Page 42 - nou Systems Employee Handbook Final

had been continuously employed during the FMLA leave period. Certain highly compensated key
employees also may be denied reinstatement when necessary to prevent “substantial and
grievous economic injury” to the Company’s operations. A “key” employee is an eligible salaried
employee who is among the highest paid ten percent of the Company’s employees within 75
miles of the worksite. Employees will be notified of their status as a key employee, when
applicable, after they request FMLA leave. Use of FMLA leave cannot result in the loss of any
employment benefit that accrued prior to the start of an employee’s leave.

Intermittent Leave - An employee does not need to use this leave entitlement in one block. Leave
can be taken intermittently or on a reduced work schedule when medically necessary. Employees
must make reasonable efforts to schedule leave for planned medical treatment so as not to
unduly disrupt the employer’s operations. Leave due to qualifying exigencies also may be taken
on an intermittent or reduced work schedule basis. Where the family care leave is to be taken in
connection with the birth, adoption, or foster placement of a child, the minimum duration for
each period of leave is two weeks, except that the employee may request leave of less than two
weeks duration on any two occasions.

Employee Responsibilities - Employees must provide 30 days advance notice of the need to take
FMLA leave when the need is foreseeable. When 30 days’ notice is not possible, the employee
must provide notice as soon as practicable and generally must comply with the Company’s
normal call-in procedures. The Company may delay leave to employees who do not provide
proper advance notice of the foreseeable need for leave, absent unusual circumstances
preventing the notice. Employees must provide sufficient information for the Company to
determine if the leave may qualify for FMLA protection and the anticipated timing and duration
of the leave. Sufficient information may include that the employee is unable to perform job
functions, the family member is unable to perform daily activities, the need for hospitalization or
continuing treatment by a health care provider, or circumstances supporting the need for military
family leave. Employees also must inform the Company if the requested leave is for a reason for
which FMLA leave was previously taken or certified. Employees also are required to provide a
certification and periodic recertification supporting the need for leave. The Company also may
require a second, and if necessary, a third opinion (at the Company’s expense), where the
Company has reason to doubt the validity of the initial medical certification. It is your
responsibility to furnish your health care provider with the necessary authorization for the
disclosure of medical information to the doctor(s) who will provide the second and third opinions.
You will have 15 calendar days from the Company’s request for certification to provide it to the
Company, unless it is not practical to do so, despite your good faith efforts. The Company may
require recertification from the health care provider if you request additional leave upon
expiration of the time period in the original certification. If you do not provide medical
certification in a timely manner to substantiate the need for family, medical, or military caregiver
leave, nou Systems may delay approval of the leave, or continuation thereof, until certification is
received. If certification is never received, the leave may not be considered family, medical, or
military caregiver leave. Where your need for leave due to your own serious health condition, or
the serious health condition of your covered family member, lasts beyond a single leave year, the
Company may require you to provide a new medical certification in each subsequent leave year,

nSI Employee Handbook 42 Rev. 4 (2021))