Page 77 - Lupin Employee Handbook and Supplements - July 2018

Lupin Employee Handbook

Washington, D.C. 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,
national origin, age, sex (including pregnancy, childbirth, breastfeeding, or any related medical
conditions), marital status, personal appearance (including style of dress and personal grooming),
sexual orientation, gender identity or expression, family responsibilities (including being the
subject of proceedings for child support payments, genetic information, disability, matriculation
(such as attending a university or vocational school)), political affiliation disability, or any other
federal or District of Columbia 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.

Parental Leave

Employees are entitled to up to 24 hours of unpaid leave per year to attend or participate in a
school-related event for their child. Employees must give Lupin notice of taking parental leave at
least 10 days in advance. Lupin reserves the right to deny a request to use parental leave if granting
such leave would unduly disrupt Lupin’s business and make the achievement of production or
service delivery unusually difficult. Employees may substitute paid leave in lieu of taking unpaid
leave.

Pregnancy and Childbirth Leave

Eligible employees may request a reasonable accommodation, including time off to recover from
childbirth, for employees who request an accommodation due to pregnancy, childbirth, related
medical conditions, or breastfeeding affecting their ability to perform the functions of their jobs.
Lupin reserves the right to deny a request for accommodation if it can demonstrate that the
accommodation would impose an undue hardship.

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