One-line summary: All Launch time-off programs in one place — paid time off (PTO/vacation), the 9 designated holidays, floating and personal/birthday holidays, bereavement (including pet bereavement), Washington Paid Sick & Safe Leave, jury/witness leave, voting leave, military leave (USERRA + WA MFLA), domestic violence safe leave, emergency-services leave, and how to request time off. California-resident employees: see the California Addendum for additional state-specific time-off programs (CFRA, CA PDL, CA PFL/SDI, CA voting leave detail).

Time Off

Launch provides a range of paid and unpaid time-off programs to support your well-being and life outside of work. This section explains how each program works.

Introduction — understanding leave types

At Launch, we recognize that employees may need time away from work for a variety of personal, professional, and legal reasons. To provide clarity and ensure fairness, this section outlines the different types of leave available to employees, including their definitions and key distinctions.

Leave policies can vary based on factors such as legal requirements, company policy, and the nature of the leave itself. We've categorized leave into the following key areas:

Protected Leave vs. Non-Protected Leave

• Protected Leave: Time off required by federal or state law, such as Paid Family and Medical Leave Act leave, paid sick leave, jury duty leave, military leave, or pregnancy-related leave. These leaves are legally protected, and eligibility is determined by specific requirements.
• Unprotected Leave: Time off offered at the discretion of the company, such as holidays, bereavement leave, personal leave, or extended unpaid leave. While not required by law, these leave types are provided as a benefit to employees.

Paid vs. Unpaid Leave

• Paid Leave: Time off during which you continue to receive your regular wages, such as vacation days, sick leave, or certain types of family or medical leave.
• Unpaid Leave: Time off during which wages are not provided, often associated with extended personal leave, certain state or federal leave protections, or other non-mandatory leave types.

Paid Time Off (PTO) / Vacation (Unprotected, Paid)

Launch offers a generous Paid Time Off (PTO) policy for full-time employees, allowing flexibility in how time off is used. PTO can be used for vacation, personal time, or other reasons at the employee's discretion.

PTO accrual policy

Paid time off accrues based on length of service, with accrual rates that increase at length-of-service tiers, a 90-day accrual waiting period, and a 90-day usage waiting period. Your current accrual rate, accrual cap, and available balance are visible at any time in your Gusto employee portal — Gusto is Launch's system of record for PTO. If your displayed accrual rate or balance ever appears incorrect, contact HR at hr@launchindustries.biz for a review.

Key details

• Accrual period. PTO accrual begins on January 1 of each year. Hours are credited on the day payroll is processed each pay period. When a new accrual period begins, two things happen:
  • Hours carryover. Any unused hours from the previous accrual period carry over to the new accrual period with any carryover or max balance limits applied.
  • Yearly limits reset. If the employee reached the max yearly accrual limit in the previous accrual period, they can begin accruing hours again.
• Usage. Employees can begin using accrued PTO after 90 days of employment.
• Carryover. All unused PTO hours carry over to the next year, subject to a maximum balance of 120 hours.
• Exceeding balance. Employees may request more time off than their current balance, but this requires manager approval.
• Payout upon termination. Any unused PTO balance will be cashed out upon termination of employment. However, salaried employees should note that we reserve the right to adjust the PTO balance if PTO requests were not submitted and the employee worked less than 40 hours in the 90 days preceding their departure.
• Eligibility. Full-time employees only.

California employees: Cal. Lab. Code § 227.3 requires payout of all accrued and unused PTO at separation. Launch will pay out all accrued PTO to California employees at separation. See California Addendum.

Designated holidays (Unprotected, Paid)

Launch recognizes the importance of observing holidays and provides paid time off for designated holidays. We encourage celebrating holidays in a way that aligns with your personal beliefs and traditions.

Full-time employees are eligible for holiday pay up to 8 hours for the following 9 designated holidays:

1. New Year's Day (January 1)
2. Martin Luther King Jr. Day (Third Monday in January)
3. Memorial Day (Last Monday in May)
4. Juneteenth (June 19)
5. Independence Day (July 4)
6. Labor Day (First Monday in September)
7. Thanksgiving Day (Fourth Thursday in November)
8. Day After Thanksgiving
9. Christmas Day (December 25)

Key considerations

• Weekend observance. Holidays that fall on a weekend will be observed on the Friday or Monday prior to or after the holiday.
• Pay calculation. For each holiday, employees will receive the amount of paid time off equal to the hours they normally work on average in a day (averaged over 90 days). Hours are determined by referencing clocked hours in Harvest.
• Floating holidays. If a full-time employee would prefer to work through the holiday and not take it off, they may convert those hours to a Floating Holiday to use at a later time.
• Part-time, temporary, and seasonal employees are not eligible for paid holidays.
• Personal observances. Employees are encouraged to communicate any personal holiday observances beyond the company's designated list with their manager in advance.

