One-line summary: Launch's office hours, mandatory company meetings, how individuals set their own work hours, expectations for attending scheduled meetings, and the rules for notifying the team about absences (planned and unplanned). Protected absences (FMLA / WA PFML / WA PSST / CFRA / ADA / USERRA / jury duty / pregnancy-related) are not subject to the absenteeism-discipline framework — see §7 Time Off.

Attendance & Scheduling

Official company office hours

Our company office hours, listed on our website, Google, and other web listings, state that we are open Monday through Friday from 9:00 AM to 5:30 PM.

Company meetings

We host two regularly scheduled, mandatory company meetings:

• All Team Bi-Monthly Roundtable Meeting: 2nd Friday of the month from 2:00 to 3:30 p.m.
• Project Managers: Typically on Wednesdays from 12:00 to 1:15 p.m., may be updated on occasion as needed.

For non-exempt employees, attendance at mandatory company meetings is compensable under the FLSA.

Individually scheduled work hours

Each team member may set their own working hours. They should aim to be available during at least six of the official company office hours. Examples:

• 7:00 AM to 4:30 PM
• 9:00 AM to 5:30 PM
• 11:00 AM to 7:30 PM

Individual meetings with clients or co-workers

Each team member may establish one-off or regular meetings with clients or co-workers. Once a meeting is scheduled, employees should make every effort to attend those meetings so as to not inconvenience another human. However, it is always acceptable to ask for what you need when circumstances change.

Absences

We value reliability and professionalism. Consistent attendance and punctuality help ensure smooth operations and minimize disruptions to clients and coworkers.

1. Notification of absences
   1. Employees do not need to provide more than 24 hours' notice for short absences of 1–2 days but are encouraged to do so whenever possible.
   2. For absences longer than two days, employees are expected to arrange time off at least two weeks in advance and consider the schedules and needs of coworkers when planning.
2. Responsibility for coverage
   1. Employees are responsible for ensuring their duties and appointments are covered during their absence. This includes proactively communicating with the team and making appropriate arrangements in advance.
   2. Employees should not assume coworkers will take over their responsibilities without prior agreement.
3. Minimizing impact
   1. Employees are encouraged to minimize the impact of their absence on clients, coworkers, and overall operations. Open communication and thoughtful planning are appreciated in maintaining a seamless workflow.
4. Unplanned absences
   1. In the event of an emergency or unforeseen circumstance, employees are encouraged to notify relevant team members or leadership as early as possible. The goal is to ensure that any disruptions are managed effectively.
5. Addressing absenteeism
   1. Frequent or unplanned absences that disrupt operations may be addressed through a collaborative discussion. This ensures alignment with team expectations and the company's commitment to professionalism.

Protected-absence carve-out. Absences related to ADA-covered conditions, WA PFML, WA Paid Sick & Safe Leave, USERRA / military duty, jury or witness duty, pregnancy / childbirth, FMLA (where applicable), CFRA (for CA employees), and other state-protected leaves are not subject to the absenteeism-discipline framework above. If your absence may be protected, please notify HR at hr@launchindustries.biz as soon as practicable so we can work with you in good faith.

Taking time off

We encourage you to take time off when you need to. Please visit the extensive list of time off policies, both paid and unpaid, in §7 Time Off. Be sure to give plenty of notice when possible.

If you notice any outdated information or typos, or need clarification on any policies, please email hr@launchindustries.biz.