2021 Owens Corning Sustainability Report | Expanding Our Social Handprint | Employee Experience | 214 Virtual Work Experiences and Benefits With many employees around the world needing to work from home, Owens Corning has continued to adapt to the need for greater virtual capabilities. In addition to promoting online work experiences for employees whenever feasible, we have also supported our employees’ health and wellness through virtual tools. We heavily promoted our long-standing employee assistance program (EAP), and we are also working to communicate the value of telemedicine solutions for our employees, especially as it relates to antibody testing. EAP is a truly global benefit, available to all Owens Corning employees around the world. For employees who may require some emotional support during these trying times, our mental health provider, Beacon, also offers virtual counseling where people can talk with counselors about stress, grief, relationships, work/life balance, and more. Psychiatric services are also available to address mental health concerns and medication needs. More information about these programs is in the Health & Wellness chapter . COVID-19 and Employee Benefits The COVID-19 pandemic remains a factor in Owens Corning’s approach to the employee experience as we respond to the needs of our employees. We have continued to provide additional, temporary benefits in conjunction with our standard benefits. This includes an extra 80 hours of sick pay for our full-time employees in the U.S. and Canada. Through September 2021, we also offered 80 hours of quarantine pay, which was primarily offered to people who had potentially contracted COVID-19 or were waiting for test results. Employees who have tested positive for COVID-19 currently have some protections available under short-term disability benefits. In addition to these COVID-19 benefits, the following aspects of our employee experience are in place to help our people navigate the ongoing pandemic: Flexible Work Arrangements We have long seen providing flexible work arrangements as a key part of enabling our people to achieve work/life balance. These have remained vital in these later stages of the pandemic, as COVID-19 variants have continued to contribute to uncertainty in the workplace. The work arrangements we have offered in the past include the following: ■ Part-time. Fewer hours than a full-time schedule. ■ Job sharing. A special form of part-time work where two employees share the responsibility of one full-time role. ■ Flexplace. In which an employee works a full-time schedule but works off-site for a portion of the time. ■ Flextime. In which an employee works a full-time schedule in the office but start and end times fluctuate. This occurs within the guidelines determined by management and ensures the employee works within core hours every day. ■ Compressed work schedule. In which an employee performs a full-time job in fewer days than a typical work week. These arrangements are temporary or permanent depending on the employee’s needs. The employee and manager work together to develop the most appropriate schedule, authorize the agreement, and ensure work is completed on time and objectives are met. Owens Corning continues to work diligently to be cognizant of the needs of our employees. Options for reduced hours and temporary furloughs were made available, allowing individuals to choose to reduce their work schedule to manage COVID-19- related responsibilities at home. Photo submitted by: Julie Childers | Granville, Ohio, U.S. A visitor takes an interest in a video call with Owens Corning employees.