PRPL believes that balance in its employees’ lives is critical to their professional success. Therefore, PRPL encourages its employees to utilize their paid time off (PTO). PRPL is proud to offer this PTO to its employees as part of PRPL’s comprehensive benefits package. The sections that follow outline the policies for various forms of leave offered by the Company.
Anniversary Date: The employee’s initial start date with the Company is their official employment anniversary date.
Seniority/Years of Service: Seniority is the length of service commencing on the employment start date. Should an employee leave PRPL and subsequently be rehired, we will take into account only full years worked before leaving, based on your anniversary date, and include those whole years when computing the total years of service.
PTO Policy as of January 1, 2023: Paid time off is provided to regular full-time employees according to the following accrual schedule.
Tier 1 - 15 Days
Tier 1 is from month 1 through month 24. If you are eligible, you will accrue one and a quarter (1.25) PTO days (10 hours) for each full calendar month worked up to 15 days per year. This means that you work your regular schedule for the entire calendar month, without any absences or use of PTO. If your employment begins on a day other than the 1st of the month, you will be eligible to accrue PTO the next month.
Tier 2 - 21 Days
Tier 2 is from month 25 - month 60. If you are eligible, you will accrue one and a quarter (1.75) PTO days (10 hours) for each full calendar month worked up to 21 days per year. This means that you work your regular schedule for the entire calendar month, without any absences or use of PTO.
Tier 3 - 27 Days
Tier 3 is from month 61 onward. If you are eligible, you will accrue two and a quarter (2.25) PTO days (10 hours) for each full calendar month worked up to 27 days per year. This means that you work your regular schedule for the entire calendar month, without any absences or use of PTO.
Carry Over: If you have any accrued PTO time remaining at the end of the anniversary year, you are permitted to “roll over” up to five (5) PTO days into the new anniversary year. Any accrued but unused PTO beyond five (5) PTO days at the end of the anniversary year will be forfeited. You may not waive PTO in place of pay under any circumstances.
Usage: PTO can be taken in the following increments: for exempt and non-exempt employees, you can take a minimum of 2 hours. While PTO may be earned during your 90-day introductory period, you are not permitted to use it. Normally, you may not be permitted to take more than five (5) consecutive PTO days. However Leadership, at their discretion, may make an exception to this limitation for exceptional circumstances. You must make these requests 60 days in advance to allow for resourcing and scheduling workloads. Every attempt will be made to accommodate individual requests; however, PRPL reserves the right to approve or deny specific PTO requests based on business necessities. We prefer that no two (2) employees in the same department or project team take extended PTO (five days) at the same time; however, should this situation arise, each employee must receive approval from Leadership in advance.
Pay: If you are an exempt employee, your salary will be unaffected. If you are a full-time non-exempt hourly employee, you will be paid eight (8) hours at your regular hourly rate. If you are a part-time regular employee, you will be paid four (4) hours at your regular hourly rate.
Scheduling: If you wish to request days off, you must submit your request in PRPL's online Human Resources System at least two (2) weeks in advance. Should you fail to request your PTO within these respected timeframes, your request will be denied, absent extraordinary circumstances. If you must still take the requested days off, they will be unpaid.
Recording PTO: All employees are responsible for making sure PTO time is documented correctly via PRPL's online Human Resources System. Failure to properly record PTO time may result in discipline up to and including termination.
Unused Time Upon Termination: Under no circumstance is accrued but unused PTO paid out when an employee leaves the company, for any reason.
PRPL allows regular, full-time employees to take up to one day off each quarter (4 times per year) for volunteer time. Volunteering must be with a verified, 501c3 non-profit organization. All volunteer time must be approved with the employee’s Supervisor followed by the VP of People. With approval, the VP of People will log the time in Gusto on behalf of the employee so that it does not deduct from the employee’s accrued PTO. Upon completion of the volunteer effort, we ask that employees share photos or a short write-up on their experience that can be shared at the next Town Hall and/or in the PRPL Gives slack channel.
Purple, Rock, Scissors provides up to one week of paid parental leave to employees following the birth of an employee’s child or the placement of a child with an employee in connection with adoption or foster care. The purpose of paid parental leave is to enable the employee to care for and bond with a newborn or a newly adopted or newly placed child.
Employees must meet the following criteria:
● Have been employed with the company for at least 90 days.
● Be a full- or part-time, regular employee (temporary employees and interns are not eligible for this benefit).
In addition, employees must meet one of the following criteria:
● Have given birth to a child.
● Be a spouse of committed partner of a woman who has given birth to a child.
● Have adopted a child or been placed with a foster child (in either case, the child must be age 17 or younger).
