Page 12 - nou Systems Employee Handbook Final

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.

Nothing in this Handbook is intended to or creates an employment agreement, expressed or
implied. Nothing contained in this, or any other document provided to the employee is intended

nSI Employee Handbook 12 Rev. 4 (2021))