Page 21 - Footprint Employee Handbook 2021

WORK SCHEDULES

Employee work schedules differ based on their position in the Company. Specific schedules will be coordinated and
communicated to employees by their manager. Sometimes there is a demand for workday schedules or workweek
hours different than an employee’s regular schedule. Variation to the schedule will be made or approved by
department managers. Employees are expected to be ready to work at the assigned start time and lunch periods
should be scheduled to accommodate regular business operations.

TIMEKEEPING PROCEDURES

Unless otherwise notified, non-exempt employees are required to accurately record his or her hours of work for
Footprint. You will be informed your first day on the job whether you are required to record your work time by a time
clock, a timesheet, or some other method. Whichever method of timekeeping is communicated, you are expected to
follow the established procedures in keeping an accurate record of your hours worked.

Accurately recording all of your time is required in order to be sure that you are paid for all hours worked as required
by the wage and hour laws. “Off clock” work time is not permitted. “Hours worked” is defined by law as all times that
an employee is subject to the control of an employer and includes all time that an employee is suffered or permitted
to work, whether or not required to do so.

Your obligation to accurately record all hours worked does not relieve you of your obligation to obtain advance
approval from your supervisor before working overtime or hours beyond your regular work schedule. Employees who
work beyond their regularly scheduled work hours, including overtime or off-schedule hours, without prior
authorization by their supervisor are subject to disciplinary action up to and including termination of employment.
Any changes or corrections to your timecard or time record must be initialed by you and your Manager. Under no
circumstances may any employee punch or record another employee’s timecard. Falsification of one’s timecard or
attempting and causing another employee to falsify, alter, or tamper with a timecard is cause for disciplinary action,
up to and including termination of employment.

OVERTIME FOR NON-EXEMPT EMPLOYEES

All non-exempt employees are eligible for overtime pay. Non-exempt employees will be paid compensation at a rate
of one-and-one-half times their regular rate of pay for all hours worked more than 40 compensable hours in a
workweek, or in accordance with the law of the state in which the employee works. Non-exempt employees are
responsible for accurately reporting all time worked, including overtime hours.

Only hours actually worked during a workweek count for the purpose of determining whether you are entitled to
overtime pay. Hours actually worked do not include any non-working hours or non-compensable hours under state
or federal law, including, but not limited to holiday, PTO, and sick time, even though those hours are paid, with the
exception of when the non-exempt employee performed actual work on behalf of Footprint during these times.

If daily overtime is required, in accordance with the law of the state in which the employee works, daily and weekly
overtime pay may not be pyramided or duplicated. Accordingly, non-exempt employees are not eligible to receive
both daily and weekly overtime pay; only one overtime premium will apply.

Your immediate supervisor must approve overtime work in advance of you working any overtime hours. While you
will be paid for all hours worked, including overtime, whether the time was approved in advance, your failure to obtain
appropriate pre-approval may result in discipline, up to and including termination of employment. Because we must
always maintain adequate staff, you are expected to work overtime as requested by your site, as applicable law
allows.

You may not take work home without prior approval from your immediate supervisor and documents containing
confidential information may not be removed from any site. Non-exempt employees are responsible for accurately
reporting all such time worked.

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