Page 12 - Footprint Employee Handbook - US 2021

Consequences of Positive or Altered Results
Except as provided below, any employee who tests positive on any drug or alcohol impairment test required by the
Company and who does not timely and successfully refute the test results by explanation will be subject to
disciplinary action up to and including termination of employment. Any employee who dilutes, alters, switches, or
manipulates test results will be subject to disciplinary action up to and including termination of employment.

Consequences of Refusal
Employees who refuse to undergo testing or who fail to cooperate with the testing procedures will be subject to
disciplinary action, up to and including termination of employment.

EMPLOYMENT AT-WILL POLICY
As previously mentioned, although we hope your employment relationship with us will be long term, employment at
Footprint is on an at-will basis unless otherwise provided by state law. At-will employment means that you may quit
your job at any time for any or no reason, with or without notice just as the Company may terminate your employment
at any time with or without notice for any or no reason. No manager or supervisor may modify an employee’s at-will
status. The Employment At-Will policy may only be altered through a written agreement signed by the Chief Executive
Officer of Footprint (“Company CEO”) or his designee. No verbal or written statement by a management person at
any level constitutes a change in the Employment At-Will policy or an agreement of employment for any duration.
No policy, procedure, benefit description or statement in this Handbook is intended to create a contract of
employment, and nothing in this Handbook shall be construed as a modification of this Employment At-Will policy or
a guarantee of continued employment or employment for any specific duration.

CLOSE, PERSONAL OR ROMANTIC RELATIONSHIPS
To help prevent even the appearance of improper conduct, favoritism, improper use of authority, or sexual
harassment, close, personal, or romantic relationships between employees in a direct or indirect reporting
relationship must be immediately reported by both of the involved employees to their immediate supervisor or Human
Resources.

Supervisor/Subordinate Relationships
Supervisor/subordinate relationships in the workplace can create conflicts of interest. The Company requires all
supervisory employees to disclose to the leaders to whom they report or to Human Resources any intimate, sexual,
romantic, dating relationships that they have with employees with whom they directly or indirectly supervise. This
disclosure will enable the Company to determine whether the relationship creates a conflict of interest, has a
significant negative effect on workforce morale or whether it creates other issues because of the relative positions
of the employees involved. Failure to make the required disclosure can result in disciplinary action, up to and
including termination of employment. Supervisory employees in supervisor/subordinate relationships may be
required to transfer to a suitable alternative position if one is available. If there are no available positions, one or both
employees may be required to resign.

JOB POSTINGS AND APPLICATIONS

Footprint is committed to the principles of equal opportunity for all in
hiring and promoting qualified candidates to fill their job openings.
Job openings for positions other than the top leadership positions are
posted on the internet. To ensure the accuracy of our records, we
require individuals being considered for employment to complete an
application. We require truthful, accurate and complete answers to
the questions on the application. A false or misleading response or a
material omission on an application may result in elimination of the
individual from consideration for employment, withdrawal of an offer
of employment or, if the individual has been hired, may result in
termination of employment.

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