Luxottica complies with state laws that require employees to be paid for a minimum number of hours because they report to work and are sent home early because work is unavailable.

If your store is located in a state with a minimum hours or reporting pay law (see chart below), employees must be paid for the minimum number of hours listed unless one of the stated exceptions apply.  When an employee works fewer hours than the state minimum or he/she reports to work for a scheduled shift and little or no work is available that day, you will need to adjust the employee’s hours to ensure that his/her hours for that day are reflective of state requirements.

For example, a 3-hour minimum pay requirement applies to stores in Massachusetts. Employees should not be scheduled for shifts of less than 3 hours if this can be avoided.  If an employee is scheduled for less than 3 hours (for example, a 1 hour mandatory store meeting), you will need to perform a time adjustment in your timekeeping system to increase the employee’s time to 3 hours for that day.

If the state where your store is located is not listed below, there are no state requirements that apply.  Employees should always be paid for the number of hours that they actually work. 

State Minimum Hour/Reporting Pay Employer Requirements
CA Half of the scheduled shift; no less than 2 hours and no more than 4 hours There is no minimum hours requirement, but any employee who reports to work for a scheduled shift and is involuntarily sent home after working less than half of their scheduled shift must be paid for half the scheduled shift, but in no event for less than two hours or more than four hours at the employee’s regular rate of pay.

If an employee is required to report to work a second time in a single workday and is provided less than two hours of work on the second reporting, the employee must be paid for two hours at their regular rate of pay.

CT 4 Hours
(see exception)
Employees who report to work must be paid for a minimum of 4 hours.

Note:  Does not apply if employee agrees to be regularly scheduled for less than 4 hours, but no less than 2 hours, by signing a waiver upon hire. Waiver is included in pre-boarding packet and updated to timekeeping system automatically.

D.C. 4 Hours
(see exception)
Employees who report for a scheduled shift and are not given work, or are given less than 4 hours of work must be paid for a minimum of 4 hours.

Note:  Does not apply to employees regularly scheduled for less than 4 hours of work per day. 

MA 3 Hours
(see exception)
Employees who report for a scheduled shift of at least 3 hours and are not given work, or are given less than 3 hours of work, must be paid for a minimum of 3 hours.

Note:  Does not apply if the employee is scheduled for a shift of less than 3 hours. 

NH 2 Hours
(see exception)
Employees who report for a scheduled shift must be paid for at least 2 hours of work.

Note:  Does not apply if the employee arrives late/leaves work early for personal reasons and documents this in writing.  (Use timesheet correction form)

NJ 1 Hour
(see exception)
Employees who report for a scheduled shift must be paid for at least 1 hour of work.

Note:  Does not apply if mutually agreed that scheduled shift would be less than 1 hour.

NY 4 Hours
(see exception)
Employees who report for a scheduled shift must be paid for at least 4 hours of work, or the number of hours in the regularly scheduled shift, whichever is less.

Note:  Does not apply if the employee works full-time and earns more than minimum wage; This is automatically updated within the timekeeping system.

RI Shifts ≥ 3 Hours: 3 hours

Shifts < 3 Hours: Amount the employee would have earned for that shift

(see exception)

Employees who report to work and are involuntarily sent home early should be paid as follows, based on shift length:

·         Shifts ≥ 3 Hours: 3 hours

·         Shifts < 3 Hours: Amount the employee would have earned for that shift

Note:  Does not apply if employee arrives late/leaves work early for personal reasons and documents this in writing. (use timesheet correction form to document)

Canada 3 Hours “ If an employee is required to report to work for a scheduled shift and is involuntarily sent home after working less than 3 hours, they must be paid minimum 3 hours at their regular rate of pay.

 

If an employee reports for a scheduled shift and is involuntarily sent home early, follow the instructions below to add minimum hours/reporting pay in Kronos:

  1. Login with network password.
  2. Select Manage Timecards.
  3. Select Employee.
  4. Press and hold IN time.
  5. Select Edit.
  6. Press Transfer.
  7. Select the Plus button in Transfer.
  8. Select Work Rule.
  9. Choose appropriate State and Minimum Pay.
  10. Select the Blue Check Mark to confirm (four times).

Scheduling

Luxottica work schedules are based on the operational needs of the location.  An employer may change an employee's work hours without giving prior notice or obtaining the employee's consent.

Work Schedule Facts:

  • Operational needs will always take precedence
  • Employee preferences may be considered when feasible
  • Managers will give advance notice of a change in the employee’s work schedule, unless unforeseeable circumstances prevent him/her from doing so
  • Managers have the right to require an employee to clock out earlier than scheduled depending upon the needs of the business in compliance with local law
  • Employees are responsible for obtaining and adhering to their work schedules
  • Business and operational requirements may require last-minute scheduling adjustments
  • Under normal circumstances, an employee will not be scheduled to report to work with less than eight hours off after the completion of a prior work period

 

Note: Locations in Puerto Rico, Seattle, San Francisco, Emeryville, San Jose, New York City and Oregon have additional scheduling guidelines. Please refer to city specific scheduling FAQ on HR Solutions for additional information.

Minimum Hours Reporting Pay FAQ