Page 36 - nou Systems Employee Handbook Final

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
upon the expiration of the scheduled leave. If the disability leave is needed due to a work-related
injury, all matters relating to an employee’s leave rights, including compensation, benefits,
substitution of paid leave, notice and certification requirements, and reinstatement shall be
governed by state workers’ compensation laws. Employees having questions about such rights
should contact Human Resources. nou Systems will not be liable for payment of workers’
compensation benefits for any injury that arises out of an employee’s voluntary participation in
any off-duty recreational, social, or athletic activity that is not part of the employee’s work-
related duties.

9.10 Office Closures

At times, severe weather and emergencies such as power failures or fire can disrupt Company
operations. In extreme cases, these circumstances may require the closing of a work facility. Your
supervisor will normally notify you of an official Company closing. Please watch the news for
reports of closing that might affect your work site.

Employees working off-site will follow the closing policy of the off-site work area. If the offsite
work area is closed and the nou Systems Corporate office is open, you may be offered the
opportunity to work at the nou Systems Corporate office, on a case-by-case basis. You may also

nSI Employee Handbook 36 Rev. 4 (2021))