Page 50 - nou Systems Employee Handbook Final

their child. Employees must give advance notice of the need for time off unless giving advance
notice is not feasible. Employees may use accrued time off (or in the case of exempt employee
vacation, request to substitute vacation subject to the terms and conditions of the Discretionary
Time Off policy). Otherwise, the time off will be unpaid.

If requested, the Company will provide reasonable accommodation for the safety of the
employee while at work. Such accommodation may include a transfer, reassignment, modified
schedule, changed work telephone or station, lock installation, assistance in documenting any
workplace Violence, or referral to assistance resources. Accommodation requests will be
evaluated in a timely, good faith, and interactive process with the employee.

The Company will not discharge or otherwise discriminate or retaliate against an employee due
to their status as a victim of Violence or for requesting an accommodation under this policy.
Leave under this section also provides unpaid time off to seek medical attention for injuries
caused by domestic violence or sexual assault, to obtain services from a domestic violence shelter
program or rape crisis center, to obtain psychological counseling, or to participate in safety
planning or actions to increase safety.

Leave for School Suspension Proceeding
If a parent or guardian of a child facing suspension from school is summoned to the school to
discuss the matter or for any other proceeding related to the suspension, you should alert your
manager as soon as possible before leaving work. In agreement with all applicable laws, no
discriminatory action will be taken against an employee who takes time off for this purpose. You
may elect to substitute accrued vacation (or in the case of exempt employees, request to
substitute unlimited vacation subject to the terms and conditions of that policy) during leave
under this section; otherwise, leave is unpaid.

Leave for Educational/Child Care Purposes

Employees who are parents will be granted time off without pay for up to 40 hours per calendar
year to: (a) find, enroll, or re-enroll their child in a school or with a licensed childcare provider.

(b) participate in the activities of schools or licensed childcare provider facilities attended by their
children; and/or (c) address a childcare provider or school emergency. Combined time off for
reasons (a) and (b) is limited to no more than eight hours in any calendar month. For purposes of
this policy, “parent” means a parent, guardian, stepparent, foster parent, or grandparent of, or a
person who stands in loco parentis to, a child. Employees must substitute accrued vacation for
purposes of a planned absence under this section. Employees wishing to take time off under this
section must provide their supervisors with reasonable notice of the planned absence. If both
parents of a child are employed by the Company at the same worksite, the request for time off
under this section will be granted to the first parent to provide notice of the need for time off.
The request from the second parent will be accommodated if possible.

nSI Employee Handbook 50 Rev. 4 (2021))