Page 18 - Footprint Employee Handbook - US 2021

AMERICANS WITH DISABILITIES ACT

Footprint complies with its obligations under the Americans with Disabilities Act of 1990 (ADA), as amended, as well
as any other applicable disability laws, and prohibits discrimination against individuals with mental or physical
disabilities (or perceived disabilities) in all areas of employment, including application procedures, hiring,
advancement, termination of employment, compensation, training, or other terms, conditions, and privileges of
employment. In addition, we will provide reasonable accommodations to enable qualified applicants and employees
with disabilities to perform the essential functions of their jobs, unless providing such an accommodation would
impose an undue hardship on Footprint.

If you believe you need an accommodation to perform the essential functions of your job, contact the Human
Resource Department to discuss the need for an accommodation. Supervisors that learn of an employee’s need for
accommodation should notify the Human Resource Department immediately. In most cases, the employee will be
asked to document the need for an accommodation. Footprint will work with qualifying employees to explore possible
accommodations.

If you are you pregnant, recovering from childbirth, or have a medical or common condition related to pregnancy,
you have the right to:
• Ask the Company for a reasonable accommodation for your pregnancy, such as more frequent bathroom
breaks, assistance with heavy work, a private space for expressing breast milk, or time off to recover from
your pregnancy;
• Reject an accommodation offered by the Company for your pregnancy that you do not desire; and
• Continue working during your pregnancy if a reasonable accommodation is available that would allow you
to continue performing your job.

If you believe that a violation of this policy or the ADA has occurred or that an employee has been retaliated against
in connection with an accommodation request, immediately report the incident to your supervisor or the Human
Resource Department.

DISCRIMINATION AND HARASSMENT-FREE WORKPLACE
Footprint is committed to providing a work environment that is free of unlawful harassment. In furtherance of this
commitment, the Company strictly prohibits all forms of unlawful harassment, which includes harassment on the
basis of race, religion, color, sex, gender, including gender identity and gender expression, sexual orientation,
national origin, citizenship status, uniform service member status, age, genetic information, disability, or any other
category protected by applicable state or federal law.

The Company’s policy against unlawful harassment applies to all employees of the Company, including supervisors
and managers. The Company prohibits managers, supervisors, and employees from harassing co-workers as well
as the Company’s customers, vendors, suppliers, independent contractors, and others doing business with the
Company. In addition, the Company prohibits its customers, vendors, suppliers, independent contractors, and others
doing business with the Company from harassing our employees.

Violation of this policy will subject an employee to disciplinary action, up to and including immediate termination of
employment.

Examples of Prohibited Sexual Harassment:
Sexual harassment includes a broad spectrum of conduct. Sexual harassment is severe or pervasive sexually
oriented conduct that unreasonably interferes with an employee’s work performance or creates a hostile or offensive
working environment. By way of illustration only, and not limitation, some examples of unlawful and unacceptable
behavior include:
• unwanted sexual advances;

Healthy Planet. Healthy People 17 | P a g e