Page 68 - Lupin Employee Handbook and Supplements - July 2018

Lupin Employee Handbook

New York 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 age, color, creed,
disability, marital status, military status, national origin (including ancestry), predisposing genetic
characteristics, race, sex, sexual orientation (including actual or perceived heterosexuality,
homosexuality, bisexuality and asexuality), or any other federal, State of New York, or local New
York 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.

Lactation Break Policy

Lupin supports new mothers as they return to work after leave related to childbirth. As a result, all
employees who are nursing mothers are permitted to take reasonable breaks to express breast milk
for up to one (1) year after the birth of the employee’s child. Lupin encourages all eligible
employees who intend to take breaks under this policy to notify Human Resources of their intent
to do so when they are coordinating their return to work following maternity leave so that Lupin
can prepare a designated location for the employee’s lactation breaks.

Eligible employees may take a reasonable amount of break time to accommodate her need to
express breast milk. This break time will be paid. Employees who use their meal break to express
breast milk should notify their immediate supervisor/manager and will be compensated in
accordance with Lupin’s meal break policy. Employees who are required to record time must clock
out at the beginning of their lactation breaks and clock back in after the break has concluded.
Employees under this policy may begin work before or continue working past their regularly
scheduled shifts to make up for any time used for lactation breaks with the prior consent of their
immediate supervisor/manager.

Time Off For Voting

Employees who are eligible to vote in an election and who do not have 4 consecutive non-working
hours between polls opening and closing, and who do not have sufficient non-working time to
vote, are entitled to up to 2 hours paid leave to vote. Employees must request the leave between 2
and 10 days before Election Day. Lupin can specify whether it be taken at beginning or end of
shift. If you plan to take such time off, notify your supervisor/manager.

63
QB\51413807.3