Page 43 - nou Systems Employee Handbook Final

consistent with applicable law. Where the leave is for your own serious health condition, the
Company requires you to provide medical certification that you are fit for duty and able to return
to work. The Company may delay restoring you to employment or terminate you without such a
certificate.

Company Responsibilities - The Company will inform employees requesting leave whether they
are eligible under the FMLA/CFRA. If they are, the notice will specify any additional information
required as well as the employees’ rights and responsibilities. If employees are not eligible, the
Company will provide a reason for the ineligibility. The FMLA makes it unlawful for any employer
(1) to interfere with, restrain, or deny the exercise of any right provided under the FMLA/CFRA;
or (2) to discharge or discriminate against any person for opposing any practice made unlawful
by the FMLA/CFRA or for involvement in any proceeding under or relating to the FMLA/CFRA.

FMLA/CFRA leave is unpaid. Employees may be entitled to receive government-administered
wage replacement benefits during FMLA/CFRA leave, such as California State Disability Insurance
(“SDI”), or California Paid Family Leave (“PFL”). All employees may substitute accrued sick time
for all family care and medical leaves (to the extent the employee is not receiving pay from
another source (such as a government administered wage replacement benefit).

Any requests for extensions of leave under this policy must be received as soon as is practicable
and must include the revised anticipated date(s) and duration of the leave. To the extent
permitted by law, the Company reserves the right to deny requests for extensions or deny
reinstatement to an employee who exceeds the leave amounts provided by this policy or fails to
provide requested medical certification. In addition, if you have a disability, you may be eligible
for leave under the Americans with Disabilities Act (ADA) or state law.

10.2 Employee Stock Ownership Plan (ESOP)

You are eligible to enter the ESOP when you are:

• credited with 1,000 hours of service during 12 consecutive months, and
• at least age 21.

You enter the ESOP on the next January 1 or July 1 after you meet these criteria. To be in the
ESOP during 2021, for example, you would have had to have been employed on or before July 1,
2020 (and meet the criteria).

Once you are an eligible participant, you may receive company contributions. Any amount the
company contributes is determined by the Board of Directors and made as of the end of each
plan year, which is December 31.
Your part of the contribution is based on your eligible compensation compared to all participants’
eligible compensation. Your eligible compensation is what is reported on your W-2 and includes
any deferrals you make to the 401(k) and/or cafeteria plan.

nSI Employee Handbook 43 Rev. 4 (2021))