Page 32 - Lupin Employee Handbook and Supplements - July 2018
P. 32
Lupin Employee Handbook
Employees driving Company-owned vehicles are also bound by the Company’s Driver Vehicle
Policy, a copy of which will be provided to any employee who will operate a vehicle owned by
the Company.
Violence Free Workplace
It is Lupin’s policy to provide a workplace that is safe and free from all threatening and
intimidating conduct and violence. Threats, threatening language, or any other acts of aggression
or violence made toward or by any Lupin employee will not be tolerated. For purposes of this
policy, a threat includes any verbal or physical harassment or abuse, any attempt at intimidating
or instilling fear in others, menacing gestures, flashing of weapons, stalking, or any other hostile,
aggressive, injurious or destructive action undertaken for the purpose of domination or
intimidation.
To the extent permitted by law, employees and visitors are prohibited from carrying weapons such
as firearms, including licensed concealed guns, or knives, mace, or pepper spray, onto Company
premises, at work-related functions, or outside of work if it affects the workplace.
If you have been threatened (whether by another employee or an outside party), there are steps
that you can and should take. First, report any threats to your supervisor/manager or HR. Second,
depending on the circumstances, you may want to alert the local authorities and make them
aware of the threats. Third, you may want to investigate other legal options such as restraining
orders, court injunctions and the like through the County Circuit Court Clerk’s Office. Fourth,
you may want to discuss safety measures with your supervisor/manager. Preventing workplace
violence is everyone’s responsibility. If you find yourself in a threatening situation, remain
calm, do not argue and immediately seek assistance from your supervisor/manager.
Background Checks
Lupin conducts background checks on applicants for employment and current employees in
accordance with federal, state, and local laws. All offers of employment are contingent upon
satisfactory results. False, misleading, or incomplete information submitted to Lupin for purposes
of conducting its background check may be grounds for termination of employment or withdrawal
of an offer to employ. An individual who refuses to complete any background check authorization
forms may be terminated.
Lupin may update background checks for existing employees as required by law, or earlier at the
Company’s discretion. In addition, due to the nature of Lupin’s business and the responsibilities
of certain positions with respect to controlled substances, there may be times when Lupin is
required to provide personally identifying information about employees in certain positions to
federal or state agencies and officials to be used by those agencies and officials to conduct
additional background checks in accordance with applicable law.
Emergency Plans
An emergency response and evacuation plan exists at each Lupin location to address foreseeable
emergency situations such as fires, floods, wind/ice storms, and earthquake. Employees are
27
QB\51413807.3
