Page 45 - Lupin Employee Handbook and Supplements - July 2018

Lupin Employee Handbook

California Supplement

Lupin intends to comply with all applicable federal, state, and local laws in each of the states in
which it operates. This supplement is in addition to and supersedes Lupin’s Employee Handbook
in the event of an inconsistency. Lupin strives to stay current with all applicable employment laws.
In the event you become aware that a policy as stated in the Handbook, this Supplement, or as
otherwise practiced by Lupin is contrary to applicable law, please contact Human Resources
immediately. We want to do our best to ensure that all Company policies are fully compliant.
Thank you for your cooperation.

Equal Employment Opportunity

Lupin reaffirms its commitment as an Equal Opportunity Employer. It is the policy of the Company
not to discriminate against any employee or job applicant on the basis of race, color, religion,
creed, national origin, ancestry, age, sex (including pregnancy, childbirth, breastfeeding, or any
related medical conditions), marital status, familial status, military or veteran status, genetic
information, physical disability, mental disability, medical condition, marital status, sexual
orientation, gender, gender identity, gender expression, genetic information, and denial of family
and medical care leave or any other federal, State of California, or local California protected bases
with regard to any employment decision. Lupin is committed to hiring, promoting, transferring,
and disciplining employees solely on the basis of their ability and qualifications.

Paid Time Off

Lupin will not discriminate or retaliate against employees who request or use PTO. Employees
who believe they have experienced retaliation or discrimination as a result of using PTO may file
a complaint with the California Department of Industrial Relations.

California employees do not forfeit unused PTO; they may carry over all accrued, unused PTO
days at the end of the calendar year.

Upon termination of employment, California employees are entitled to payment for all accrued,
but unused PTO time. The payment will be made at the time of and in the same manner as the
employee’s final pay.

Breaks

Non-exempt employees are entitled to a 10 minute rest break for every four hours worked, or major
fraction thereof, and the rest break will occur as near to the middle of each four-hour period as
possible, but in no case later than three and one-half (3½) hours into any four-hour period. Rest
breaks will be paid and employees should not “clock out” for them.

In addition to, and independent of, any rest breaks, non-exempt employees who work for a period
of more than five hours per day are entitled to a 30 minute meal break. However, employees whose
working time does not exceed six hours may, by mutual written consent, waive their entitlement
to their meal period. Employees working more than 10 hours per day, but less than 12 hours, are

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