Personal holiday or birthday (Unprotected, Paid)

Full-time employees are granted one paid personal holiday per year to commemorate their birthday and are encouraged to take this day off work. If the employee does not celebrate birthdays, they can take another day off of their choosing.

Bereavement leave (Unprotected, Partially Paid)

Launch offers bereavement leave to support employees during times of personal loss. Employees may take time off to grieve, attend funerals, or handle arrangements after the death of an immediate family member or loved one.

Loss of immediate family

• Duration of scheduled leave. Employees may take up to three weeks of scheduled leave for the loss of an immediate family member.
• Paid time vs. unpaid time. During this time off, full-time employees can receive 24 hours of paid time. Part-time employees may receive the same duration of scheduled leave to grieve, but only 16 hours of paid time.
• Definition of immediate family. Includes parents, children, siblings, grandparents, in-laws, spouse, domestic partner, person they are dating, or beloved family companion animal.
• Special accommodations. Employees who choose to work through their grief as a distraction may request shorter work days, fewer meetings, or any other reasonable accommodations.

Loss of companion animals

• Duration of scheduled leave. Employees may take up to three days of scheduled leave for the loss of companion animals.
• Paid time vs. unpaid time. Paid bereavement leave for the loss of a pet is limited to 8 hours. Note that paid time off for companion animals is for animals that are typically considered part of the family, such as dogs, cats, and certain other pets. Situations involving other pets will be reviewed on a case-by-case basis.

We recognize that every situation is unique, and employees are encouraged to reach out to HR at hr@launchindustries.biz if additional time or accommodations are needed.

Washington Paid Sick & Safe Leave (Protected, Paid)

This policy outlines the rights and procedures for Paid Sick and Safe Time (PSST) for Washington employees, in accordance with Washington State law (RCW 49.46.200–.210; WAC 296-128-600 et seq.) and applicable Seattle Municipal Code, ensuring you have the necessary support to care for yourself and your family.

The required-notice block (WAC 296-128-650) appears in §6 State Benefits — Washington. This section sets out the full mechanics.

1. Accrual and eligibility

• All employees (including full-time, part-time, and temporary) begin accruing PSST on their first day of employment.
• Accrual rate. Accrual is determined by the Company's Tier size (total employees worldwide):
  • Tier 1 (1–49 employees): 1 hour for every 40 hours worked.
• Exempt employees. Salaried employees accrue hours based on their standard workweek (up to 40 hours).
• Usage. Employees may begin using accrued time on their 90th calendar day of employment.

2. Authorized use of leave

Employees may use PSST for the following reasons:

• Personal health. Care for the employee's own mental or physical illness, injury, or preventative care.
• Family care. To care for an authorized family member (defined below).
• Safe time. Reasons related to domestic violence, sexual assault, or stalking affecting the employee or a family member.
• Public health / closures. When the Company, or a family member's school or place of care, is closed by a public official for health or safety reasons.
• Immigration proceedings (NEW 2025). To prepare for or participate in any judicial or administrative immigration proceeding for the employee or a family member.

3. Definition of "family member"

Following 2025 Washington State updates, "family member" is broadly defined to include:

• Child (including biological, adopted, foster, stepchild, or a child's spouse).
• Parents (including in-laws or those who stood in loco parentis).
• Spouse or registered domestic partner.
• Grandparents and grandchildren.
• Siblings.
• Household members: any individual who regularly resides in the employee's home where there is an expectation of care.

4. Verification and financial burden

• For absences exceeding three consecutive workdays, the Company may require verification from a healthcare provider or authorized professional.
• Reasonable effort. If an employee asserts that obtaining verification would result in an unreasonable burden or expense, the Company will make a reasonable effort to provide an alternative (such as accepting a personal written statement).
• Privacy. Verification need not disclose the specific nature of a medical condition or domestic violence issue.

5. Carryover and separation

• Carryover. At the end of the year, unused PSST will carry over to the next year based on Tier size: Tier 1 — up to 40 hours.
• No use caps. Regardless of carryover limits, there is no cap on the amount of accrued PSST an employee may use in a single year.
• Separation. PSST is not paid out at termination. However, if an employee is rehired within 12 months, their previous balance will be reinstated.

6. Non-retaliation

The Company strictly prohibits retaliation against any employee for requesting or using PSST in good faith. Any employee who feels they have been penalized for using sick leave should immediately contact HR at hr@launchindustries.biz.

Washington Paid Family and Medical Leave (Protected, State-Paid)

See §6 State Benefits — Washington for the full WA PFML notice, eligibility, qualifying reasons, 2026 program updates, employee notice requirements, and how to apply through the WA ESD.

Washington State Military Family Leave Act (Protected, Unpaid)

Per RCW 49.77, the WA Military Family Leave Act (MFLA) allows the spouse or registered domestic partner of a military member to take up to fifteen (15) days of leave from work per deployment when the military member is deployed or called up to active duty. MFLA applies to employees whose spouses or registered domestic partners are members of the regular armed forces as well as reservists, National Guard, and retired military members called back into service. The employee must work an average of 20 hours or more per week to qualify. Leave under MFLA may only be used prior to or during deployment.

