Page 9 - Footprint Employee Handbook 2021

WORKPLACE BEHAVIOR POLICY
Footprint prohibits conduct and communications in the workplace that include vulgar, obscene, threatening,
intimidating, harassing or hostile on account of race, color, religion, national origin, age, sex, sexual orientation,
gender, gender identity, pregnancy (including childbirth, lactation and related medical conditions), uniformed service
member status, veteran status, physical and mental disability, genetic information (including characteristics and
testing) or other legally protected status or classification.

As are all policies in this Handbook, the Workplace Behavior Policy is not intended to restrict an employee’s exercise
of his/her Section 7 rights of the National Labor Relations Act (“NLRA”). Employees have the right to discuss the
terms and conditions of their employment with other employees under Section 7 of the NLRA.

EMPLOYEMENT ELIGIBILITY
Footprint is committed to employing only individuals who are of legal age, authorized to work in the United States,
and who comply with applicable immigration and employment law. The Company does not unlawfully discriminate
on the basis of citizenship or national origin. Employees may raise questions or complaints about immigration law
compliance without fear of reprisal.

As a condition of employment, every individual must provide satisfactory evidence of his/her identity, age, and legal
authority to work in the United States within 72 hours of commencing employment. If the employee cannot verify
his/her right to work in the United States within 72 hours of employment, the Company will be required to terminate
his/her employment immediately.

Footprint participates in the Federal E-Verify program. The Company uses the information contained in the
completed Form I-9 to verify an employee’s eligibility for employment through the E-Verify program.

BACKGROUND INVESTIGATIONS
The Company reserves the right to perform background investigations, in accordance with the requirements of the
Fair Credit Reporting Act (“FCRA”), on all personnel (employees/contractors) prior to starting and/or throughout
employment with the Company. Background investigations will be performed by a third party agency can include,
but are not limited to, information provided by law enforcement agencies, learning institutions (including public and
private schools and universities), information service bureaus, credit bureaus, record/data repositories, courts
(federal, state and local), motor vehicle records agencies, past or present employers, the military, and other
individuals and sources to furnish any and all information on me that is requested by the consumer reporting agency.

DRUG AND ALCOHOL-FREE WORKPLACE POLICY

Footprint believes it is important to promote a drug-free workplace, to maintain safe, healthy, and efficient operations,
and to protect the safety and security of the employees, facilities, property of our customers and the Company. The
use of unauthorized drugs and alcohol, while at work or otherwise, may endanger the safety of the user and those
who work with the user, as well as the Company’s customers, and creates a variety of workplace problems. For all
of these reasons, the Company has established this Drug and Alcohol-Free Workplace Policy.

Scope of Policy
It is the policy of the Company to maintain a drug-free workplace. Employees are required to report to work fit to
perform their duties safety and efficiently. The Company prohibits the unlawful manufacture, distribution,
dispensation, possession or use of unauthorized drugs, or being under the influence of unauthorized drugs or alcohol
while performing job related duties on or off Company premises.

In an effort to maintain a drug-free workplace, the Company may require employees and applicants to undergo
drug and/or alcohol testing for any of the following reasons: pre-employment, reasonable suspicion, post-accident,
or random selection. This Policy applies to all Company employees, temporary employees, and to all applicants
who have received conditional offers of employment with the Company. Refusal to participate in any of this Drug
and Alcohol-Free Workplace Policy will constitute grounds for immediate termination of employment.

Rules Regarding Unauthorized Drugs and Alcohol

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