Page 14 - nou Systems Employee Handbook Final

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 11:59 p.m. the following Saturday. The workday is defined as the 24-
hour consecutive period beginning at 12:00 a.m. each day and ending
24 hours later at 11:59 p.m.

Deductions from Pay/Safe Harbor Exempt Employees

nSI Employee Handbook 14 Rev. 4 (2021))