, please let us know as soon as possible.
Unplanned Absence: In the event of an illness, emergency, or other similar circumstances, you must utilize the process outlined above.
Recording Absences: You must document any absences and the nature of such in PRPL’s online Human Resources Platform.
Inclement Weather: Employees are generally expected to work during inclement weather conditions if the Company does not declare an emergency closing. However, in the event that PRPL closes due to emergency conditions, you may be asked to work remotely to the extent possible and pursuant to the Working Remote Policy. Except in cases of emergency, we expect that you will be available and accessible to our clients and your co-workers.
Should you elect to be unavailable or inaccessible during such times, you may be disciplined up to and including termination. In circumstances of inclement weather, PRPL will clearly communicate its expectations to you. If you have questions about whether you should report to work, whether physically or remotely, due to emergency weather, contact your manager or someone from Leadership for instructions.Up next: Time Off