Page 31 - Footprint Employee Handbook - US 2021
P. 31

Requests
            All employees are to submit time off through our web-based time and attendance portal.
               •   Non-exempt, hourly employees may schedule time off in as little as one-hour increments.
            If a benefits-eligible employee remains absent for seven (7) consecutive days due to his or her own illness or injury,
            the  employee  must  apply  for  short-term  disability  benefits  through  the  state-provided  plan  or,  if  applicable,  a
            Company-provided plan, by contacting Human Resources to initiate a disability claim.

            Absences covered by short-term disability, including pregnancy-related disabilities, are not eligible for compensation
            under this policy. However, Footprint may bridge the otherwise unpaid short-term disability waiting period with PTO.

            For information or questions concerning this policy and the use of flexible paid time off during otherwise unpaid
            leaves of absence, short-term disability, or FMLA Leave, please contact Human Resources for assistance.

            An employee may use Flexible PTO for illness, only if they have exhausted their annual accrued Paid Sick Leave as
            indicated in Footprint’s Sick Leave Policy.

            Compensation for Sick Leave
            Employees on approved time off will receive compensation as follows:
               •   Full Time Exempt Employees (Salaried) receive a full day of pay based on their annual salary for any day
                   in which they take time off.
               •   Full Time Non-Exempt Employees (Hourly) receive pay for each hour of Sick Leave taken at their regular
                   hourly rate.

            Documentation
            If the Paid Sick Leave is for three (3) or more consecutive days, the Company may require documentation signed by
            a health care professional certifying that the leave has been used for the purpose intended and certifying that you
            are able to resume regular work duties before you will be allowed to return to work.

            In cases of domestic violence, sexual violence, abuse or stalking, the following documentation is acceptable:
               •   Police report;
               •   A relevant protective order or injunction against harassment;
               •   Note  from  a  court  or  prosecuting  attorney  of  a  relevant  court
                   proceeding;
               •   Signed statement from a witness advocate, attorney, member of
                   the clergy or medical professional affirming that the individual is
                   a victim of domestic violence, sexual violence, abuse, or stalking;
                   and/or
               •   Employee’s  written  statement  affirming  that  the  individual  is  a
                   victim of domestic violence, sexual violence, abuse or stalking
                   and  that  the  leave  was  taken  for  the  purposes  stated  in  this
                   policy.

            The Company will not require that the documentation explain the details
            of the domestic violence,  sexual violence,  abuse, or stalking, and will
            request  information  only  to  the  extent  the  incident  could  impact  the
            employee in the workplace or the workplace generally.

            Employees may carry over up to 40 hours of accrued and unused Paid Sick Leave to the following calendar year.
            The maximum accrual balance may not exceed 80 hours in one calendar year.

            Any accrued and unused Paid Sick Leave balance is not paid at the time of termination of employment, whether
            voluntary or involuntary.



            Healthy Planet. Healthy People                                                                                                                          30 | P a g e
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