Nintendo is committed to equal opportunity in employment. We comply with all federal, state and local equal employment opportunity laws. Nintendo’s policy requires that decisions regarding employment and the terms and conditions of employment be made without regard to any individual’s legally protected status. Nintendo’s Equal Employment Opportunity Policy also requires that reasonable accommodation be made to enable qualified individuals with disabilities to perform the key functions of their positions. However, Nintendo expects that an employee or applicant must be able to perform the essential job duties, with or without reasonable accommodation.

Nintendo’s Equal Employment Opportunity Policy is also intended to enable employees to work in surroundings free from all forms of unlawful discrimination, including unlawful harassment. This policy is in keeping with the highest ethical standards, good business practices, and applicable government statutes and regulations.

Voluntary Self-Identification of Race and Ethnicity

Ethnicity:

• Hispanic or Latino: A person of Mexican, Puerto Rican, Cuban, South or Central American, or other Spanish culture or origin, regardless of race.

Race:

• American Indian or Alaska Native: a person having origins in any of the original peoples of North and South America (including Central America), and who maintains tribal affiliation or community attachment.
• Asian: a person having origins in any of the original peoples of the Far East, Southeast Asia, or the Indian subcontinent including, for example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand, and Vietnam.
• Native Hawaiian or Other Pacific Islander: a person having origins in any of the original peoples of Hawaii, Guam, Samoa, or other Pacific Islands.
• Black or African American: a person having origins in any of the black racial groups of Africa.
• White: a person having origins in any of the original peoples of Europe, North Africa, or the Middle East.

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years.

Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do I know if I have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

• Alcohol or other substance use disorder (not currently using drugs illegally)
• Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
• Blind or low vision
• Cancer (past or present)
• Cardiovascular or heart disease
• Celiac disease
• Cerebral palsy
• Deaf or serious difficulty hearing
• Diabetes
• Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
• Epilepsy or other seizure disorder
• Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
• Intellectual or developmental disability
• Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
• Missing limbs or partially missing limbs
• Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
• Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
• Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
• Partial or complete paralysis (any cause)
• Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
• Short stature (dwarfism)
• Traumatic brain injury

Reasonable Accommodation Notice

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.

i Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the US. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.qov/ofccp.

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.

Voluntary Self-Identification of Veteran Status

Nintendo is a Government contractor subject to the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended by the Jobs for Veterans Act of 2002, 38 U.S.C. 4212 (VEVRAA), which requires Government contractors to take affirmative action to employ and advance in employment:

1. (1) disabled veterans;
2. (2) recently separated veterans;
3. (3) active duty wartime or campaign badge veterans; and
4. (4) Armed Forces service medal veterans.

• A ‘‘disabled veteran’’ is one of the following:
• a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or
• a person who was discharged or released from active duty because of a service connected disability.
• A ‘‘recently separated veteran’’ means any veteran during the three-year period beginning on the date of such veteran’s discharge or release from active duty in the U.S. military, ground, naval, or air service.
• An ‘‘active duty wartime or campaign badge veteran’’ means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.
• An ‘‘Armed forces service medal veteran’’ means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Protected veterans may have additional rights under USERRA—the Uniformed Services Employment and Reemployment Rights Act. In particular, if you were absent from employment in order to perform service in the uniformed service, you may be entitled to be reemployed by your employer in the position you would have obtained with reasonable certainty if not for the absence due to service. For more information, call the U.S. Department of Labor’s Veterans Employment and Training Service (VETS), toll-free, at 1–866–4–USA–DOL.

NINTENDO OF AMERICA INC.

