Page 22 - Footprint Employee Handbook 2021

If you have any questions about computing wages and/or overtime pay, please consult with your immediate
supervisor or Human Resources.

MEAL PERIODS AND REST BREAKS

It is the Company’s policy to comply with all applicable laws regarding meal periods and rest breaks. If an employee
works in a state where there are no applicable meal or rest break requirements, the Company may provide break
time as appropriate, subject to operational needs and supervisor discretion. The Company does not contract to
provide such break time in these states.

Any rest breaks of short duration (lasting less than 20 minutes) will be counted as “hours worked” and paid
accordingly. Breaks of 20 minutes or more that are not meal periods are not considered “hours worked” and should
not be recorded as hours worked. Meal periods lasting at least 30 consecutive minutes or more that are not
interrupted by work are not considered “hours worked” for purposes of federal law and will not be paid for non-exempt
employees. If the non-exempt employee takes a meal period that is at least 30 consecutive minutes and is
uninterrupted by work, the employee is required to record all time taken for their meal period.

Employees must be completely relieved from work duties during any unpaid meal period. Non-exempt employees
must accurately record the beginning and ending time of their meal periods each workday on their time records.

MISSED, SHORT OR INTERRUPTED MEAL PERIODS
Non-exempt employees must be paid for all time worked. On those occasions where a non-exempt employee
continues to work through his/her meal period, either voluntarily or because he/she is interrupted by work or
otherwise returns to work without taking at least 30 consecutive minutes for a meal period, or does not take at least
30 consecutive minutes, the entire meal period is considered working time and is paid and may also be paid a
premium if required by applicable law.

If an employee misses a meal period for any reason such that the employee does not receive at least a 30-minute
consecutive meal period, the employee is to remain clocked in and report the missed meal period via the method
used by their worksite. If an employee’s meal period is interrupted or missed for any reason, it is the employee’s
responsibility to report that he/she did not receive at least a 30-minute consecutive, uninterrupted meal period.
Failure to submit the proper documentation in accordance with your site’s procedures, may subject you to disciplinary
action, up to and including termination of employment.

If you are interrupted during your 30-minute meal period, you miss your meal period, or experience a short meal
period (less than 30 consecutive minutes), you must follow your site’s timekeeping procedure to report the missed,
interrupted, or short meal period to ensure that you are paid correctly.

If you are unsure about the correct process for reporting a missed, short, or interrupted meal period, notify your
immediate supervisor or Human Resources.

Non-exempt employees are not authorized to perform work through or during a meal period without prior approval
from their manager. Non-exempt employees will be paid for all time worked, but may be subject to discipline, up to
and including termination of employment if the employee’s manager did not pre-authorize the work.
Failure to follow this Policy may result in disciplinary action, up to and including termination of employment.

LACTATION / PERSONAL HEALTH NEED ACCOMMODATION

Footprint will provide a reasonable amount of break time to accommodate an employee desiring to express breast
milk for the employee’s infant child or address personal health needs such as insulin injections, blood pressure
checks, etc. Employees needing breaks for lactation or personal health purposes may use ordinary paid rest breaks
or may take other reasonable break time when needed. If possible, the lactation or personal health break time should
run concurrently with scheduled meal and rest breaks already provided to the employee. If the lactation or personal
health break time cannot run concurrently with meal and rest breaks already provided or additional time is needed
for the employee, the lactation or personal health break time will be unpaid for non-exempt employees.

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