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

You and your fellow employees are a valuable resource to EssilorLuxottica. It is our intention always to treat employees fairly. The Company prohibits any harassment, as defined by applicable law, based on an individual’s race, color, gender, national origin, social origin, social condition, being perceived as a victim of domestic violence, sexual aggression or stalking, religion, age, disability, sexual orientation, gender identity or expression, citizenship, ancestry, veteran or military status, marital status, pregnancy (including unlawful discrimination on the basis of a legally protected pregnancy or maternity leave), genetic information or any other characteristics protected by law. Employees are expected to maintain professional work relationships with their co-workers.

There are established steps in all investigations into harassment that must be followed. No decisions will be made or initiated until proper research, investigation and interviews are completed.

Critical Step

  1. Submit all relevant information via Employee Relations e-Service. Please refer here to determine if Employee Relations support is required before proceeding.

Conduct

  • Confidentiality in addressing these issues is critical.
  • As a manager you will play an integral part in the investigation process including research and scheduling interviews.
  • Do not conduct any surveillance, interviews or investigation of employees without prior approval and direction from Human Resources .
  • Maintain custody of any evidence, paperwork or merchandise brought to your attention in the reporting of harassment.
  • Assure employees reporting alleged harassment that the allegations will be thoroughly investigated and advise them to maintain confidentiality during the investigation process.
  • If the incident appears to be low level, you may be directed by Human Resources to discuss the incident with the employee being accused to get their verbal statement.

Please Note: Separation of Employees, temporary suspension or temporary reassignment or schedule changes may be needed while the investigation is taking place. Contact your manager and Human Resources before taking action. DO NOT discuss the issue with anyone outside of your Human Resources. At no time should you initiate disciplinary action without Human Resource approval.

EssilorLuxottica Policy

The Company may use whatever corrective action method it believes will effectively address the particular performance and/or behavior issue or policy violation. Some behaviors, actions or violations may warrant immediate termination of employment without any prior corrective action.

See EssilorLuxottica Employee Guide for complete policy

Do you have further questions?

For more information, partner with your manager or submit all relevant information via Employee Relations e-Service. Please refer here to determine if Employee Relations support is required before proceeding.