Page 18 - Lupin Employee Handbook and Supplements - July 2018

Lupin Employee Handbook

BENEFITS

Overview and Eligibility

In addition to good working conditions and competitive pay, it is Lupin’s policy to provide a
combination of supplemental benefits to all eligible employees. In keeping with this goal, each
benefit program has been carefully devised. These benefits include time-off benefits, insurance,
and other plan benefits. The next few pages contain a brief outline of the benefits programs Lupin
provides for you and your family. Of course, the information presented here is intended to serve
only as guidelines.

The descriptions of the insurance and other plan benefits merely highlight certain aspects of the
applicable plans for your general information only. The details of those plans are spelled out in the
official plan documents, which are available for review upon your request from HR. Additionally,
the provisions of the plans, including eligibility and benefits provisions, are summarized in the
summary plan descriptions (“SPDs”) for the plans (which may be revised from time to time). In
the determination of benefits and all other matters under each plan, the terms of the official plan
documents shall govern over the language of any descriptions of the plans, including the SPDs and
this handbook.

While Lupin intends to maintain these employee benefits, it reserves the right to change, alter,
adjust, add, or omit employee benefits at any time in accordance with federal and state law.

Unless otherwise noted, eligibility for benefits depends on your being considered as a full-time
employee, meaning that you are regularly scheduled to work at least 40 hours per week. If you
have any questions as to your eligibility for certain benefits, please check with HR.

Holidays

Lupin normally observes eight (8) holidays each calendar year. The actual holiday schedule
designating observed holidays will be communicated prior to each calendar year. Full-time
employees will receive holiday pay immediately upon commencement of employment.

Holiday hours do not count as actual hours worked during the holiday week. Therefore, no
overtime will be paid to a non-exempt employee until after a full 40 hours have actually been
worked in a given week. Holidays that occur on a Saturday will usually be observed on the
preceding Friday, and a holiday which occurs on a Sunday will usually be observed on the
following Monday. If an employee is combining PTO with holiday time, the holiday pay will
supersede the PTO for pay purposes.

Due to the nature of Lupin’s business, there may be times that you are requested to work on a
holiday. You will be paid in full for any work you are required to perform on a holiday.

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