Page 22 - Footprint Employee Handbook - US 2021

Only hours actually worked during a workweek count for the purpose of determining whether you are entitled to
overtime pay. Hours actually worked do not include any non-working hours or non-compensable hours under state
or federal law, including, but not limited to holiday, PTO, and sick time, even though those hours are paid, with the
exception of when the non-exempt employee performed actual work on behalf of Footprint during these times.

If daily overtime is required, in accordance with the law of the state in which the employee works, daily and weekly
overtime pay may not be pyramided or duplicated. Accordingly, non-exempt employees are not eligible to receive
both daily and weekly overtime pay; only one overtime premium will apply.

Your immediate supervisor must approve overtime work in advance of you working any overtime hours. While you
will be paid for all hours worked, including overtime, whether the time was approved in advance, your failure to obtain
appropriate pre-approval may result in discipline, up to and including termination of employment. Because we must
always maintain adequate staff, you are expected to work overtime as requested by your site, as applicable law
allows.

You may not take work home without prior approval from your immediate supervisor and documents containing
confidential information may not be removed from any site. Non-exempt employees are responsible for accurately
reporting all such time worked.

If you have any questions about computing wages and/or overtime pay, please consult with your immediate
supervisor or Human Resources.

MEAL PERIODS AND REST BREAKS
It is the Company’s policy to comply with all applicable laws regarding meal periods and rest breaks. If an employee
works in a state where there are no applicable meal or rest break requirements, the Company may provide break
time as appropriate, subject to operational needs and supervisor discretion. The Company does not contract to
provide such break time in these states.

Any rest breaks of short duration (lasting less than 20 minutes) will be counted as “hours worked” and paid
accordingly. Breaks of 20 minutes or more that are not meal periods are not considered “hours worked” and should
not be recorded as hours worked. Meal periods lasting at least 30 consecutive minutes or more that are not
interrupted by work are not considered “hours worked” for purposes of federal law and will not be paid for non-exempt
employees. If the non-exempt employee takes a meal period that is at least 30 consecutive minutes and is
uninterrupted by work, the employee is required to record all time taken for their meal period.

Employees must be completely relieved from work duties during any unpaid meal period. Non-exempt employees
must accurately record the beginning and ending time of their meal periods each workday on their time records.

MISSED, SHORT OR INTERRUPTED MEAL PERIODS
Non-exempt employees must be paid for all time worked. On those occasions where a non-exempt employee
continues to work through his/her meal period, either voluntarily or because he/she is interrupted by work or
otherwise returns to work without taking at least 30 consecutive minutes for a meal period, or does not take at least
30 consecutive minutes, the entire meal period is considered working time and is paid and may also be paid a
premium if required by applicable law.

If an employee misses a meal period for any reason such that the employee does not receive at least a 30-minute
consecutive meal period, the employee is to remain clocked in and report the missed meal period via the method
used by their worksite. If an employee’s meal period is interrupted or missed for any reason, it is the employee’s
responsibility to report that he/she did not receive at least a 30-minute consecutive, uninterrupted meal period.
Failure to submit the proper documentation in accordance with your site’s procedures, may subject you to disciplinary
action, up to and including termination of employment.

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