Page 27 - Lupin Employee Handbook and Supplements - July 2018

Lupin Employee Handbook

Continuation of Benefits

If you are enrolled in a Lupin health plan, your benefits will be maintained under the same basis
of coverage during your FMLA leave. If applicable, your portion of the health care premium must
be paid by you during your leave. If your FMLA leave is substituted paid leave, your share of the
premium will be paid through payroll deduction. If your FMLA leave is unpaid leave, you will be
required to submit a personal check for the amount of your employee contribution no later than
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the 15 day of each month.

If your payment is not received by the 15 of the month, you will be notified in writing that your
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coverage will be terminated 15 days from the date of the letter if payment is not made.

Questions and Enforcement

If you have any questions about FMLA, please contact HR. If you have any concern regarding
FMLA, you can contact Human Resources or raise your question through Lupin’s hotline 1-844-
549-2508 (toll free) or email LupinPLEDGE@GetInTouch.com. If you are not comfortable
reporting to HR, you can also contact Lupin’s CEO.

FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any state
or local law or collective bargaining agreement which provides greater family or medical leave
rights.

Personal Leave

Employees who need to be absent from work for an extended period of time for personal,
compelling reasons not otherwise covered under state or federal laws or other policies of the
Company may request a personal leave of absence. Requests should be made at least two (2) weeks
in advance of the time needed, except in case of emergencies. Employees must submit their request
to their supervisor/manager who shall consult with human resources prior to extending approval.
Lupin will attempt to accommodate such requests, based on scheduling concerns, business needs,
and the nature of the request. Requests will be considered on a case-by-case basis.

Normally, personal leaves of absence are granted for up to 14 calendar days. Under unusual
circumstances, a personal leave may be extended provided that a written request for an extension
to management is made prior to the expiration of leave, and the request is granted. These time
limitations do not apply to leaves taken for medical reasons including disability.

Any such leaves of absence will be unpaid. Benefits, such as paid time off and holidays, will not
accrue while employees are on an unpaid leave of absence. In order to continue your group health
benefits while on an approved leave of absence, you must continue to make your regular employee
contributions to the plan. For example, for each pay period that you do not receive a payroll check,
you will be required to submit a personal check for the amount of your employee contribution.

When you anticipate returning to work, you should notify your supervisor/manager of your
expected return date at least one (1) week before the expiration of leave.

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