Page 51 - Lupin Employee Handbook and Supplements - July 2018

Lupin Employee Handbook

Illinois 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, religion, color, sex,
disability, national origin, ancestry, age, handicap or physical disability, mental disability, military
status (including members of the Illinois National Guard or U.S. reserve forces), veteran status,
citizenship status, marital status, sexual orientation, gender identity, the use or non-use of tobacco,
alcohol or other lawful products off the employer’s premises during non-working hours, speaking
an employee’s native language in communications unrelated to work duties, or any other federal,
State of Illinois, or local Illinois 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.

Breaks

Illinois employees are entitled to take their break no later than five (5) hours after the start of their
work shift when an employee is scheduled to work 7.5 hours continuously or longer.

Illinois’ Victims’ Economic Security and Safety Act

Lupin will fully comply with any requirements of Illinois’ Victims’ Economic Security and Safety
Act (“VESSA”). In accordance with VESSA, eligible employees are entitled to unpaid leave to
address issues arising from domestic or sexual violence if the employee is a victim of domestic or
sexual violence, or who has a family or household member who is a victim of domestic or sexual
violence.

Eligible employees may take leave under this policy for the following reasons:

• To seek medical attention and psychological counseling for physical or psychological
injuries caused by domestic or sexual violence to the employee or the employee’s family
or household member;
• To obtain victim services, including non-profit domestic violence programs, shelters, or
counseling services, and non-profit legal services for the employee or the employee’s
family or household member;

46
QB\51413807.3