Page 60 - Footprint Employee Handbook 2021

• Remember Need to Know- Remember when discussing projects with customers, vendors, and co-workers
that not everyone has a Need to Know about the details of Company projects. Think before you speak.
• Non-disclosure Agreements- All vendors/ customers must have NDA before engagement. Violations of this
policy are subject to disciplinary actions, up to and including termination of employment.

SAFETY

SAFETY COMMITMENT
Footprint is committed to creating a workplace that is safe and injury-free. As a Footprint employee, your safety is
our first priority, and your cooperation is vital in achieving our goal of an injury-free workplace. Safety is essential to
all business functions and should never be compromised under any circumstance. Every employee has a
responsibility to safely maintain our work environment, report potential hazards and work toward preventing
accidents and injuries.

Your worksite’s safety leadership provides training, reviews all safety procedures, analyzes accidents, and maintains
equipment. In the event of an employee injury, we actively work to return the employee to their workplace when
medically possible in accordance with applicable laws. The commitment to safety should be the first and foremost
consideration in every task we perform and should always be central to your action taken.

Footprint supports its Safety Program by providing the necessary resources and management needed to reach our
common goal of an injury-free workplace. Your assistance is essential in following the Company’s established safety
rules and work practices in order to make your workplace a safe, healthy, and injury-free environment. Personal
Protective Equipment (PPE) will be required in all manufacturing spaces, to include factory and tooling areas. Failure
to utilize such equipment can result in disciplinary action, up to and including termination of employment.

To improve safety performance and reduce environmental risks, all employees should report to work on time, alert
and prepared for the tasks at hand. If you observe unsafe workplace activity, you should ask those involved to stop
in order to discuss the safety issue. If you need assistance doing so, you should contact a supervisor immediately
to report your concerns.

A thorough analysis of near misses and incidents can improve work practices and overall safety in the workplace.
Any near miss or safety incident in which you are involved or have observed should be reported to your supervisor
immediately. All employees are expected to aid and assist those conducting field safety audits, analyses, or incident
investigations.
We each have an obligation to lead by example in safeguarding the health, safety, and work environment for every
employee.

WORK INJURY OR ILLNESS
The Company keeps records of all job-related illnesses and accidents which occur during the workday. Workers’
Compensation Laws require employees to report any illness or injury on the job, no matter how slight. If an employee
is hurt, or becomes ill as a result of his or her job, the supervisor should be contacted immediately. If an employee
fails to report an injury, the employee may jeopardize his or her right to collect workers’ compensation payments as
well as health benefits. If the employee’s supervisor is not immediately available, the employee must notify the
Human Resources Department as soon as possible.

As a joint protection to the employee and the Company, employees who have been absent from work because of
serious illness or injury are required to obtain a doctor’s release specifically stating that the employee is capable of
performing his or her normal duties or assignments. A serious injury or illness is defined as one that results in the
employee being absent from work for more than two (2) consecutive weeks or one which may limit the employee’s
future performance of regular duties or assignments.

If the cause of the employee’s illness or injury was job-related, the Human Resources Department will make every
reasonable effort to assign the returning employee to assignments consistent with the instructions of the employee’s
doctor until the employee is fully recovered. A doctor’s written release is required before recovery can be assumed.

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