Page 40 - Footprint Employee Handbook - US 2021

workday hours and the opening or closing of the polls, will provide a total of three consecutive hours. The employee
must inform his or her supervisor before the day of the election in which the absence is anticipated, and we may
specify the hours during which the employee may leave to vote.

MILITARY RESERVES LEAVE OF ABSENCE
Non-compensated leaves of absence for military service shall be granted to eligible employees in accordance with
the law and provided that employees give prior notice of their absence; have not previously taken military leave that,
when added to the current period of leave, exceeds five years; and notify their supervisor of their intent to return to
their positions. Employees may but are not required to use paid time off during the period of leave. The rights and
benefits of seniority shall accrue during leaves of absence for military service as though employment were continuous
and other benefits of employment shall accrue during leaves of absence for military service as they do during other
non-military leaves of absence.

WHAT WE EXPECT OF YOU

EMPLOYEE CODE OF CONDUCT

As a member of the Footprint team, you are expected to conduct yourself with integrity and in an ethical manner with
visitors, vendors, and co-workers. To help ensure that we have a common understanding of permissible work
conduct and communication, you are expected to know, understand, and follow the policies in this Handbook and
Footprint’s Code of Conduct, as well as policies and procedures implemented by your worksite.
Listed below are examples of serious misconduct that may result in disciplinary action, up to and including immediate
termination of employment. The list is not all inclusive and does not alter the at-will status of your employment, and
the Company expressly reserves the right to issue disciplinary action, up to and including immediate termination of
employment for any similarly serious misconduct as determined by the Company.
• Wasteful use of Company equipment or supplies;
• Unauthorized removal of Company “Confidential Information”
(as defined in the Communications Policy) or unauthorized
disclosure of such “Confidential Information” including details
concerning products or the worksite;
• Violating Footprint’s policies, including but not limited to,
Footprint’s Communication Policy, Conflict of Interest,
Discrimination and Harassment-Free Workplace Policy,
Workplace Behavior Policy, Violence Prevention Policy, Drug
and Alcohol-Free Workplace Policy, criminal conviction, and
Footprint’s Code of Conduct;
• Committing an unlawful act;
• Falsifying employment documents, timekeeping records, or
any Company records;
• Stealing, unauthorized possessing, destroying, intentionally
damaging or misusing Company Property (as defined in the
Company Property, Premises and Resources Policy) or the
property of visitors or co-workers;
• Refusing a job assignment or the directive of a leader;
• Smoking, eating, lounging, or sleeping during work time or in
an unauthorized area, or performing personal business during
work time;
• Accepting or providing money, gifts, or any item of more than
a nominal value from/to vendors, clients, contractors, potential business affiliates or those doing business
with Footprint if it is intended to influence your actions or decisions;
• Engaging in horseplay, destructive practical jokes, or other risky violent acts;
• Engaging in physical fighting or engaging in violent or threatening behavior of any kind;
• Using obscene, abusive, or threatening language;

Healthy Planet. Healthy People 39 | P a g e