Page 30 - Footprint Employee Handbook - US 2021

Hourly employees working on a designated holiday will be paid for the holiday at regular time and a half hour rate
for those hours worked plus Holiday pay. Exempt employees will be allowed a different day off with pay. Any work
during a Company holiday needs management approval.
Part-time and temporary employees are not eligible for holiday pay.

PAID SICK LEAVE
Footprint recognizes that employees need days off from work from time to time to address their own or family
members health needs. This policy describes the details of Footprint’s Sick Leave Policy, including eligibility, hours,
accrual, taking time off, communications, carrying over time, and more.

Footprint complies with all applicable state and local requirements regarding sick leave, including, but not limited to,
Arizona’s Fair Wages and Healthy Families Act.
Eligibility and Accrual

• Full Time Exempt Employees (Salaried)
• Full Time Non-Exempt Employees (Hourly)
Employees will earn one hour of Paid Sick Leave for every 30 hours worked, up to 40 hours during a calendar year,
or as otherwise required by state law.
Although employees start accruing leave on the first day of employment, new employees cannot use Paid Sick Leave
until their 90th day of employment. Employees may use Paid Sick Leave in increments of not less than one hour.
Employees may use up to forty (40) hours of Paid Sick Leave during a calendar year.
Employees may request Paid Sick Leave for:
• Employee’s own mental or physical illness, injury, or health condition (including medical diagnosis, care, and
treatment);
• Employee’s need for preventive medical care;
• Care of a family member with a mental or physical illness, injury, or health condition (including medical
diagnosis, care, or treatment);
• Care of a family member who needs preventive medical care;
• Closure of the employee’s place of business by order of a public official due to a public health emergency;
• Employee’s need to care for a child whose school or place of care has been closed by order of a public
official due to a public health emergency;
• Care for employee or employee’s family member when it has been determined by appropriate health
authorities that the employee’s or family member’s presence in the community may jeopardize the health of
others because of his or her exposure to a communicable disease (whether or not the person has actually
contracted the communicable disease); and/or
• Absence necessary due to domestic violence, sexual violence, abuse or stalking to allow the employee or
the employee’s family member to obtain (a) medical attention needed to recover from physical or
psychological injury or disability caused by the violence, abuse or stalking; (b) services from a domestic
violence or sexual violence program or victim services organization; (c) psychological or other counseling;
(d) relocation or taking steps to secure an existing home due to the violence, abuse or stalking; or (e) legal
services (including preparing for and participating in civil or criminal legal proceedings related to or resulting
from the violence, abuse or stalking).

Communication
For planned Paid Sick Leave, the employee should use best efforts to notify their supervisor of the need to use Paid
Sick Leave as soon as practical before the date sick time will commence. If possible, the employee should include
the anticipated duration of the Paid Sick Leave requested.

When Paid Sick Leave is unforeseeable, the employee should follow department procedures to notify their supervisor
of the need for Paid Sick Leave before the start of the scheduled work shift, or as soon as practical, and where
possible, provide the duration of the Paid Sick Leave.

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