Page 42 - Footprint Employee Handbook - US 2021

PERFORMANCE IMPROVEMENT

The Company reserves the right to issue any type of disciplinary action in response to any conduct or performance
issue or rule violation. Your immediate supervisor will use his/her discretion in addressing conduct, attendance or
work performance issues and may use only one or some of the below types of disciplinary action depending upon
the situation. In connection with any of the following disciplinary actions, you and your immediate supervisor may
develop a plan of corrective action.

All counseling and warnings will be documented and placed in your personnel file. You may provide a written
response that will be placed in your personnel file.

Please note that your site leadership may apply any method of corrective action at his/her sole discretion. In addition,
your employment may be separated without any other prior counseling or warning being given, where management
personnel, in their sole discretion, deems such action appropriate. Nothing in this Policy is intended to modify the at-
will status of your employment or the Employment At-Will Policy.

Coaching
In a coaching session, your immediate supervisor will provide guidance and instruction on tasks, procedures, or
situations you encounter in your daily work. The purpose of the session is to help you sharpen your skills and
knowledge and to become more comfortable and confident in your work. It is your opportunity to show initiative and
take responsibility for improving your performance or the quality of the work environment.

Verbal Counseling
Counseling is used to call your attention to performance deficiencies or unacceptable attendance or work conduct.
Your immediate supervisor will identify the issues and the impact your performance or conduct has on the team
results or success. Your immediate supervisor will review conduct or performance expectations, advise you on the
consequences if the problem continues and provide guidance and ideas for improvement.

Written Warning
You will receive a written warning if your conduct, attendance, or performance is deficient or unacceptable. Your
immediate supervisor will discuss with you the performance deficiencies he/ she has observed, review conduct or
performance expectations, advise you on the consequences if the problem continues and ask you to commit to
immediate improvement.

Final Written Warning
You will receive a final written warning if your conduct, attendance, or performance is seriously deficient or
unacceptable. Your immediate supervisor will discuss with you the performance deficiencies he/she has observed,
review conduct or performance expectations, advise you on the consequences if the problem continues and ask you
to commit to immediate improvement.

Suspension Pending Investigation
When there are serious allegations made concerning job performance or conduct issues, your immediate supervisor
may suspend your employment without pay while the allegations are investigated. During the suspension period,
access to all Footprint at Home systems, including email, voicemail, and network services, may be suspended until
the investigation has been concluded. Generally, if the allegations are not substantiated against you and you have
cooperated in the investigation, you will be reinstated and may be paid for the days you were scheduled to work but
missed because of the suspension. Exempt employees should be paid in most cases for suspensions lasting less
than one full workweek.

Separation of Employment
Footprint may separate your employment with or without prior coaching, counseling, written warning, final written
warning, or action plan, in the Company’s sole discretion.

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