Page 33 - Footprint Employee Handbook 2021

• The employee must also note whether they intend to use the Paid Parental Leave continuously, intermittently
or on reduced schedule.
• Any request for intermittent or reduced schedule leave requires the advanced approval of the employee’s
department.
In addition to the Paid Parental Leave Request Form the eligible employee will also be required to provide Human
Resources with documentation within 30 days following the birth or adoption.
• For the birth of a child – appropriate birth documentation, such as a birth certificate or hospital birth
confirmation.
• For the adoption of a child – appropriate adoption documentation, such as a custody or adoption order.

Benefits during Paid Parental Leave
Benefits (such as, medical, dental, retirement, time off accruals, etc.) that the employee is enrolled in will continue
while the employee is on Paid Parental Leave.
If an approved holiday occurs during the Paid Parental Leave, the employee will receive holiday pay in lieu of a Paid
Parental Leave day in accordance with the company Holiday policy.

Reinstatement
At the conclusion of the Paid Parental Leave, the employee will return to the same position held at the time the leave
began or to an equivalent position with equivalent pay, benefits, and working conditions. Provided the employee can
perform the essential functions of the position.
An employee on a Paid Parental Leave is still subject to a reduction in force (RIF) or reassignment that would have
occurred otherwise had the employee been working.
A fitness for duty may be required should the employee experience a serious health condition during the Paid
Parental Leave.
Footprint's obligation to reinstate the employee to the same or equivalent position ceases if and when the following
take place:
• The employment relationship would have ended if the employee had not taken Paid Parental Leave.
• The employee informs Footprint of his or her intent not to work at the end of the Paid Parental Leave.
• The employee fails to return to work at the end of the Paid Parental Leave.

BEREAVEMENT LEAVE
Our full-time employees are eligible to receive up to 3 days of bereavement leave (up to 24 hours paid) in the event
they miss regularly scheduled workdays due to the death or funeral of a member of the employee’s immediate family.
Your immediate family includes your Father, Mother, Brother, Sister, Spouse, Child, Stepchild, Father-in-Law,
Mother-in-Law, Son-in-Law, Daughter-in-Law, Brother-in-Law, Sister-in-Law, Grandchild, Grandparent, or Significant
Other.

If more than three days are needed, the employee is permitted to use accrued an unused Flexible PTO or leave
without pay, with the approval of your immediate supervisor.

Part-time and temporary employees may take leave for three days without pay upon the death of a member of the
immediate family.

LEAVE OF ABSENCE
In an effort to recognize the need for employees who require time off in addition to other types of leave provided by
the Company, Footprint may consider an unpaid personal leave of absence without pay for up to a maximum of 30
days.

All regular employees employed by Footprint for a minimum of 90 days are eligible to apply for an unpaid personal
leave of absence. Job performance, absenteeism, and departmental requirements all will be taken into consideration
before a request is approved. Approvals of the immediate supervisor, department director and Human Resources

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