Page 23 - Footprint Employee Handbook - US 2021

If you are interrupted during your 30-minute meal period, you miss your meal period, or experience a short meal
period (less than 30 consecutive minutes), you must follow your site’s timekeeping procedure to report the missed,
interrupted, or short meal period to ensure that you are paid correctly.
If you are unsure about the correct process for reporting a missed, short, or interrupted meal period, notify your
immediate supervisor or Human Resources.
Non-exempt employees are not authorized to perform work through or during a meal period without prior approval
from their manager. Non-exempt employees will be paid for all time worked, but may be subject to discipline, up to
and including termination of employment if the employee’s manager did not pre-authorize the work.

Failure to follow this Policy may result in disciplinary action, up to and including termination of employment.

LACTATION / PERSONAL HEALTH NEED ACCOMMODATION

Footprint will provide a reasonable amount of break time to accommodate an employee desiring to express breast
milk for the employee’s infant child or address personal health needs such as insulin injections, blood pressure
checks, etc. Employees needing breaks for lactation or personal health purposes may use ordinary paid rest breaks
or may take other reasonable break time when needed. If possible, the lactation or personal health break time should
run concurrently with scheduled meal and rest breaks already provided to the employee. If the lactation or personal
health break time cannot run concurrently with meal and rest breaks already provided or additional time is needed
for the employee, the lactation or personal health break time will be unpaid for non-exempt employees.

Employees will be relieved of all work-related duties during any unpaid break. Where unpaid breaks or additional
time are required, employees should work with their supervisor regarding scheduling and reporting the extra break
time.
Where state law imposes more specific requirements regarding the break time or lactation accommodation, the
Company will comply with those requirements.
Because exempt employees receive their full salary during weeks in which they work, all exempt employees who
need lactation accommodation breaks do not need to report any extra break time as “unpaid.”
The Company will provide employees with the use of a room or a private area, other than a bathroom or toilet stall,
that is shielded from view and free from intrusion from co-workers and the public.
The Company will make a reasonable effort to identify a location within close proximity to the work area for the
employee to express milk. This location may be the employee’s private office, if applicable.

The Company will otherwise treat lactation as a pregnancy-related medical condition and address lactation-related
needs in the same manner that it addresses other non-incapacitating medical conditions, including requested time
off for medical appointments, requested changes in schedules and other requested accommodations. Employees
should discuss with Management the location for storage of expressed milk.

PAYDAY AND PAYCHECK INFORMATION
Our employees are paid according to regularly scheduled paydays. If a payday falls on a holiday, employees are
paid the preceding business day. The Annual payday calendar can be obtained from the Company’s Finance
Department.

Unless approved by management, all Footprint employees will be paid through direct deposit (ACH Credit). Initial
set-up and any changes to direct deposit accounts will require a hard copy bank instrument (voided check, deposit
slip, letter from bank, etc.) to ensure accuracy. Paychecks or paystubs are not available in advance of payday unless
required by state law.

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