Vacation time
Time away from work is important – so we encourage everyone to fully use their vacation time to rest, recharge and enjoy life beyond work.
Vacation time is available to regular full-time employees, based on your length of service:
- 0-2 years: 15 days
- 2-4 years: 17 days
- 4-6 years: 20 days
- 6+ years: unlimited
You may not “carry over” unused vacation time from one year of employment to the next, so make sure to use your days. Let us know ahead of time of your vacation needs via Bamboo. We’ll make every reasonable effort to accommodate you and approve your request. Unused vacation does not roll over to the next year of employment – so use it!
Sick time / mental health days
We don’t limit employees on the occasional sick or mental health day. Just please keep in mind that your team counts on you and getting you back as fast as possible is important to all of us. We do reserve the right to request a note from your doctor in cases of frequent absences. In the instance of prolonged absence, please see our Short-Term Disability program.
We ask that you let your manager know as soon as possible – ideally before the beginning of the day if you are going to be out. If it’s a planned appointment, please give a heads-up ahead of time.
Holidays
Gorilla 76 observes eleven paid holidays:
- New Year’s Day
- Martin Luther King Jr. Day
- Memorial Day
- Independence Day
- Business day before observed Independence Day
- Labor Day
- Veterans Day (starting in 2026)
- Thanksgiving Day
- Friday after Thanksgiving
- Christmas Eve
- Christmas Day
Holidays that occur on Saturday are normally observed on Friday and holidays that fall on Sunday are normally observed on Monday. Additionally, we typically close the office down for a week in the winter (between Christmas and New Year’s Day). Holidays are not paid out at termination.
At the end of each year, the holiday schedule for the coming year will be communicated. Additionally, if there are holidays that are important to you that we’re not observing, please talk to us. While we can’t guarantee we can meet your request, we’ll certainly try to accommodate the best we can. We want to make sure you can celebrate days of meaning with family and friends.
Jury duty
Full-time employees called for jury duty will receive their normal pay for up to seven workdays while serving. An employee on jury duty is expected to report to work any day they are excused from jury duty.
Upon receipt of the notice to serve jury duty, the employee should immediately notify us. Please provide your notice to serve when you request time off.
If the jury duty falls at a time when the employee cannot be away from work, Gorilla 76 may request a deferral from the court.
Medical and pregnancy leave
Sometimes life requires extended time away from work – whether due to illness, injury or pregnancy. We’re here to support you.
Our Short-Term Disability (STD) Program provides up to 13 weeks income protection for full-time employees. Should you qualify for these benefits, you will receive 100% of your pay. Insurance will cover 60% and Gorilla will pick up the additional 40%. In addition, Gorilla will return you to your same position or an equivalent one after your approved Short-Term Leave.
If your disability extends beyond 13 weeks, you may qualify for our Long-Term Disability (LTD) Program. This plan continues to provide a percentage of your pay. If your absence extends beyond 13 weeks, Gorilla reserves the right to fill your position.
As with any disability plan, you’ll need to provide our benefits provider medical documentation and return to work promptly at the conclusion of your leave. In addition, where possible, please let us know 30 days in advance of any anticipated leave.
Provided the employee pays their share of any health benefits, coverage will continue during the leave.
Paid parental leave
Employees are eligible for up to six weeks of Paid Parental Leave at 100% of their current salary. New parents may take Paid Parental Leave for the birth or adoption of a child. This Paid Parental Leave is available to employees in all payroll categories.
Paid Parental Leave must be taken within four months of the child’s birth, adoption or placement with the employee, and will only be enacted after our Short-Term Disability (STD) program (if applicable) is completed. The time taken off for the STD program DOES NOT count toward the six-week Paid Parental Leave. So if you get six weeks off per STD programming, you still get six weeks of Paid Parental Leave for a total of 12 weeks.
Health benefits coverage will continue during the leave.
As an extension of Paid Parental Leave, the employee will be allowed to work 80% of the time for the first six weeks back for 100% of their pay. We know the transition back can be tough. We want to make it as easy as possible.
Bereavement leave
In the very unfortunate event of a death in your family, time off with pay is available to you. Up to five days with pay may be taken within a reasonable time of the day of the death or day of the funeral.
“Immediate family” is defined as: partner, parent, child, sibling, grandparent or grandchild.
If after five days, you feel more time is still needed, please – talk to us. We’ll accommodate you and your personal situation the best we can.
Family first at Gorilla.
Military leave
If you are or were a member of the military, thank you for wearing the uniform.
Gorilla 76 follows the guidelines established by the Uniformed Services Employment and Reemployment Rights Act (USERRA). This covers short “summer training” leaves and more extended deployments.
This Act ensures that employees who serve or have served in the Armed Forces, Reserves, National Guard or other “uniformed services”:
- Are not disadvantaged in their civilian careers because of their service
- Are promptly reemployed in their civilian jobs upon their return from duty
- Are not discriminated against in employment based on past, present or future military service
Please remember that you have certain obligations to notify us of any upcoming leave and to return on a timely basis after the leave ends. And again, thank you for wearing the uniform.
Personal leave
There may be times when you need extended time away from work for personal reasons. Gorilla may be able to help you with a Personal Leave of Absence.
Full-time employees in good standing may request up to six weeks of unpaid personal leave, after they have used all of their available Vacation Time. Requests will be reviewed by leadership (Jon and Joe) and considered based on business needs and individual circumstances.
We will hold your position for up to six weeks. If the leave extends beyond six weeks, Gorilla 76 reserves the right to fill the position. Health benefits coverage will continue during the leave period.
Sabbatical leave
To thank our employees for their hard work, loyalty and dedication to making our results-driven marketing company successful, we’ve created the Gorilla 76 Sabbatical Leave.
At seven years of continuous full-time Gorilla employment, employees receive 30 days of continuous PTO (that’s six weeks in addition to your Vacation Time!) to take leave. That’s on top of the normal PTO you get. Additionally, you get $6,000 to spend however you want. This is of course subject to tax, but it’ll help you make the most of your time out of the office. Employees receive this benefit again at 13 years of continuous full-time employment.
Expectations while you’re on sabbatical? None. It’s up to you. But we do encourage you to do something you’ve always dreamed about doing. Whatever you do, we’d like to know your plans before you go. We know that you will come back rejuvenated and ready to make the company even better than when you left it.
Some mechanical considerations include:
- Only one person at a time may be out of the office on sabbatical
- We ask that you apply for your leave at least six months in advance
- If two or more employees qualify (and ask to take leave) at the same time, we’ll flip a coin (literally) to see who gets first pick on scheduling; we’ll use a U.S. quarter.
We’ll guarantee your position and pay when you return, but we want you to guarantee you’ll be coming back and planning to stay for a while longer (hopefully – a lot longer). You don’t have to write or sign anything official. We just want a handshake and you being good on your word.
While out, all benefits will continue as elected, and deductions will continue as usual.
It’s a “use it or lose it” with our Sabbatical Leave, and we ask that you use it in your qualifying year. You’ll not be paid for time unused. If a holiday falls during your sabbatical, it will be paid as a holiday and will not count towards sabbatical time off. In addition, an employee may not receive cash in lieu of time off. And finally, any Sabbatical Leave may not be converted into cash upon separation of employment.