Employees must provide notice of their need for leave under MFLA within five (5) business days of receiving official notice of their spouse's or registered domestic partner's deployment, active duty, or leave from deployment.

This leave is unpaid unless the employee uses accrued paid leave. For more information, see the State's website on Military Spousal Leave.

Domestic violence / safe leave (Protected, Paid via PSST)

Victims of domestic violence, sexual assault, hate crimes, or stalking can take reasonable leave from work for legal or law enforcement assistance, medical treatment, counseling, or for safety and relocation issues. Family members may also take reasonable leave to help a victim obtain needed treatment or services. Family members include children, spouses, parents, parents-in-law, grandparents, or a person the employee is dating.

Employees should give notice of the need for leave when possible; in an emergency, an employee must give notice no later than the end of the first day of leave.

Accrued paid time off may be used for absences related to domestic violence matters after the 90th day of employment (see Washington Paid Sick & Safe Leave above).

If you require additional time beyond your available sick (or vacation time), or choose to take unpaid leave, this may be possible. Please speak confidentially with HR at hr@launchindustries.biz. Verification from the employee requesting leave may be required, including:

• A copy of the police report indicating the employee or employee's family member was a victim;
• A court order providing protection to the victim;
• Documentation from a healthcare provider, advocate, clergy, or attorney; or
• A written statement by the employee that the employee or employee's family member is a victim and needs assistance. Family relationships may be determined by birth certificate, court document, or other similar record if requested.

Your request for time off will be treated as confidentially as possible.

California-resident employees: see also the California Addendum for additional protections under Cal. Lab. Code §§ 230, 230.1.

Jury duty, crime victim, or witness leave (Protected, Unpaid in WA)

Launch supports civic duty. WA employers must provide unpaid leave for employees serving as jurors or witnesses in court or for those who are victims of a crime, and may not penalize employees for taking this leave (RCW 2.36.165).

If you are summoned for jury duty:

• Notify your supervisor and HR at hr@launchindustries.biz as soon as you receive the summons.
• Provide a copy of the summons to HR.
• This leave is unpaid for Washington employees; WA does not require paid jury leave for private employers.

California-resident employees: see the California Addendum (CA Lab. Code §§ 230, 230.1, 230.2 and Cal. Code Civ. Proc. § 1230 — voting / witness / jury / crime-victim leave).

Voting leave (Protected — varies by state)

Launch supports your right to vote. Most Washington elections are conducted by mail. If you need time to vote in person and your work schedule does not allow for it, please discuss with your supervisor in advance. Washington does not have a specific paid voting-leave statute.

California-resident employees: Cal. Elec. Code § 14000 entitles you to up to 2 hours of paid time off to vote if you cannot vote during nonworking hours. See California Addendum.

Military duty leave — federal USERRA (Protected, Unpaid)

In accordance with the Uniformed Services Employment and Reemployment Rights Act (USERRA, 38 U.S.C. § 4301 et seq.), Launch provides job-protected leave for employees who serve in the uniformed services (active duty, reserve duty, training, fitness exams). Reemployment rights, accrued benefits, and continued health coverage during leave are provided in accordance with USERRA. Notify HR at hr@launchindustries.biz as soon as you receive military orders.

USERRA applies regardless of employer size. Employees may use accrued paid leave (e.g., vacation) during military duty but are not required to do so.

Emergency services leave (Protected, Unpaid)

Employees who serve as volunteer firefighters or emergency responders are entitled to unpaid leave during declared emergencies under Washington law. Launch will provide this leave without discrimination or retaliation for being late or absent due to emergency service duties.

Employees must notify their supervisor or HR as soon as practicable when they need to take leave for emergency service duties, and are encouraged to provide documentation of their emergency service involvement upon returning to work.

California-resident employees: California provides additional unpaid time off for volunteer firefighters, reserve peace officers, and emergency rescue personnel, plus training leave. See California Addendum.

Witness leave

If you are subpoenaed to appear as a witness in a legal proceeding, please notify your supervisor and HR at hr@launchindustries.biz. Launch will accommodate your absence; for Washington employees the leave is unpaid unless you elect to use accrued PTO.

Unpaid personal leave

Employees may request unpaid personal leave for situations not covered by the programs above. Approval is at Launch's discretion and depends on operational needs and the duration / nature of the request. Notify HR as far in advance as possible.

How to request time off

Submit time-off requests through Gusto's time-off request feature. For absences of one week or longer, please submit your request at least one month in advance whenever possible. For shorter absences, give as much advance notice as you reasonably can.

Requests are reviewed by HR; the owner of Launch Industries reviews any request HR escalates. You will receive a response in Gusto once your request has been reviewed. If you have a time-sensitive question while a request is pending, email HR at hr@launchindustries.biz.

This section is the source of truth for Launch time-off policies. If you have questions, please contact HR at hr@launchindustries.biz.