Page 17 - Footprint Employee Handbook 2021

Solicitation and/or distribution by non-employees is prohibited at all times.

BULLETIN BOARDS
Your worksite posts on designated bulletin boards laws and regulations that affect your employment, responses to
employee questions, notices of activities or special events, changes in policies or procedures and other topics of
interest. Employees should check bulletin boards frequently to keep informed.

If you have an announcement you would like to place on the board, please contact HR. It will be reviewed for
approval and posted on the communications board. Announcements without prior approval will be removed.

WHAT YOU CAN EXPECT FROM US

EQUAL EMPLOYMENT OPPORTUNITY

We are committed to providing equal employment opportunities to all employees and applicants without regard to
race, religion, color, sex, gender, including gender identity and gender expression, sexual orientation, national origin,
citizenship status, uniform service member status, age, genetic information, disability, or any other protected status
in accordance with all applicable federal, state, and local laws.

This policy extends to all aspects of our employment practices,
including but not limited to, recruiting, hiring, discipline, firing,
promoting, transferring, compensation, benefits, training, leaves
of absence, and other terms and conditions of employment.

Any employee who believes that he or she has been subjected
to discrimination should immediately report it to his or her
immediate supervisor or the Human Resources Department. Do
not assume the Company is aware of your problem. It is your
responsibility to bring your complaints and concerns to our
attention so we can help resolve them. In addition, any
employee who observes another employee being discriminated
against shall immediately notify his or her immediate supervisor
or the Human Resources Department. All complaints will be
promptly investigated.

Any employee, who, in good faith, makes a complaint of discrimination will be free from any reprisal or retaliation as
a result of making the complaint. Investigators will make every effort to strike a balance between the parties’ desires
for privacy and the need to conduct a fair and effective investigation.
AMERICANS WITH DISABILITIES ACT

Footprint complies with its obligations under the Americans with Disabilities Act of 1990 (ADA), as amended, as well
as any other applicable disability laws, and prohibits discrimination against individuals with mental or physical
disabilities (or perceived disabilities) in all areas of employment, including application procedures, hiring,
advancement, termination of employment, compensation, training, or other terms, conditions, and privileges of
employment. In addition, we will provide reasonable accommodations to enable qualified applicants and employees
with disabilities to perform the essential functions of their jobs, unless providing such an accommodation would
impose an undue hardship on Footprint.

If you believe you need an accommodation to perform the essential functions of your job, contact the Human
Resource Department to discuss the need for an accommodation. Supervisors that learn of an employee’s need for
accommodation should notify the Human Resource Department immediately. In most cases, the employee will be

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