Page 11 - Lupin Employee Handbook and Supplements - July 2018

Lupin Employee Handbook

PAYROLL AND PERSONNEL PRACTICES

Introductory Period

Every new employee goes through an initial period of adjustment in order to learn about Lupin
and about his or her job. During this time the employee will have an opportunity to find out if he
or she is suited to, and likes, his or her new position.

Additionally, the introductory employment period gives the employee’s supervisor/manager a
reasonable period of time to evaluate his or her performance. The introductory employment period
is normally ninety (90) days.

During this time, the new employee will be provided with training and guidance from his or her
supervisor/manager. He or she may be discharged at any time during this period if his or her
supervisor/manager concludes that he or she is not progressing or performing satisfactorily. Under
appropriate circumstances, the introductory employment period may be extended. Additionally, as
is true at all times during an employee’s employment with Lupin, employment is not for any
specific time and may be terminated at-will, with or without cause and without prior notice.

At the end of the introductory employment period, the employee and his or her supervisor/manager
may discuss his or her performance. Provided his or her job performance is “satisfactory” at the
end of the introductory employment period, he or she will continue in our employment as an at-
will employee.

Employee Classifications

Based on the conditions of employment, Employees fall into one of three categories:

• Full-Time Employees are those who are normally scheduled to work 40 or more hours per
week.

• Part-Time Employees are those who are regularly scheduled to work less than 40 hours
per week. Part-time employees may be assigned a work schedule in advance or may work
on an as-needed basis. Part-time employees are not eligible for any benefits except as
otherwise set forth in this Handbook or employment agreement, if any, or as required by
law.

• Temporary Employees are hired for a specific project or timeframe. Temporary
employees are not eligible for any benefits except those required by law.

Exempt – Non-Exempt Classification

In addition to the above classifications, employees are also classified as either “exempt”
or “non-exempt” for purposes of federal and state wage and hour laws.

Exempt employees—generally, those who perform administrative, professional, supervisory, or
managerial responsibilities and those who are considered outside sales personnel—do not receive
overtime pay and are not subject to certain pay deductions to their weekly salary under Lupin’s

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