Page 24 - Footprint Employee Handbook - US 2021

PAYROLL DEDUCTIONS

Footprint is required by law to make certain mandatory deductions from every employee’s gross wages: federal
income tax, contributions to Social Security and Medicare, and applicable city and state taxes.

Every employee must fill out and sign a federal withholding allowance certificate, IRS Form W-4, on or before his or
her first day on the job. Employees are expected to comply with the instructions on Form W-4. Questions regarding
the propriety of claimed deductions may be referred to the IRS in certain circumstances. The employee may fill out
a new W-4 at any time.

Any other mandatory deductions to be deducted from employee paychecks, such as court- ordered attachments and
garnishments, will be done whenever the Company is ordered to make such deductions and upon written notice to
the employee.

Additionally, you may authorize in writing other optional deductions to pay for certain benefits, which will be deducted
from each payroll check. Other voluntary contributions are also deducted each pay period. Every employee will
receive an annual Wage and Tax Statement, IRS Form W-2, for the preceding year on or before January 31.

The Company takes all reasonable steps to ensure that employees receive the correct amount of pay in each
paycheck and that employees are paid promptly on the scheduled payday. In the unlikely event that there is an error
in the amount of pay, the employee must promptly report the discrepancy so that the corrections can be made as
quickly as possible, including a deduction from the employee’s paycheck.

PAYCHECK/PAYSTUB ERROR REPORTING

It is your responsibility to review your paycheck and paystub immediately upon receipt; you should make sure your
pay and reported hours are correct. If you believe that an error has occurred, or if you have any questions about
your paycheck, paystub, deductions from your pay, if you believe you have been subject to any improper deductions,
or if your pay does not accurately reflect your hours worked, you should report the matter to your immediate
supervisor, site leader or to Human Resources. If after review, a mistake in your pay is found, the correction and
supporting documentation should be submitted to Payroll (Finance) by your immediate supervisor or site leader. The
correction will be entered, and you will be paid in a timely manner either on your next scheduled payday or via an
off-cycle payment, if necessary, in order to comply with applicable law.

The Company will not allow any form of retaliation against individuals who make good faith reports of alleged
violations of this policy, or who cooperate in the Company’s investigation of such reports, even if the reports do not
reveal any errors or wrongdoing.

SAFE HARBOR

The Company pays exempt employees, as defined by the FLSA and/or applicable state law, a predetermined amount
of compensation each pay period without deductions, with certain specific exceptions. Employees who are classified
as exempt employees and who believe that the Company has improperly deducted amounts from their salaries that
should not have been deducted should immediately contact HR. If it is determined that the deduction was improper,
the employee will be reimbursed for the deduction on his or her next regular paycheck. Unless employees alert the
Company to deductions that they believe are improper, the Company will assume that the deduction is proper.

Deductions will not be made for:
• Quality or quantity of work;
• Absences of less than a full workweek occasioned by the Company or by the operating requirements of the
business;
• Absences of less than a full workweek caused by jury duty, or attendance as a witness in a judicial
proceeding (the Company may offset against the regular salary any amount paid as jury or witness pay);
• Absences of less than a full workweek caused by temporary military leave (the Company may offset against
the regular salary any amount paid as military pay); or

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