PO BOX 97035

REDMOND WA 98073

WE ARE AN EQUAL OPPORTUNITY EMPLOYER VALUING DIVERSITY. . . CELEBRATING STRENGTHS

IMPORTANT – PLEASE READ CAREFULLY AND CLICK 'I AGREE'

EEO Statement

The new regulations require that the EEO clause shall be made a part of the contract by citation 41 CFR 60-300.5(a) and 41 CFR 60-741(a)

This contractor and subcontractor shall abide by the requirements of 41 CFR 60-300.5(a) and 41 CFR 60-741(a). These regulations prohibit discrimination against qualified individuals and protected veterans on the basis of disability or veteran status and requires affirmative action by covered prime contractors and subcontractors to employ and advance in employment qualified individuals with disabilities and protected veterans.

Request for Reasonable Accommodation

All contractors using an online application system must provide necessary reasonable accommodation to ensure that qualified individuals with a disability who are not able to fully utilize the application system are provided with equal opportunity to apply and be considered for all jobs.

To request a reasonable accommodation please contact Nintendo Human Resources.

At-Will Employment

The employment relationship is entered into for mutual benefit. Either you or Nintendo are free to terminate the employment relationship at any time with or without cause. You are free to resign for any reason you feel is appropriate, just as Nintendo may, for any reason it deems appropriate, with or without notice, decide that your services are no longer needed. All employees, even those who are hired to work on a specific project or for a specified amount of time, are subject to this at-will policy. No one other than the President has any authority to make any agreement contrary to this at-will policy. Any such agreement must be in writing and executed by the President in order to be effective. You may not, under any circumstances, rely on any other statement, written or verbal, to alter the at-will status of your employment.

You are hereby notified that in connection with this application, a background check including employment history, educational background, credit and security history may be procured by the Company. Upon written request made by you to the Company, the Company will inform you, within ten business days of receipt of your request, whether or not such a background check has been procured and, if so, provide you with the name, address and telephone number of the agency(ies) making such report. If the Company should deny employment to you based in whole or in part upon a consumer report from a consumer reporting agency, the Company will notify you of same and provide you with the name and address of the company.

It is the company’s policy to ensure that all employees are fully capable of performing their job duties, functions, and requirements in a safe and productive manner, free from the effects of drugs and alcohol. As part of the pre-employment evaluation, final candidates will be required to submit to a drug test for roles deemed safety-sensitive at Nintendo’s expense. For any position where a drug test is required, the results of that drug test must be negative for the presence of drugs in order for the applicant to be hired. By clicking 'I Accept' below, you acknowledge that you fully understand that while employed by Nintendo of America Inc. you may be subject to drug or alcohol testing pursuant to the company’s Fitness For Work policy.

How Does Nintendo Use My Information?

Nintendo of America’s web site provides the capability for candidates to submit their applications and resumes online. All such information received by Nintendo will be held in confidence and used only for the purpose of considering the candidate for employment or such other purpose as requested by the candidate. Nintendo will not sell, trade, or distribute such personal information to third parties.

If you are applying online for employment, Nintendo will ask for your education and employment background, which is a requirement for the application process. Nintendo may also ask for voluntary self-identification information, such as race and gender. Completion of this information is voluntary and is not a requirement of employment. This information will in no way affect the decision regarding your employment application. This information will be kept confidential and maintained separate from your application for employment. This information is sought to assist Nintendo in recording data for statistical reports that Nintendo is obligated to file periodically with various government agencies.

Your application and resume will be held on file for a period of at least two (2) years from the date you submit your application, for the purpose of assessing your suitability for the position for which you are applying, as well as other positions for which you apply that may become available during that period. (You may modify or update the information on your employment application during this period if you elect to do so.) After the 2-year period has expired, your application (including your personal information) will be destroyed and removed from Nintendo’s system.

Under the law, any offer of employment with Nintendo will be contingent upon your successful completion of employment eligibility, verifying that you are authorized to work in the United States. This will be done on the date of hire on a Form I-9 which Nintendo of America Inc. will provide. Completion of this form will require you to produce documentation, in original form, which will verify your identity and that you are authorized for employment.

By clicking “I Accept” below, you acknowledge that you have read the notice presented above, understand it, agree to it, and understand that your employment in the positions applied for is terminable-at-will by either party, with or without cause.