Page 26 - Lupin Employee Handbook and Supplements - July 2018

Lupin Employee Handbook

practicable and generally must comply with Lupin’s normal call-in procedures. Employees must
provide sufficient information for Lupin to determine if the leave may qualify for FMLA
protection and the anticipated timing and duration of the leave. Sufficient information may include
that the employee is unable to perform job functions, the family member is unable to perform daily
activities, the need for hospitalization or continuing treatment by a health care provider, or
circumstances supporting the need for military family leave. Employees also must inform Lupin
if the requested leave is for a reason for which FMLA leave was previously taken or certified.
Employees also may be required to provide a certification and periodic recertification supporting
the need for leave.

So that an employee’s return to work can be properly scheduled, an employee on FMLA leave is
requested to provide Lupin whenever possible with at least two (2) weeks advance notice of the
date the employee intends to return to work.

No Work While on Leave

The taking of another job while on family or medical leave or any other authorized leave without
securing advance permission from Lupin may lead to disciplinary action, up to and including
discharge.

Scheduled Treatment and Intermittent or Reduced Schedule Leaves

When planning medical treatment, employees must consult with the Company and make a
reasonable effort to schedule treatment so as not to unduly disrupt the Company’s operations,
subject to the approval of an employee’s health care provider. Employees must consult with the
Company prior to the scheduling of treatment to work out a treatment schedule which best suits
the needs of both the Company and the employees, subject to the approval of the employee’s health
care provider. If employees providing notice of the need to take FMLA leave on an intermittent
basis for planned medical treatment neglect to fulfill this obligation, the Company may require
employees to attempt to make such arrangements, subject to the approval of the employee’s health
care provider.

When employees take intermittent or reduced work schedule leave for foreseeable planned medical
treatment for the employee or a family member, including during a period of recovery from a
serious health condition or to care for a covered service member, the Company may temporarily
transfer employees, during the period that the intermittent or reduced leave schedules are required,
to alternative positions with equivalent pay and benefits for which the employees are qualified and
which better accommodate recurring periods of leave.

Employer Responsibilities

Covered employers must inform employees requesting leave whether they are eligible under
FMLA. If they are, the notice must specify any additional information required as well as the
employee’s rights and responsibilities. If they are not eligible, Lupin must provide a reason for the
ineligibility. Covered employers must inform employees if leave will be designated as FMLA-
protected and the amount of leave counted against the employee’s leave entitlement. If Lupin
determines that the leave is not FMLA protected, Lupin must notify the employee.

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