Page 24 - Footprint Employee Handbook 2021

PAYCHECK/PAYSTUB ERROR REPORTING

It is your responsibility to review your paycheck and paystub immediately upon receipt; you should make sure your
pay and reported hours are correct. If you believe that an error has occurred, or if you have any questions about
your paycheck, paystub, deductions from your pay, if you believe you have been subject to any improper deductions,
or if your pay does not accurately reflect your hours worked, you should report the matter to your immediate
supervisor, site leader or to Human Resources. If after review, a mistake in your pay is found, the correction and
supporting documentation should be submitted to Payroll (Finance) by your immediate supervisor or site leader. The
correction will be entered, and you will be paid in a timely manner either on your next scheduled payday or via an
off-cycle payment, if necessary, in order to comply with applicable law.

The Company will not allow any form of retaliation against individuals who make good faith reports of alleged
violations of this policy, or who cooperate in the Company’s investigation of such reports, even if the reports do not
reveal any errors or wrongdoing.

SAFE HARBOR

The Company pays exempt employees, as defined by the FLSA and/or applicable state law, a predetermined amount
of compensation each pay period without deductions, with certain specific exceptions. Employees who are classified
as exempt employees and who believe that the Company has improperly deducted amounts from their salaries that
should not have been deducted should immediately contact HR. If it is determined that the deduction was improper,
the employee will be reimbursed for the deduction on his or her next regular paycheck. Unless employees alert the
Company to deductions that they believe are improper, the Company will assume that the deduction is proper.

Deductions will not be made for:
• Quality or quantity of work;
• Absences of less than a full workweek occasioned by the Company or by the operating requirements of the
business;
• Absences of less than a full workweek caused by jury duty, or attendance as a witness in a judicial
proceeding (the Company may offset against the regular salary any amount paid as jury or witness pay);
• Absences of less than a full workweek caused by temporary military leave (the Company may offset against
the regular salary any amount paid as military pay); or
• Partial day absences for personal reasons or because of sickness or disability.

Deductions will be made for:
• Work less than a full workweek in the initial or final week of employment;
• Full day absences caused by sickness or disability taken in accordance with the Company’s other policies
providing pay for those absences;
• Full day absences caused by sickness or disability, even if unpaid, if the employee is not yet eligible for pay
or pay has been exhausted under the Company’s other policies providing pay for those absences;
• Full day absences for personal reasons other than sickness or disability;
• Disciplinary suspensions of one or more full days for serious infractions of safety rules of major significance;
• Disciplinary suspensions of one or more full days for infractions of workplace conduct rules.

PERFORMANCE REVIEW AND COMPENSATION
A performance evaluation provides an opportunity for ongoing communication between you and your immediate
supervisor about your job performance. The Company will generally conduct a formal review once each year in
March and an informal review at the completion of 90 days of employment. (These dates may be altered by the
Department manager.) A review may also be conducted in the event of a promotion or change in duties and
responsibilities. Performance reviews may be used for a variety of purposes, including to:
• Acknowledge areas where you are doing well;
• Determine areas for improvement; or
• Identify resources, job enhancements or training that you need.

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