One-line summary: What happens when employment ends — voluntary resignation (two-week notice preferred), involuntary termination (at-will), how Launch treats extended unexplained absence (with carve-outs for protected leave), final-paycheck timing per state, the rules for returning company property and the safer wage-deduction language WA/CA law requires, and how rehire decisions are made.

Separation of Employment

Voluntary termination / resignation

Although we hope your employment with us will be a mutually rewarding experience, we understand that varying circumstances cause employees to voluntarily resign employment. Resigning employees are encouraged to provide two weeks' notice, preferably in writing, to facilitate a smooth transition out of the organization.

Involuntary termination

Employees are employed on an at-will basis, and the company retains the right to terminate an employee at any time.

Extended unexplained absence

If you are absent from work for three (3) or more consecutive scheduled workdays without notifying your supervisor and without a documented protected reason for the absence, Launch may treat this as a separation initiated by you and proceed with offboarding.

Before doing so, Launch will make reasonable attempts to contact you, including reaching out to your emergency contact as listed in your Gusto profile. If you are absent for a reason that is protected by law — including illness covered by paid sick leave, FMLA / PFML / CFRA, ADA, USERRA, jury duty, or a state-protected leave — please make every effort to communicate with HR (hr@launchindustries.biz) or your supervisor as soon as possible, even if you cannot communicate the full reason for your absence. We will work with you in good faith.

Final paycheck timing

Launch will pay you all final wages owed in accordance with the law of the state where you work.

• Washington employees: Your final paycheck will be issued on or before the next regularly scheduled payday following separation, in accordance with RCW 49.48.010.
• California employees:
  • If your employment ends involuntarily (including layoff or termination), all final wages — including accrued and unused vacation/PTO — will be paid at the time of separation (Cal. Lab. Code § 201).
  • If you resign and give at least 72 hours' notice, all final wages will be paid on your last day (Cal. Lab. Code § 202).
  • If you resign with less than 72 hours' notice, all final wages will be paid within 72 hours of your last day worked.
• Employees in other states: Final pay will be issued in accordance with that state's law.

Your final paycheck will include all earned wages, accrued and unused PTO (where required by state law), and any approved expense reimbursements that have been submitted and processed.

Return of company property

Upon separation, you must return all company property — including computers, mobile devices, keys, credit cards, and any other items issued to you. Failure to return company property may result in legal action to recover the property or its value.

It is strictly prohibited to copy documents or take client work products, passwords, or any other confidential information when separating from employment. Such actions may result in disciplinary measures, including legal action for breach of confidentiality and theft of company property, including electronic property.

Wage deductions. Launch will not deduct the cost of unreturned property from your final paycheck without your specific written authorization, signed at the time the deduction is made and after the loss has been quantified, in accordance with WAC 296-126-028 (for Washington employees) and applicable law in other states. California employees: wage deductions for property loss are very limited under Cal. Lab. Code §§ 221, 224 and applicable case law.

If property is not returned, Launch reserves the right to seek recovery through other lawful means.

Rehire policy

Former employees who left the Company in good standing and were classified as eligible for rehire may be considered for reemployment. A new job application may be required, and the applicant must meet all minimum qualifications and requirements of the position.

Managers must obtain approval from HR (hr@launchindustries.biz) prior to rehiring a former employee. Rehired employees begin benefits just as any other new employee. Previous tenure will not be considered in calculating longevity, leave accruals, or any other benefits, unless required by law. For paid sick and safe leave, employees are entitled to reinstatement of where they left off if they are rehired within one year.

An applicant or employee who is terminated for violating a Company policy or who resigned in lieu of termination from employment due to a policy violation will be ineligible for rehire.

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