Page 33 - nou Systems handbook Draft Rev13 (2021) (1)

invoicing the Customer, providing records for payroll purposes (pay checks, taxes, benefits, etc.),
and providing records for all labor costs incurred by the Company (direct or indirect). Employees
are required to enter actual hours worked to the nearest ½-hour at the end of each workday.
This is a Defense Contract Audit Agency (DCAA) requirement. nSI management and DCAA
auditors conduct regular “floor checks” to confirm compliance with nSI and contractual
timekeeping requirements.

Inaccurate or fraudulent timesheets can cause improper invoicing, incorrect recording of revenue
and profit, and could result in loss of a contract, disqualification from future contract awards,
increased DCAA scrutiny, or termination of employment. nSI strives to maintain compliance with
Federal Acquisitions Regulations. If you suspect or witness fraudulent timekeeping practices, you
are obligated to report it immediately to your supervisor or the nSI Chief Executive Officer.

8.4 Working Time
Normal working hours for most Company projects are 8:00 a.m. to 5:00 p.m. Monday through
Friday, however, these hours may be adjusted depending on work location, business needs, or
employee needs. nou-Systems allows breaks according to State laws.

For non-exempt employees only, any break over 15 minutes will be unpaid, unless that break is
interrupted, and work is performed during the break.

Lactation Accommodation

nou Systems recognizes the right of employees to request lactation accommodation and
accommodates lactating employees by providing a reasonable amount of break time and a
suitable lactation location to any employee who desires to express breast milk for the employee’s
infant child. The location provided for lactation will be private (shielded from view and free from
intrusion from co-workers and the public while the employee is lactating) and located close to
the employee’s work area. The location will be safe, clean, and free of toxic or hazardous
materials; have a surface to place a breast pump and other personal items; have a place to sit;
and have access to electricity or alternative devices (e.g., extension cords and charging stations)
that may be needed to operate an electric or battery-powered breast pump. The Company will
also provide access to a refrigerator suitable for storing milk and a sink with running water in
proximity to the employee’s work area. The lactation location will not be a restroom.

Employees who need lactation accommodation should contact the Human Resources to make
their accommodation request. Requests may be provided orally, by email, or in writing, and need
not be submitted on a specific form. Discrimination or retaliation against employees for
exercising their lactation accommodation rights is prohibited. Employees who believe that they
were not provided the opportunity to take a lactation break under this policy should inform
Human Resources or another member of management immediately. In addition, employees in
California have the right to file a complaint with the Labor Commissioner for any violation of
lactation accommodation rights under the California Labor Code.

nSI Employee Handbook 33 Rev. 4 (2021))