Page 18 - Footprint Employee Handbook 2021

asked to document the need for an accommodation. Footprint will work with qualifying employees to explore possible
accommodations.

If you are you pregnant, recovering from childbirth, or have a medical or common condition related to pregnancy,
you have the right to:
• Ask the Company for a reasonable accommodation for your pregnancy, such as more frequent bathroom
breaks, assistance with heavy work, a private space for expressing breast milk, or time off to recover from
your pregnancy;
• Reject an accommodation offered by the Company for your pregnancy that you do not desire; and
• Continue working during your pregnancy if a reasonable accommodation is available that would allow you
to continue performing your job.

If you believe that a violation of this policy or the ADA has occurred or that an employee has been retaliated against
in connection with an accommodation request, immediately report the incident to your supervisor or the Human
Resource Department.

DISCRIMINATION AND HARASSMENT-FREE WORKPLACE
Footprint is committed to providing a work environment that is free of unlawful harassment. In furtherance of this
commitment, the Company strictly prohibits all forms of unlawful harassment, which includes harassment on the
basis of 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
category protected by applicable state or federal law.

The Company’s policy against unlawful harassment applies to all employees of the Company, including supervisors
and managers. The Company prohibits managers, supervisors, and employees from harassing co-workers as well
as the Company’s customers, vendors, suppliers, independent contractors, and others doing business with the
Company. In addition, the Company prohibits its customers, vendors, suppliers, independent contractors, and others
doing business with the Company from harassing our employees.

Violation of this policy will subject an employee to disciplinary action, up to and including immediate termination of
employment.

Examples of Prohibited Sexual Harassment:
Sexual harassment includes a broad spectrum of conduct. Sexual harassment is severe or pervasive sexually
oriented conduct that unreasonably interferes with an employee’s work performance or creates a hostile or offensive
working environment. By way of illustration only, and not limitation, some examples of unlawful and unacceptable
behavior include:
• unwanted sexual advances;
• offering an employment benefit (such as a raise or promotion or assistance with one’s career) in exchange for
sexual favors, or threatening an employment detriment (such as termination, demotion, or disciplinary action)
for an employee’s failure to engage in sexual activity;
• visual conduct, such as leering, making sexual gestures, displaying sexually suggestive objects or pictures,
cartoons, or posters;
• verbal sexual advances, propositions, requests, or comments;
• verbal abuse of a sexual nature, graphic verbal commentaries about an individual’s body, sexually degrading
words used to describe an individual, suggestive or obscene letter, notes, or invitations;
• physical conduct, such as touching, assault, impeding or blocking movement;

Examples of What Constitutes Prohibited Harassment:
In addition to the above listed conduct, the Company strictly prohibits harassment concerning race, color, religion,
gender, including gender identity and gender expression, sexual orientation, national origin, age, or any other
protected characteristic. By way of illustration only, and not limitation, prohibited harassment concerning race, color,
religion, national origin, age, or any other protected characteristic includes:

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