Page 20 - Footprint Employee Handbook - US 2021

• Testifying as a party, witness, or accused regarding alleged unlawful activity;
• Associating with another employee who is engaged in any of these activities;
• Making or filing an internal complaint with the Company regarding alleged unlawful activity; or
• Providing informal notice to the Company regarding alleged unlawful activity.
The Company strictly prohibits any adverse action/retaliation against an employee for participating in an investigation
of any alleged wrongdoing in the workplace. If you feel that you are being retaliated against you should immediately
contact the Human Resources Department. In addition, if you observe retaliation by another employee, supervisor,
manager, or non-employee, please report the incident immediately to Human Resources.

Any employee determined to be responsible for violating this policy will be subject to appropriate disciplinary action,
up to and including termination of employment. Moreover, any employee, supervisor or manager who condones or
ignores potential violations of this policy will be subject to appropriate disciplinary action, up to and including
termination of employment.

EMPLOYEE REFERENCES

Upon receipt of a request for employment verification, the Company will only provide the dates of employment and
positions held and, with the written consent of the employee or former employee, salary information.

EMPLOYMENT CLASSIFICATIONS

Footprint uses the following designations to define employee status:

• Exempt Employees
Management, managerial, professional and outside sales employees whose positions meet specific tests
established by the Federal Fair Labor Standards Act (“FLSA”) and applicable state laws and standards and
who are paid on a salary basis are exempt from specific provisions of federal and state wage and hour laws.

• Non-Exempt Employees
All employees whose positions are not considered “Exempt” under the Federal Fair Labor Standards Act
and applicable state laws and standards are “Non-Exempt”. Non-exempt employees are subject to maximum
hour and overtime regulations, as well as specific time reporting requirements. Non-exempt employees are
eligible for overtime.

• Regular Full-Time Employees
Exempt or non-exempt employees who are not in a temporary or casual status and work at least 30 hours
per week on a continuing basis are classified as regular full-time employees.

• Regular Part-Time Employees
Exempt or non-exempt employees who are not in a temporary or casual status and who work less than 30
hours a week are classified as regular part-time employees.

OPERATIONAL EXCELLENCE

Our relentless pursuit of finding ways to

improve performance and profitability,

while delivering innovative products to
exceed customer expectations.

Healthy Planet. Healthy People 19 | P a g e