Page 13 - Lupin Employee Handbook and Supplements - July 2018

Lupin Employee Handbook

mandatory assignments will be provided. Overtime assignments will be distributed as equitably as
practical to all employees qualified to perform the required work. The opportunity to work
overtime is at the discretion of management and is based on departmental needs. Non-exempt
employees must have all overtime approved in advance by their supervisor or department manager.
Employees who fail to obtain prior approval for overtime hours will be subject to disciplinary action,
including termination.

“Comp time” or “flex time” is prohibited, meaning that time worked one workweek cannot be
saved and applied to hours in a different week. Non-exempt employees will be paid at a rate of
one and one-half (1½) times their regular hourly rate for all hours worked over 40 in a workweek,
unless otherwise required by applicable law.

Only actual hours worked count toward computing weekly overtime. Hours worked, as defined,
does not include any time off, if applicable, such as: PTO and holiday, unless required by law.
Overtime will be paid following the pay period in which overtime is worked. For purposes of
calculating overtime for non-exempt employees, the workweek begins on Monday and ends on
Sunday.

Under federal law, exempt employees (generally speaking, salaried executive, professional, and
administrative employees, as defined by law, and outside sales persons, as defined by law) are exempt
from the law requiring payment for overtime work. Exempt employees are responsible for working
as many hours as necessary to get the job done and are not entitled to overtime pay.

Timekeeping Policy

At the Company, we maintain time records for all non-exempt employees so we will have accurate
records of time worked. Your supervisor/manager will inform you of what time records are
required for your position. Non-exempt employees are required to record their time in and begin
work no more than 10 minutes before their scheduled starting time. Non-exempt employees must
record their time in and out for meal periods and record their time out promptly at the end of their
shift. Non-exempt employees may never work any time that is not recorded on the Company
records.

Since employee time records are vital for payroll purposes, employees must inform management
if they fail or otherwise forget to record their time in or out before or after any working time.
Failure to properly record time, altering, falsifying, or tampering with time records, or recording
time on another employee’s time record may result in disciplinary action, up to and including
termination of employment.

Pay Period and Payment of Wages

The work week begins on Monday and ends on Sunday. Employees are paid either twice per month
(semi-monthly; 24 pay periods per year) or every other week (bi-weekly; typically 26 pay periods
per year), depending on their job classification and primary work location. Management will
advise employees which pay frequency applies to the employee’s position.

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