Page 31 - Footprint Employee Handbook 2021

Requests
All employees are to submit time off through our web-based time and attendance portal.

• Non-exempt, hourly employees may schedule time off in as little as one-hour increments.
If a benefits-eligible employee remains absent for seven (7) consecutive days due to his or her own illness or injury,
the employee must apply for short-term disability benefits through the state-provided plan or, if applicable, a
Company-provided plan, by contacting Human Resources to initiate a disability claim.
Absences covered by short-term disability, including pregnancy-related disabilities, are not eligible for compensation
under this policy. However, Footprint may bridge the otherwise unpaid short-term disability waiting period with PTO.

For information or questions concerning this policy and the use of flexible paid time off during otherwise unpaid
leaves of absence, short-term disability, or FMLA Leave, please contact Human Resources for assistance.

An employee may use Flexible PTO for illness, only if they have exhausted their annual accrued Paid Sick Leave as
indicated in Footprint’s Sick Leave Policy.

Compensation for Sick Leave
Employees on approved time off will receive compensation as follows:
• Full Time Exempt Employees (Salaried) receive a full day of pay based on their annual salary for any day
in which they take time off.
• Full Time Non-Exempt Employees (Hourly) receive pay for each hour of Sick Leave taken at their regular
hourly rate.

Documentation
If the Paid Sick Leave is for three (3) or more consecutive days, the Company may require documentation signed by
a health care professional certifying that the leave has been used for the purpose intended and certifying that you
are able to resume regular work duties before you will be allowed to return to work.

In cases of domestic violence, sexual violence, abuse or stalking, the following documentation is acceptable:
• Police report;
• A relevant protective order or injunction against harassment; GRIT
• Note from a court or prosecuting attorney of a relevant court
proceeding; is our ability to
• Signed statement from a witness advocate, attorney, member of
the clergy or medical professional affirming that the individual is persist in something
a victim of domestic violence, sexual violence, abuse, or stalking;
and/or
• Employee’s written statement affirming that the individual is a we feel passionate
victim of domestic violence, sexual violence, abuse or stalking
and that the leave was taken for the purposes stated in this about and effectively
policy.
push through
The Company will not require that the documentation explain the details obstacles when
of the domestic violence, sexual violence, abuse, or stalking, and will
request information only to the extent the incident could impact the faced with them.
employee in the workplace or the workplace generally.

Employees may carry over up to 40 hours of accrued and unused Paid Sick Leave to the following calendar year.
The maximum accrual balance may not exceed 80 hours in one calendar year.
Any accrued and unused Paid Sick Leave balance is not paid at the time of termination of employment, whether
voluntary or involuntary.

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