Page 48 - nou Systems Employee Handbook Final

Local Appendices

Alabama Appendix

The following provisions apply to employees based in Alabama (and supplement, and to the
extent inconsistent, supersede, the policy language regarding the same or similar topics in the
Employee Handbook):

Jury Duty

Full-time employees will be paid their regular compensation while serving on jury duty.

For information regarding these provisions or other rights or benefits under Alabama law, please
contact Human Resources.

California Appendix

The following provisions apply to employees based in California (and supplement, and to the
extent inconsistent, supersede, the policy language regarding the same or similar topics in the
Employee Handbook):

Pregnancy Disability Leave and Accommodation

California employees disabled from working due to pregnancy, childbirth, or related medical
conditions will be granted an unpaid pregnancy disability leave up to the lesser of the actual
period of disability, or four months. This is in addition to any Family Care and Medical Leave to
which the employee may be entitled in order to care for the newborn. Pregnancy-related
disability leaves may be taken intermittently, or on a reduced-hours schedule, as medically
necessary.

The Company will reasonably accommodate an employee’s medical needs related to pregnancy,
childbirth, or related conditions, as well as transfer an employee to a less strenuous or hazardous
position (where the transfer can be reasonably accommodated) or duties if medically needed
because of an employee’s pregnancy. Requests for leave should be submitted in writing and be
supported by certification from the attending physician. If the leave or transfer is foreseeable,
the employee must provide 30 calendar days’ advance notice to the Company of the need for
pregnancy-related disability leave or transfer. If it is not practicable for the employee to give 30
calendar days’ advance notice of the need for leave or transfer, the employee must notify the
Company as soon as practicable after learning of the need for the pregnancy-related disability
leave or transfer. While on approved Pregnancy Disability Leave, Company-paid group health
insurance coverage remains in effect for a maximum of four months. During that time period,
dependent benefit coverage will remain in effect as long as the employee continues to pay their
portion of the cost. The Company will thereafter continue health insurance coverage for
approved Family Care and Medical Leave Parental Leave, if applicable, to bond with the newborn.

nSI Employee Handbook 48 Rev. 4 (2021))