Page 25 - Footprint Employee Handbook - US 2021

• Partial day absences for personal reasons or because of sickness or disability.

Deductions will be made for:
• Work less than a full workweek in the initial or final week of employment;
• Full day absences caused by sickness or disability taken in accordance with the Company’s other policies
providing pay for those absences;
• Full day absences caused by sickness or disability, even if unpaid, if the employee is not yet eligible for pay
or pay has been exhausted under the Company’s other policies providing pay for those absences;
• Full day absences for personal reasons other than sickness or disability;
• Disciplinary suspensions of one or more full days for serious infractions of safety rules of major significance;
• Disciplinary suspensions of one or more full days for infractions of workplace conduct rules.

PERFORMANCE REVIEW AND COMPENSATION
A performance evaluation provides an opportunity for ongoing communication between you and your immediate
supervisor about your job performance. The Company will generally conduct a formal review once each year in
March and an informal review at the completion of 90 days of employment. (These dates may be altered by the
Department manager.) A review may also be conducted in the event of a promotion or change in duties and
responsibilities. Performance reviews may be used for a variety of purposes, including to:
• Acknowledge areas where you are doing well;
• Determine areas for improvement; or
• Identify resources, job enhancements or training that you need.

The primary reason for performance reviews is to identify an employee’s strengths and any areas that need
improvement in order to reinforce good habits and develop a plan to improve weaker areas. This review also serves
to make the employee aware of and to document how his/her job performance compares to the goals and description
of the job. This is a good time to discuss interests and future goals. The manager is interested in helping him/her to
progress and grow in order to achieve personal as well as work-related goals. Further training or growth opportunities
may be identified by both parties at this time.
An employee’s compensation may be reviewed on an annual basis. Most compensation reviews will occur in April
following annual performance reviews. Wage and salary increases are based on merit, and on the Company’s ability
to provide an increase. A raise is entirely discretionary and is not based on length of service nor the cost of living.
Having compensation reviewed does not necessarily mean that an employee will be given an increase in
compensation. Most raises in pay will be processed at the beginning of the next pay cycle after the promotion is
given.

The Company does not provide performance reviews at any set intervals and reserves the right to issue disciplinary
action before or after a performance review.

LENGTH OF SERVICE

Employees who remain employed at Footprint enjoy many benefits, such as service recognition awards and
increased time off benefits. In addition, Footprint is dedicated to encouraging and rewarding long-term service by
considering the length of service as a factor in many decisions, such as vacation or paid time off, shift scheduling,
job assignments, promotions, and transfers. Also considered in these decisions are factors such as your work record,
staffing needs and operational requirements.

PROMOTIONS AND TRANSFERS
It is the policy of Footprint to post notice of job vacancies internally to provide the opportunity for current employees
to apply for, and be considered for, transfers and/or promotions from one job or location to another.

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