Page 46 - Lupin Employee Handbook and Supplements - July 2018

Lupin Employee Handbook

entitled to a second meal period, but may similarly waive entitlement to the second meal period if
the first meal period was not waived.

Breaks may be scheduled at staggered times to allow department coverage.

Overtime

Because of the nature of work, employees may be asked to work overtime on weekends or holidays
or additional hours during the regular workday and are expected to comply with such requests.

Overtime compensation is paid to all non-exempt employees at one and one-half times the straight
time rate for all hours worked in excess of 8 per day and including 12 hours in any working day
and for the first 8 hours worked on the seventh day of work in any one workweek.

Overtime compensation at two times an employee’s straight time rate is paid for any work in excess
of 12 hours in one day and for any work in excess of 8 hours on the seventh day of a workweek.

If you are a non-exempt employee, you must receive authorization from your manager before
working overtime. After you have worked overtime, you must enter it on a timesheet no later than
the day after it is accrued.

Overtime pay is based on actual hours worked. Time taken for lunch or dinner is not included as
time worked for purposes of computing overtime. And time off on holidays, sick leave, vacation
leave, personal leave, training seminars, or any leave of absence will not be factored in as hours
worked when calculating overtime.

Family and Disability Leave Laws

In addition to the federal Family Medical Leave Act (FMLA) and the California Family Rights
Act (CFRA), which may or may not be applicable, California employees are entitled to the benefits
of the Paid Family Leave (PFL) program, which is administered through the State Disability
Insurance (SDI) plan.

FMLA and CFRA allows workers to take up to twelve workweeks unpaid leave to care for
themselves or a family member with a serious medical condition, and be guaranteed return to a
comparable job with an employer. PFL is a wage replacement program similar to SDI. SDI
compensates employees who cannot work due to their own illness or injury. Under PFL,
employees who need to care for a parent, child, spouse, or domestic partner may be paid for up to
six weeks while off work. This includes bonding with an adopted child. If you are eligible for PFL,
the Company may require you to utilize up to two weeks of accrued paid time off, and to count
your entire leave towards your FMLA and CFRA twelve week entitlement.

Pregnancy Disability Leave

Employees are eligible to take up to four months of leave while disabled by pregnancy, childbirth,
or related medical conditions. In order to take pregnancy disability leave, an eligible employee
must obtain a certification from her health care provider which states that the employee’s

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