Page 41 - Footprint Employee Handbook 2021

• Failing to report to the site leader or Human Resources in writing any criminal conviction no later than five
days after such conviction.
This Policy is not intended to, and will not be construed to, infringe upon any rights provided to statutory employees
pursuant to Section 7 of the “NLRA”.

Employees have the right to discuss the terms and conditions of their employment with others under Section 7 of the
NLRA.

ATTENDANCE AND PUNCTUALITY

Employee attendance is an essential function for every employee and is critical to the operations and efficiencies of
Footprint. When an employee fails to report to work as scheduled, it can place additional and unexpected
responsibilities on co-workers, decreasing overall productivity, and in some cases may affect the morale of the team.
Your attendance, therefore, is an important aspect of your work performance.

Footprint expects all employees to assume responsibility for their attendance and promptness. Continued
dependability, quality and pride of service are factors over which each individual employee has a great deal of
influence. If you are absent and cannot perform your duties on time, this impacts the Company as a whole.

Attendance is monitored and excessive unscheduled absences, late arrivals, or patterned absences, such as those
preceding or following weekends, holidays, and paydays, will result in disciplinary action, up to and including
termination of employment, unless the reason for absences or tardiness is legally protected. In addition, if you do
not report for work as scheduled and fail to notify your immediate supervisor for three consecutive workdays, you
will be considered a “no call/no show,” and your employment may be terminated.

COMPLIANCE WITH EMPLOYMENT LAW PROTECTIONS
Footprint is committed to complying with all federal, state, and local laws. All aspects of this attendance policy will
be interpreted and applied to ensure compliance with these laws. For example, while employees are expected to
report to work on time as scheduled, with proper notice, an employee eligible for FMLA Leave and needing to receive
planned medical treatment would be excused from reporting to work late. Other examples include, but are not limited
to, absences for other qualifying FMLA reasons, jury duty and mandatory court appearances or other legally
protected absences. The “no call/no show” rule also will be applied consistent with law.

Any unscheduled absence, tardiness or other incident that is protected by federal, state, or local law will NOT count
against an employee under these attendance guidelines or otherwise. Employees must, however, comply with
applicable notice requirements under such laws.

Footprint evaluates absences to determine whether the time away from work is protected by federal, state, or local
laws. Footprint also evaluates whether an absence or tardiness should be excused from corrective action under this
policy as a reasonable accommodation under federal, state, or local disability laws. If you believe an absence or
tardiness is entitled to be excused under job-protected leave, please contact Human Resources.

Unexpected absences should be rare and should occur only when necessary. Excessive unscheduled absenteeism
or tardiness is grounds for disciplinary action, up to and including termination of employment. We want to establish
uniform guidelines that will ensure a consistent and fair approach to solving attendance problems.

PERFORMANCE IMPROVEMENT

The Company reserves the right to issue any type of disciplinary action in response to any conduct or performance
issue or rule violation. Your immediate supervisor will use his/her discretion in addressing conduct, attendance or
work performance issues and may use only one or some of the below types of disciplinary action depending upon
the situation. In connection with any of the following disciplinary actions, you and your immediate supervisor may
develop a plan of corrective action.

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