Page 19 - nou Systems Employee Handbook Final

terms and conditions of employment, including hiring, placement, promotion, termination,
layoff, recall, transfer, leave of absence, compensation, and training.

Affirmative Action Programs related to Section 503 and VEVRAA are available for review upon
request. Please contact Human Resources at HR@nou-systems.com to make a request. AAPs will
be made available within 48 hours of any request received.

4.2 Immigration Law Compliance
nou Systems, Inc. is committed to employing only United States citizens and aliens who are
authorized to work in the United States and does not unlawfully discriminate on the basis of
citizenship or national origin.

In compliance with the Immigration Reform and Control Act of 1986, as amended, each new
employee, as a condition of employment, must complete the Employment Eligibility Verification
Form I-9 and present documentation establishing identity and employment eligibility.

Every new employee, no matter their nationality or place of birth, must be deemed employable
under the Federal E-Verify system in compliance with The Beason-Hammon Alabama Taxpayer &
Citizen Protection Act (Act 2011-535).

Employees who are rehired must also complete the form if they have not completed an I-9 with
nou Systems, Inc. within the past three years, their previous I-9 is no longer valid, or nou Systems,
Inc. no longer retains their previous I-9.

4.4 Americans with Disabilities Act
The Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act
(ADAAA) are Federal laws that prohibit employers with 15 or more employees from
discriminating against qualified applicants and employees with disabilities. When needed, nou
Systems will provide reasonable accommodations to applicants and employees who are qualified
for a job, with or without reasonable accommodation, so that they may perform the essential job
duties of the position.

It is the policy of nou Systems to comply with all Federal and State laws concerning the
employment of persons with disabilities and to act in accordance with regulations and guidance
issued by the Equal Employment Opportunity Commission (EEOC). Furthermore, it is our
Company policy not to discriminate against qualified individuals with disabilities in regard to
application procedures, hiring, advancement, dismissal, compensation, training or other terms,
conditions and privileges of employment.

The Company will reasonably accommodate qualified individuals with a disability so that they
can perform the essential functions of a job unless doing so causes a direct threat to these
individuals or others in the workplace and the threat cannot be eliminated by reasonable
accommodation and/or if the accommodation creates an undue hardship to nou Systems.
Contact the Human Resource Manager with any questions or requests for accommodation.

nSI Employee Handbook 19 Rev. 4 (2021))