Page 46 - Lupin Employee Handbook and Supplements - July 2018
P. 46

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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