Page 12 - nou Systems handbook Draft Rev13 (2021) (1)

Every reported complaint will be investigated thoroughly and promptly in accordance with
applicable law. Qualified personnel will conduct the investigation in a fair, timely, thorough
and impartial manner that will provide all parties with appropriate due process. Typically,
the investigation will include the following steps: an interview of the employee who lodged
the complaint to obtain complete details regarding the complaint; interviews of anyone
who is alleged to have committed the acts that are the subject of the complaint; and
interviews of any employees who may have witnessed, or who may have knowledge of,
the alleged complaint. nou Systems expects all employees to cooperate in the
investigation. The investigation will be documented, tracked for reasonable progress and
concluded in a timely manner. Reasonable conclusions will be reached based upon the
evidence collected. The HR Manager or other Company official responsible for the
investigation, will notify the employee who lodged the complaint, as well as the
individual(s) against whom the complaint was made, of the results of the investigation.
The investigation will be handled in as confidential a manner as possible consistent with
a full, fair, and proper investigation (the Company cannot promise complete
confidentiality; the employer’s duty to investigate and take corrective action may require
the disclosure of information to individuals with a need to know). If misconduct or
inappropriate behavior is determined to have occurred, appropriate remedial and/or
disciplinary steps, such as coaching, counseling, a written or verbal warning, suspension,
or termination, will be taken to deter any further offending behavior. All employees should
also know that if they engage in unlawful harassment, they may be held personally liable
for the misconduct.

We take concerns about discrimination, harassment, and retaliation complaints very
seriously and want the opportunity to resolve any problems. While we encourage you to
use the internal process described in this policy, please know that you may file a complaint
with the federal Equal Employment Opportunity Commission or applicable state agency
(for instance, in California, the California Department of Fair Employment and Housing)
(collectively, the Agency).

The Agency has offices in every state as listed on the Equal Employment Opportunity
Commission’s website: www.eeoc.gov/field and on the Equal Employment
Opportunity poster located in the Company’s premises. The Agency will investigate and
attempt to resolve the dispute. If the Agency finds evidence of discrimination, harassment,
or retaliation, the Agency may pursue the matter through its formal accusation and public
hearing process, or a lawsuit filed on the complainant’s behalf. Possible remedies include
reinstatement, backpay, promotion, change in nou Systems policies and procedures,
emotional distress damages, and fines.

AT-WILL
Employees at nou Systems are employed on an at-will basis unless otherwise stated in
a written individual employment agreement signed by the Chief Executive Officer (CEO)
of the Company. This means that the employment relationship may be terminated at any
time with or without reason or advance notice by either the employee or the
Company. Nothing in this Handbook limits the right to terminate at-will employment.

nSI Employee Handbook 12 Rev. 4 (2021))