Page 39 - Footprint Employee Handbook - US 2021

If employees believe their FMLA rights have been violated, they should contact the Human Resources Department
immediately. The Company will investigate any FMLA complaints and take prompt and appropriate remedial action
to address and/or remedy any FMLA violation.

STATE FAMILY MEDICAL LEAVES
Footprint grants employees the amount of family/medical leave required under the federal FMLA, state and local
law. Employees may be entitled to the greater amount of leave under either the family and/or medical leave policies
in the Company’s Family and Medical Leave of Absence policy or state and local law (when eligible for such leave
under those policies or laws). For example, if a state law provides for more leave than the FMLA, makes employees
eligible for leave sooner than the FMLA or provides additional reasons for job-protected leave, then eligible
employees are entitled to the leave provided under state law.

Leave under state or local law that also qualifies under this policy will run concurrently with FMLA Leave to the extent
permissible under applicable law and employee obligations under this policy will apply. Contact Human Resources
for information about state leave laws.

OCCUPATIONAL INJURY/WORKERS’ COMPENSATION OR ILLNESS BENEFITS
As a Footprint employee, you are automatically eligible to receive benefits for compensable work-related injuries or
illnesses. State law controls benefits and coverage. Footprint pays the full cost for this protection.

It is essential that you promptly report any on-the-job illness or injury to your immediate supervisor, no matter how
minor it may appear at the time. You must also complete a Footprint Incident Report by the end of the shift on which
your illness arose, or injury occurred. Failure to follow this policy may result in a loss of benefits. Any group disability
income benefits to which you may be entitled will be reduced by any benefits you receive under this program. Lost
work time resulting from a work-related injury or illness may require you to take a leave of absence. Leaves of
absences are described more fully in the Leaves of Absence section of this Handbook.

CIVIC DUTIES
Footprint encourages each of its employees to accept his or her civic responsibilities. We are a good corporate
citizen, and we are pleased to assist you in the performance of your civic duties.

Jury Duty
If you receive a summons to jury duty, please notify your supervisor immediately or within 48 hours so he or she may
plan the department’s work with as little disruption as possible and provide a copy of your jury summons.
Unless otherwise required by state or federal law, time spent serving on jury duty will be unpaid. Exempt employees
summoned for jury duty will be paid to the extent required by law.
Employees who are released from jury service before the end of their regularly scheduled shift or who are not asked
to serve on a jury panel are expected to call their supervisor as soon as possible and report to work if requested.

Witness Duty
If you receive a subpoena to appear in court, please notify your supervisor immediately. You are expected to return
to work as soon as your service as a witness is completed.

Voting
Footprint encourages you to exercise your right to vote in primary and general elections. The Company requests
that, whenever possible, employees vote before or after their regular hours of work to avoid interference with
business operations.

If there are fewer than three consecutive hours between the opening of the polls and the beginning of an employee’s
workday or between the end of an employee’s workday and the closing of the polls, an employee may take a paid
leave for such length of time at the beginning or end of the workday that, when added to the time difference between

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