Page 19 - Footprint Employee Handbook 2021

• slurs, epithets, and any other offensive remarks;
• jokes, whether written, verbal, or electronic;
• threats, intimidation, and other menacing behavior;
• other verbal, graphic, or physical conduct; and
• other conduct predicated upon one or more of the protected categories identified in this policy.

If you have any questions about what constitutes harassing behavior, ask your supervisor or another member of
management.
Any employee who believes that he or she has been subjected to harassment or is being harassed 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 harassed 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 harassment 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.

WORKFORCE DIVERSITY AND INCLUSION

Footprint is committed to fostering, cultivating, and preserving a culture of diversity and inclusion. Diversity embraces
the ways that human beings are both different and similar. Inclusion is involvement and empowerment, where the
inherent worth of all human beings is recognized. Through inclusion, diversity is utilized to create an ethical, healthy,
and high performing organization. We will pursue our mission to produce value with an inclusive workforce where
diversity is reflective of the customers, employees, and potential shareholders we serve. All employees are expected
to exhibit conduct that complies with this policy during work, at work functions on or off the worksite, and at all other
Company- sponsored and participative events.

POLICY AGAINST RETALIATION

Footprint is committed to prohibiting retaliation against those who report, oppose, or participate in an investigation
of alleged wrongdoing in the workplace. By way of example only, participating in an investigation of alleged
wrongdoing in the workplace, includes, but is not limited to:
• Filing a complaint with a federal or state enforcement or administrative agency;
• Participating in or cooperating with a federal or state enforcement agency that is conducting an investigation
of the Company regarding alleged unlawful activity;
• Testifying as a party, witness, or accused regarding alleged unlawful activity;
• Associating with another employee who is engaged in any of these activities;
• Making or filing an internal complaint with the Company regarding alleged unlawful activity; or
• Providing informal notice to the Company regarding alleged unlawful activity.
The Company strictly prohibits any adverse action/retaliation against an employee for participating in an investigation
of any alleged wrongdoing in the workplace. If you feel that you are being retaliated against you should immediately
contact the Human Resources Department. In addition, if you observe retaliation by another employee, supervisor,
manager, or non-employee, please report the incident immediately to Human Resources.

Any employee determined to be responsible for violating this policy will be subject to appropriate disciplinary action,
up to and including termination of employment. Moreover, any employee, supervisor or manager who condones or
ignores potential violations of this policy will be subject to appropriate disciplinary action, up to and including
termination of employment.

EMPLOYEE REFERENCES

Healthy Planet. Healthy People 18 | P age