Page 16 - Lupin Employee Handbook and Supplements - July 2018
P. 16
Lupin Employee Handbook
off accruals, request time off, access Company policies and forms, and receive corporate updates.
If you have difficulties with accessing the site, please contact HR for assistance.
Opportunity for Development
Individuals are selected for employment and promotion based on job-related criteria. Leaders
strive to fill job openings through an internal job posting system and external sources. The
Company provides a wide variety of training and development opportunities.
1. Career Development
Lupin believes career development is a vital part of the long-term success of the organization. All
employees are encouraged to grow with the Company by setting career goals and developing
themselves to their fullest potential. This takes hard work and commitment on the part of all
employees interested in their personal career development. Planning for and carrying out this plan
is primarily an individual responsibility, but your supervisor/manager and Human Resources
representative can lend guidance and assistance. However, it is ultimately only the employee who
can take charge of their development and career goals.
2. Promotions and Transfers
When a job opening occurs, the supervisor/manager of the relevant hiring department may first
evaluate the qualification of candidates within that department. If the opening is not filled at this
point, the position will generally be posted on electronic or physical Company boards and/or on
the Internet. The Company does not guarantee that openings will be filled from within; Lupin will
fill open positions with the most qualified candidate for the role, hiring from outside the Company
if it is appropriate to do so.
A job transfer is one way employees of Lupin can expand their knowledge and skill. Job transfers
typically occur with the same job but may involve a move from one location to another. A transfer
may be initiated in one of two ways: (1) the Company may request an employee to make either a
temporary or long-term job transfer in consideration of the needs of the business; or (2) an
employee may ask for a job transfer (typically for career development, family, or other personal
reasons). A job transfer is considered when a job change provides better future career development,
or is motivated by personal reasons, such as a change in shift. However, management reserves the
right to deny an employee’s request for a transfer. Ultimately, decisions to offer or grant a job
transfer must be consistent with the objectives of the Company and the economic effectiveness of
making a change.
It is important to note that an employee who is currently on Corrective Action or Performance
Improvement Plan is not eligible to apply for a position until the performance issues are resolved.
3. Professional Development
Employees are also encouraged to pursue their own professional development through continuing
education and/or professional activities outside the Company.
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