Page 62 - Lupin Employee Handbook and Supplements - July 2018

Lupin Employee Handbook

Missouri 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 Company’s policy
not to discriminate against any employee or job applicant on the basis of race, color, national
origin, ancestry, religion, sex, age (including ages 40-70), disability, military or veteran status,
genetic information, AIDS/HIV status, use or non-use of lawful alcohol and tobacco products off
the employer’s premises during nonworking hours, or any other federal, State of Missouri, or local
Missouri 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.

Payment of Final Wages

If Lupin unilaterally terminates your employment, you will be paid your final wages on the day of
your discharge. If you are paid primarily on a commission basis and/or if an audit is necessary or
customary to determine your final wages, Lupin will calculate your final wages in the ordinary
course and your final wages will be paid through the regular method of payment unless you request
that Lupin mail the final paycheck to you at a particular address.

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