Page 14 - nou Systems handbook Draft Rev13 (2021) (1)

All employees who work more than five hours in a day are entitled to an uninterrupted,
duty-free 30-minute unpaid meal break, which must be taken not more than five hours
after the beginning of the employee’s shift. Further, employees who work more than 10
hours in a workday are provided with an additional 30-minute unpaid, duty-free meal
period to commence no later than the end of the tenth hour of work. An employee who
works no more than six hours in a day may waive the first meal period. An employee who
works no more than 12 hours in a day may waive the second meal period if the employee
took their first meal period. Employees are entitled, encouraged, and expected to take all
meal periods provided under this policy. During meal periods, employees are relieved of
all duty, and the Company relinquishes all control over employee activities. Non-exempt
employees are required to record the beginning and end of their meal periods in their time
records. Meal periods are not considered as time worked. If a non-exempt employee is
required to work through a meal break, they will be paid one hour of pay at their regular
rate of compensation for each such missed meal break.

Any employee who believes that they were not provided a meal period that complies with
this policy should inform Human Resources or another member of management
immediately.

Rest Breaks
All hourly, non-exempt employees are also entitled to two 15-minute rest periods during
each eight-hour workday, or one 15-minute rest period for every four hours of work or
major fraction thereof. Non-exempt employees who work more than 10 hours in a day
may take a third rest period. These breaks may not be combined or added to an
employee’s meal period. Meal and rest breaks will be scheduled by the department
supervisor or manager. For pay purposes, rest periods are considered as time
worked. Any employee who believes that they were not provided the opportunity to take
all rest periods authorized and permitted under this policy should inform Human
Resources or another member of management immediately.

Time Records
All nonexempt employees are required to complete accurate weekly time reports showing
all time actually worked. These records are required by governmental regulations and
are used to calculate regular, and overtime pay. At the end of each week, the employee
and their supervisor must sign the timesheet attesting to its correctness before forwarding
it to Human Resources.

Overtime
When required due to the needs of the business, you may be asked to work overtime.
Overtime is actual hours worked in excess of 40 in a single workweek or as otherwise
provided under applicable state law. Nonexempt employees will be paid overtime
compensation in accordance with federal and applicable state law (in the state of the
employee’s primary office location). Paid leave, such as holiday, PTO, bereavement, and
jury duty does not apply toward work time. All overtime work must be approved in advance
by a supervisor or manager. For purposes of calculating overtime for non-exempt
employees, the workweek is defined as starting at 12:00 a.m. on Sunday and ends at

nSI Employee Handbook 14 Rev. 4 (2021))