Requests for Paid Parental Leave
● The employee will provide his or her Manager and the Leadership team with notice of the request for leave at least 60 days prior to the proposed date of the leave (or if the leave was not foreseeable, as soon as possible)
The Company provides Paid Holiday Time for all full- and part-time employees. The following are recognized holidays that the Company observes:
● New Year’s Eve (December 31)
● New Year’s Day (January 1)
● Martin Luther King, Jr. Day (Third Monday in January)
● Memorial Day (Last Monday in May)
● Independence Day (July 4)
● Labor Day (First Monday in September)
● Thanksgiving Day (Fourth Thursday in November)
● Day after Thanksgiving
● Christmas Eve (December 24)
● Christmas Day (December 25)
● Holiday Break (the period between December 24 and January 1 each year)
If you are an exempt employee, you will receive your normal salary as if you had worked the Holiday. If you are a non-exempt full-time employee, you will receive your hourly rate multiplied by your regularly scheduled hours, not to exceed 8 hours. If you are a non-exempt part-time employee, you will receive your current hourly rate multiplied by your regularly scheduled hours, not to exceed 4 hours.
If a recognized holiday falls on a Saturday, the Company may close on Friday for the observance of the holiday; likewise, if the holiday falls on a Sunday, it may be observed on the following Monday. Specifically for the Holiday Blackout, using PTO days in the week leading up to the holiday and the week following the holiday is discouraged. Only a member of Leadership may make an exception to this restriction, depending on work volume.
Based on business needs, some employees may be asked to work on one of the recognized holidays. If this happens, we will make every effort to notify you in advance. If you are asked to work on a holiday, you are permitted to take another day off within 30 days of that holiday, upon approval of your supervisor.
The Company provides Paid Holiday Time for all full- and part-time employees.
If you are an exempt employee, you will receive your normal salary as if you had worked the Holiday. If you are a non-exempt full-time employee, you will receive your hourly rate multiplied by your regularly scheduled hours, not to exceed 8 hours. If you are a non-exempt part-time employee, you will receive your current hourly rate multiplied by your regularly scheduled hours, not to exceed 4 hours.
If a recognized holiday falls on a Saturday, the Company may close on Friday for the observance of the holiday; likewise, if the holiday falls on a Sunday, it may be observed on the following Monday. Specifically for the Holiday Blackout, using PTO days in the week leading up to the holiday and the week following the holiday is discouraged. Only a member of Leadership may make an exception to this restriction, depending on work volume.
Based on business needs, some employees may be asked to work on one of the recognized holidays. If this happens, we will make every effort to notify you in advance. If you are asked to work on a holiday, you are permitted to take another day off within 30 days of that holiday, upon approval of your supervisor.
To provide income protection while an employee carries out their civic responsibility, the Company will provide an employee’s regular day’s pay for time spent serving jury duty for up to two (2) workdays (Monday-Friday).*
Eligibility: Full-time and regular, part-time employees are eligible to receive this benefit.
Employee Responsibility: Upon receipt of notification from the state or federal courts of an obligation to serve on a jury or to act as a court witness, the employee should notify their supervisor. The employee is required to provide copies of the subpoena or jury summons to their supervisor.
Employees appearing in their own case as a plaintiff or defendant or for a non-subpoenaed court appearance will not receive paid time off. PTO should be used for such instances.
*The employee’s state and county of residence may dictate other requirements beyond what is stated above. The Company will check all state and county requirements before confirming what is covered for an employee’s jury duty service.
In the unfortunate event of death in your immediate family (parents, children, spouses, siblings, grandparents, or aunts/uncles), please notify your supervisor or a member of Leadership. Three (3) days of bereavement time will be provided. Any additional time requested shall require the use of PTO time, subject to the scheduling provisions above.
An employee who is a member of the reserve corps of the armed forces of the United States or the National Guard or the Naval Militia will be granted a temporary leave of absence without pay while engaged in military duty as required by federal and state law. A letter from the commanding officer is required to establish the dates of duty.
For up to one (1) year after a child’s birth, any employee who is breastfeeding their child will be provided reasonable break times as needed to express breast milk for their baby. Employees who work off-site or in other locations will be accommodated in a private area as necessary. For non-exempt employees, breaks of more than 20 minutes in length will be unpaid, and the employee should indicate this break period on their time record.
A full-time regular employee, who has completed at least one (1) year of service, may request a personal leave of absence without pay. Any personal leave of absence should be requested through a member of Leadership, and each occurrence, as well as the duration of the leave, will be handled on a case-by-case basis. Generally, approvals are based on your needs, length of service, and Company demands. If the need for leave is foreseeable, please give us at least two (2) weeks’ notice. You may be required to provide supporting documentation before you are approved for a personal leave of absence. Upon your return to work, you may be required to submit verification of your eligibility to return to work from your medical provider, along with any job-related limitations you may have.
If you are approved for a personal leave of absence, you will be required to use any accrued but unused PTO. You will also not be eligible for holiday pay.
Any employee who takes a leave of absence will be responsible for the employee-share premium payments of any insurance plans in which they are enrolled. The premium payment must be made for the full month of the absence and must be paid no later than the first paycheck date of the month. If an employee does not receive wages during the leave of absence period, the employee will be required to make the premium payment directly to the Company. Failure to make a premium payment promptly will result in a lapse in coverage. If an employee is on disability during the leave of absence period, the company may be required to report earned wages to the insurance company for compliance purposes.
PRPL reserves the right to deny any personal leave of absence request, except where the leave is protected by federal or state law.