All U.S. EssilorLuxottica Manufacturing, Rx Operations and Distribution Center employees  are collectively referred to as “EssilorLuxottica Operations.”

Attendance

Employees are expected to be at their assigned work area, clocked in, and ready to begin work at their scheduled time. This includes the start of their scheduled shift, return from meal or rest breaks, mandatory meetings, and both voluntary and mandatory overtime. If an employee will be late or is unable to make it to work for their scheduled work shift, it is the responsibility of the employee to contact his/ her manager prior to the start of his/her scheduled work shift by following facility call in procedures. EssilorLuxottica Rx Operations and Distribution Centers require timely call in notice of at least 30 minutes, whereas Oakley Manufacturing and Distribution Centers require advance notice of at least two hours, in order to plan production needs. Failure to notify management in accordance with your facility’s policy may result in an occurrence and/or Corrective Action where appropriate.

Note: The below Attendance Policy only applies to EssilorLuxottica Rx Operations and Distribution Center employees. Oakley Manufacturing and Distribution Center employees should refer to their separate facility’s Attendance Policy for details.

Attendance related occurrences will be issued as follows:

  1. Unexcused absences for a full shift or part of a scheduled work shift:
    • One Occurrence: Full day unexcused absences, being late more than one-half (1/2) scheduled work shift, or leaving early more than one-half (1/2) scheduled work shift.
    • One-Half Occurrence: 31 minutes – up to one half of the work shift late for work shift or leaving 31 minutes – up to one-half (1/2) of the scheduled work shift early.
    • One-Quarter Occurrence: One minute – 30 minutes late for start of scheduled work shift, or leaving one minute – 30 minutes early.
  2. Absences of two or more consecutive workdays*
    • One Occurrence (for each workday missed): No doctor’s note provided.
    • One Occurrence: Absences are due to the same health reason and employee provides a doctor’s note for him/herself or an eligible dependent for all days absent to Human Resources (unless otherwise specified by your location) the day he/she returns to work. For purposes of this policy, “eligible dependent” carries the same definition as our Company benefit coverage.

*If an employee misses four or more consecutive calendar days due to medical reasons, he/she must apply for a leave of absence. If an employee’s illness results in absences lasting up to five consecutive workdays, and the absences are not approved as a leave of absence pursuant to Company policy (i.e., employee has been employed less than 90 days) or other applicable law, the absences may still be counted as one occurrence if a doctor’s note is provided. After the fifth consecutive absence, however, each workday absence will be considered a separate occurrence.

Company-excused absences will not be counted as an unexcused absence or occurrence and are limited to the following:

  • Approved PTO;
  • Approved bereavement leave;
  • Approved witness or jury duty leave;
  • Approved absences due to severe weather or natural emergency;
  • FMLA leave; military leave; any other Company-approved absence or accommodation; or
  • Management failure to notify the employee of work schedule changes.

Any excused or unexcused absence will be charged against the employee’s available accrued PTO, where applicable.

Corrective action for attendance issues is based upon the number of occurrences in a rolling 12- month period, measured backward from the current date. Attendance related Corrective Action may be issued as follows:

Corrective Action:

  • Six attendance occurrences in a rolling 12-month period.
  • Three times tardy in a calendar month (in addition to accrual of attendance occurrences).
  • Unexplained absences pattern within a rolling 12-month period (i.e. absence before/after Company holidays, every Friday, every other month, etc.).
  • “No Call No Show” (first offense) - Failure of employee to report for a scheduled shift and/or notify manager at least 30 minutes/ two hours prior to start of shift.

Termination of Employment:

  • Three Corrective Actions for absenteeism and/or tardiness in a rolling 12-month period.
  • Nine attendance occurrences in a rolling 12-month period.
  • Three attendance occurrences within the first 90 days of employment.
  • “No Call No Show” (second offense in a rolling 12-month period) – Failure of employee to report for a scheduled shift and/or notify manager at least 30 minutes/two hours prior to start of shift; considered job abandonment (i.e. voluntary termination) of employment by employee.

Attendance and Pay During Emergency Closings and Inclement Weather

Inclement weather refers to hazardous natural conditions such as excessive snow and/or ice, tornado warnings, and severe thunderstorms which may cause travel to and from work and business operations to be less safe. Where operating schedules are impacted by employee absences or EssilorLuxottica Operations closings during inclement weather or other emergencies, EssilorLuxottica Operations reserves the right to schedule additional hours or days of work to make up for lost production time. If an employee misses scheduled make-up time, normal PTO and attendance rules apply.

Requests to Leave Early, Arrive Late, or Cancel Scheduled Shifts Due to Inclement Weather

EssilorLuxottica Operations understands that during inclement weather employees may feel unsafe traveling to and from work. If an employee reasonably feels that travel during inclement weather would threaten his/her safety, the employee must notify his/her supervisor of his/her intention to leave early, arrive late, or not work a scheduled work shift. Subject to facility discretion, the employee may or may not receive an attendance occurrence, and the following guidelines will apply to the missed work time:

  • Employee may (but is not required) to take PTO if PTO is available.
  • If employee does not have PTO or chooses not to take available PTO, any work time missed will be unpaid.

Changes in Operating Schedules Due to Inclement Weather

EssilorLuxottica Operations may, on rare occasions, decide to close or delay operations due to inclement weather or other emergency situations. Changes to operating schedules will be announced on the facility inclement weather hotline. It is the employee’s responsibility to call the facility inclement weather hotline. EssilorLuxottica Operations will comply with applicable state and local laws pertaining to emergency closings and, to the extent this policy conflicts with any state or local law, such law will supersede this policy.

If an employee’s facility cannot open for business and/or is unable to provide work for the employee because of an emergency that causes a temporary facility closing, employees will receive four hours of pay, at the employee’s regular hourly rate, if the employee reported to work at the start of his/her scheduled shift.

With the exception of California, this policy will not apply if the Company provides the employee with at least 2 hours advance notice prior to the start of his/her shift of the facility closing. In such cases, the notice of 2 hours or more classifies the situation as a “schedule change” and no pay is due.

Abuse of the Emergency Closings and Inclement Weather Policy may subject an employee to an occurrence and/or Corrective Action.

*Please refer to the EssilorLuxottica Employee Guide.