Page 12 - Lupin Employee Handbook and Supplements - July 2018

Lupin Employee Handbook

policies. Non-exempt employees must be paid overtime for those hours worked in accordance with
federal and state wage and hour laws. Non-exempt employees may not receive compensated time
off (“comp time”) in lieu of overtime pay.

Employees will be informed of their initial employment classification and status as exempt or non-
exempt no later than the commencement of employment.

The Company reserves the right to change employee job classifications (exempt, non-exempt, full-
time, part-time) based upon the job responsibilities of the position and the needs of the Company.

Hours of Work

The normal full-time workweek is five days and 40 hours, Monday to Friday. The normal full-
time workday consists of eight (8) hours plus a meal period of 30 to 60 minutes, depending on job
responsibilities and work location, unless otherwise required by applicable law. There are no
designated breaks, except for meal periods, although Lupin recognizes the normal personal time
needs during the workday and complies with state rest period laws as applicable and required.

In certain circumstances, Lupin may allow for a flex start time with advance approval only. As an
example, a full-time employee’s hours might be 8:00 a.m. – 5:00 p.m. or 9:00 a.m. – 6:00 p.m.

Certain positions may have workdays or workweeks other than the normal schedule, including or
not including meal periods or shorter meal periods, as may be required due to departmental and/or
client needs as determined by management.

Meal Breaks

Meal breaks will be at least thirty (30) minutes long and normally scheduled at a set time each day.
You will be relieved of all duties during your meal break and the time will not be paid. Non-exempt
employees must accurately record the start and end time for all meal breaks on their time records.

Lactation Accommodation

The Company will provide a reasonable amount of break time to accommodate an employee
desiring to express breast milk for the employee’s infant child, to the extent required by and in
accordance with applicable law. If possible, the break time must run concurrently with rest and
meal periods already provided to the employee. Break time that cannot run concurrently with rest
and meal periods already provided to the employee is unpaid, to the extent permitted by applicable
law. The Company will make reasonable efforts to provide an employee with use of a room or
location other than a toilet stall to express milk in private. This location may be the employee’s
private office, if applicable. Employees should contact HR with questions regarding this policy or
to request these accommodations.

Overtime

It is Lupin’s policy to comply with the provisions of the Fair Labor Standards Act (“FLSA”).
Depending on Lupin’s work needs, there may be times when you will need to work hours in
addition to your regular schedule, including overtime. When possible, advance notification of these

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