Page 38 - nou Systems handbook Draft Rev13 (2021) (1)

9.9.3 Compensation
A regular full-time employee will receive full pay for bereavement leave days for attending the
funeral of an immediate or extended family member. Regular part-time employees will be paid
on a prorated basis in accordance with the hours they work. Bereavement leave should be
coordinated with the employee’s Supervisor.

9.9.4 Additional Days Beyond Bereavement Leave
Additional days beyond the bereavement leave days may be charged to annual leave or leave
without pay and must be coordinated with the employee’s Supervisor and approved in advance.
nSI understands the deep impact that death can have on an individual and a family, therefore
additional unpaid time off may be granted at the Company's discretion. Such arrangements must
be approved by the employee's supervisor.

9.9.5 Procedure
The Supervisor will inform the Human Resources Manager that the employee is eligible for
bereavement leave. The Human Resources Manager will inform Payroll to add bereavement
leave to the employee’s timecard. The employee will enter the applicable hours under
"Bereavement Leave" on their timecard.

Other Disability Leaves

In addition to medical or pregnancy-related disability leaves described above, employees may
take a temporary disability leave of absence if necessary to reasonably accommodate a
workplace injury or a disability under the Americans with Disabilities Act or state law. Any
disability leave under this section will run concurrently with any medical leave to which the
employee is entitled under the FMLA, CFRA, or California FEHA to the fullest extent permitted by
applicable law.

Temporary-disability leave is unpaid -Employees may be entitled to California State Disability
Insurance (“SDI”) and/or other applicable state disability insurance. Employees taking disability
leave must comply with the Family Care, Medical and Military Family Leave provisions regarding
substitution of paid leaves, notice, and medical certification. For the purpose of applying these
provisions, a disability leave will be considered to be a medical leave. Unless the employee is also
eligible for leave under the FMLA/CFRA, the employee will not be entitled to any continued
employer contributions towards any employee benefit plan unless otherwise required by law.
An employee, however, may elect to continue participating in such benefit plans, at the
employee’s own expense, to the extent permitted by such plans. The duration of a leave under
this section shall be consistent with applicable law, but in no event shall the leave extend past
the date on which an employee becomes capable of performing the essential functions of their
position, with or without reasonable accommodation. An employee desiring to return to work
from temporary-disability leave shall be reinstated in accordance with applicable law and shall
be given their former position when staffing requirements permit. The Company cannot,
however, guarantee that the employee’s former position, or any other position, will be available

nSI Employee Handbook 38 Rev. 4 (2021))