Page 29 - Footprint Employee Handbook - US 2021

Payment of Unused Accruals Upon Termination
Under certain circumstances, employees may be eligible for payment of accrued and unused PTO, up to a maximum
of 120 hours, upon termination or employment or transfer to a position that is not eligible for PTO.
• Voluntary Resignation/ Transfer. Non-exempt hourly employees who voluntarily resign and provide required
notice of resignation, are eligible to receive payment for accrued and unused PTO time, up to a maximum
of 120 hours (pro-rated based on full time). If an employee resigns and does not provide the required notice,
any accrued unused PTO time will be forfeited and will not be paid. During the notice period, employees
may not use PTO unless the absence is related to an approved FMLA absence.
• Involuntary Termination. If an employee’s employment is involuntarily terminated for any reason, including if
the employee is permitted to resign in lieu of termination, accrued and unused PTO will be forfeited and will
not be paid.
• Transfer. If an employee transfers to an exempt, salaried position, the employee will forfeit, and will not be
paid for, any accrued unused PTO.
Footprint aims to offer policies and programs founded in the trust of our employees. The ability to continue programs
and policies such as this require each of you to do your part and ensure proper use.

Since there is no accrual of or fixed number of Flexible PTO for exempt employees, disciplinary action may be
taken if a pattern of potential misuse develops, if an employee is failing to attain necessary goals for their position,
or if an excessive number of absences occur that are beyond the scope of any approved FMLA Leave, approved
disability leave, or leave provided as a reasonable accommodation.

PAID HOLIDAYS
After completion of the introductory period (except as provided below), full-time employees will receive these specific
holidays off with pay any time they fall on a normally scheduled workday for the employee. Each calendar year the
Company will distribute a schedule of the year’s holidays. However, the Company reserves the right to change the
schedule or eliminate holidays with or without notice. If the holiday falls on a Saturday, it is observed the Friday
before. If the holiday falls on Sunday, it is observed the following Monday. The following are generally the paid
holidays:

• New Year’s Day
• Martin Luther King Jr. Day
• Memorial Day
• Independence Day

• Labor Day
• Thanksgiving Day
• Friday after Thanksgiving Day
• Christmas Eve Day

• Christmas Day
• New Year’s Eve
To be eligible for holiday pay, you must work your last scheduled day before the holiday, the day of the holiday if
scheduled, and the first scheduled day after the holiday, unless you are taking a pre-approved vacation on those
days. Holiday pay does not count as “hours worked” for purposes of calculating an employee’s entitlement to
overtime during the week in which the holiday occurs.

Some departments may be open on a holiday due to business necessity. Employees will be given as much advance
notice as possible if they are required to work on a holiday, although advance notice may not always be possible.
Employees asked to work on a holiday will receive their current rate of pay for work performed on a holiday in addition
to the holiday observed.

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